by Phyllis Weiss Haserot

You’re a Boomer/Gen X cusper boss with a few long-tenured Boomers on your team, which is planning for new services and succession as the “Boomer cliff” (talent losses voluntarily or involuntarily) looms.

What would you do or advise a colleague to do?  And why?

1. Assume the older half Boomers would soon be gone and pretty much ignore them in planning?
2. Encourage the Boomers to stay to take advantage of their strengths and relationships?
3. Ask the older Boomers to accept shifts to lesser roles to enable younger co-workers to move up?
4. Provide incentives for the older Boomers to transfer their knowledge and relationships to younger colleagues?

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