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At the age of between 35 and 54 years old, the level of productivity is not as good as those who are much younger. It is because the lack of energy and commitment given as they can easily get bored and burned out with their current roles and responsibilities. As a good manager, one should take this as an opportunity rather than a burden. It is time for a change or in a better word, improvement. Assist them into a new, more productive, more meaningful roles and careers.

Here are some tips on how to revitalize the midcareer employees:

• Fresh Coursework – offer new tasks in different parts of the organization to leverage their existing skills
• Career Transformations – provide attractive internal career changes to help them develop new specialties.
• Mentoring – encourage them to mentor their successor (or less experience colleagues).
• Fresh Training – provide them with introductions to new business areas to expand their perspectives and trigger their interest in learning more.
• Sabbaticals – provide paid sabbaticals as they are cheaper than replacing disaffected midcareer employees (most sabbaticals participant will be more committed)
• Leadership Progression – Give them with access to leadership progression programs to revitalize them and stock your leadership pipeline.

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