Many of the stereotypes surrounding generational differences are really just “fake news." There are actually many ways to keep Baby Boomers, in particular, energized and contributing to your organization. After all, there's a lot of knowledge and expertise stored in the minds of those who, eventually, will be retiring. But they’re not retired yet!
Here are five tips to help keep those Baby Boomers working hard for your company:
1. Engage your Boomers to ID the high potential workers (HPW)
Those Boomers on your staff know who the real “players” are in your company. Let them contribute by sharing their thoughts and perspectives on tomorrow’s leaders and loyal employees at your company. They know who the real jewels are, so let them share their choices with you.
2. Match your high potential trainers with high potential employees
One of the tendencies developing among our Millennial workers is their quick assessment of whether they are being trained early in their employment. A client of mine discovered, to both of our dismay, that new employees averaged less than 60 days in their employment. The primary reason? They felt they had not been trained on anything of value. We immediately began to match older, more experienced, workers with each new hire. We didn’t keep all the new hires, but we did witness the longevity of the new employees increase more than 300 percent, some even staying longer. It can be done, but you must engage your willing Boomers.
3. Ask your Boomers for their assistance
Go to your Boomers and sincerely ask for their assistance in teaching, mentoring, coaching, or befriending a new hire, especially a Millennial. Explain to your Boomers what you are doing, what they can do to assist you, and why it is important that they transfer their knowledge and experience to the new hire. You might be surprised to find how many Boomers will help you and what they can offer your news hires.
4. Keep training & educating your Boomers
Many business owners and leaders are so focused on getting the “young’uns” trained that they forget to keep training the Boomers. This is mistake that can cause many Boomers to think, “Well, I guess they don’t care about me anymore.” Trust me, it happens more than you think. Even if it’s the third or fourth time your older manager has been through leadership training in 20 years, they could probably use the refresher.
5. Never stop encouraging your Boomers
We are often so focused on encouraging our new workers that we forget to say, “Thank you for a great effort,” to our older workers. I’ve never witnessed a Boomer telling their senior leader, “Really, Bob, quit telling me thanks and how great I am…you’re killing me, boss. Really, you’re causing my head to swell.” Most of time I hear complaints from older workers about all the cheerleading and “love” the newer and younger workers are getting.
In short, do not keep your appreciation for your Boomers a secret. Expressing this appreciation might actually have the ancillary benefit of lifting the morale of your Millennial workers as well, as they will see that good workers aren’t forgotten or put out to pasture just because they have some gray hair and a few more wrinkles about the face.
Reenergizing your Boomers could do wonders for your company and help improve the performance and profitable results driven by your Boomers. Just remember: There’s a whole lot more you can gain from your Boomers, so be careful that you don’t send signals that their time has come and gone. Some of their best contributions for you and your company might be yet to come.
May the “fountain of youth” satisfy the thirst for the Boomers in your company who still have much to do and contribute.
