New Episode of the “SAFE and Sound” Podcast: The Key to Loyalty and Psychological Safety in the Workplace

The global technology company Canon has created a culture where employees stay engaged for decades and transition smoothly toward retirement in their own way. The third “SAFE and Sound” podcast episode’s discussion explores how to support late-career development, how organisational values and leadership shape long-term commitment, and what lessons can be learned from international best practices in age-friendly work. The answer lies in psychological safety and the Japanese philosophy of Kyosei – working together for the common good. Our host Heini Maisala-McDonnell (Metropolia University of Applied Sciences, Finland) has invited Katja Hautala (Canon Finland) and Antti Harjuoja (Nextmile™) to explore deeper what drives long-term commitment and what are the advantages of such a workplace culture.

Managerial Engagement and Communication Milestones. Managers play a critical role in this process and must be equipped with the skills to handle discussions regarding the final parts of a career. Organizations can support this by establishing clear milestones—such as when an employee reaches 60 years old—to open communication about skills, closing phases, and retirement. Management should also explicitly communicate goals regarding the retention of older employees to ensure transparency.

Holistic Support for the Transition Phase. Strategies should move beyond the concept of “career ending” and instead frame the period as a “career transition”. This shift helps employees mentally prepare for the change, whether they intend to retire fully or continue working in a modified capacity. Supporting this transition includes offering programs focused on occupational well-being and energy management, ensuring employees remain engaged and capable of transferring knowledge effectively during their final years.

Implementation Tactics. Successful implementation involves engaging both senior employees and managers rather than relying solely on top-down mandates. Leaders are advised to start with “small steps,” set achievable initial goals, and treat the process as a journey rather than a one-time fix. Additionally, sharing good practices across different regional branches allows organizations to leverage successful knowledge transfer methods developed globally

Across the Nordic-Baltic region, conversations about the future of work increasingly focus on how organisations can help people stay motivated, skilled, and included throughout their entire careers. One key insight is emerging: age-friendly working life is something organisations create purposefully — through their values, leadership choices, and everyday practices. 

This podcast is part of the Interreg Central Baltic funded project SAFE. The project aims to strengthen and improve employment opportunities for individuals aged 55 and above.