Nowadays, more and more companies and public institutions are making efforts to develop the human resources sector. Their most valuable resource is the management of their employees, who due to their creativity, innovation and motivation can contribute to the added value of companies in the market. For the success of every organization, it is necessary to find the optimal combination of tangible and intangible incentives for its employees. In order to ensure and improve the quality of employees in the organization, it is necessary to offer the appropriate level of earnings that is needed but not sufficient. Modern society is marked by one of the demographic processes and that is the aging of the population. This is why it is necessary to recognize the importance of managing older employees. Many of them are treated by employers as employees who are no longer able to give their maximum at work, while those who are unemployed are not ready to offer them employment. The Republic of Croatia is facing one of the biggest social problems, which is unemployment. Consequently, it causes two additional problems. The first is the unemployment of young educated people. Another problem is with older people 50+. They are divided into employees who cannot adapt to the demands and needs of the job, while those unemployed due to their age are unable to find a job. Therefore, in this study, we explored how to motivate 50+ workers who are employed. We explored how much they are considered willing to adapt to changes in job requirements as well as changes in the market and in technology in general. Which of these factors most affect their motivation and whether they are ready for work engagement even after retirement. For this research we took the example of OB Sisak. If you want to encourage employees to work longer, it is very important to improve the experience of the older workforce. Creating better outcomes for older employees may require an employer’s increasing focus on some practices in organizations such as: commission opening, flexible working hours, and job creation in line with work abilities.