Retaining and Recruiting Boomers.

Baby Boomers, those born between 1946 and 1964 and who comprise about 45% of the nation's workforce are choosing to leave the workforce in startling numbers. Like many others, you may have planned for their departure at the "standard" retirement age of 65 and are developing Gen X or Gen Y to pick up the baton when that day comes around. Yet time may be shorter than you think.

Across America, Baby Boomers are trading in high paying, high stature jobs--long before they reach the magic age of 65--for situations that provide more flexibility, less stress, and the opportunity for genuine work/life balance. These Boomers, who for decades have excelled at the corporate political maneuverings and jumped to the whims of corporate leaders, say they need to take control of their lives to meet the needs of both children and aging parents. Others simply want to follow their dreams or find a job position that "gives back."

Have you thought about the impact the Baby Boomer's departure is having or will have on your organization? Many organizations will find that strategies to retain Boomers will help the organization. Other organizations have not thought about the potential problem or solutions yet. Is it possible such strategies could help your organization?

The Boomer Corporate Value.

Though some employers grouse about the above- median salaries that Boomers tend to earn, there is no disputing their value to the corporation. The 78 million Boomers bring with them intellectual capital that cannot be bought at any university - it comes only through time and experience. Want to know why a process works - or doesn't work? The "School of Hard Knocks" attended by virtually every Boomer will likely provide the answer. Do you want to understand your company's heritage? Ask a Boomer. Need to know more about your industry? Chances are a Boomer will have the most complete and insightful picture.