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