Workforce Trends: Demographics & the Loss of Expertise (Part 2)

 

In my last post I started a list of ideas to tap the expertise of workers who are near retirement. (Why this matters:  The SHRM Workforce Forecast 2011) Here's more, but think of other ideas that will work in your organization. Avoid putting your tactics in a box called "knowledge transfer," though, because you are also after

• Experience transfer
• Perspective transfer
• Demeanor transfer
• Expertise transfer
• Context transfer

Social Network Hours . . . Set up times where workers can have open-access to older specialists via an internal social network. Generation Y workers can really gain from this and may even appreciate the opportunity. This can be a win for two generations of workers.

Consulting . . . Identify areas where a retiree could add value by consulting part time. They may need the money. In fact, the opportunity for consulting may allow those hit hard by the recession to retire on time. This has the double advantage of opening up a position for a high-performer who may be thinking of leaving for better opportunities.

Right now it is likely that there are older workers in your workplace who

• Are frustrated at the lack of good interaction skills in younger workers
• Have ideas for improvement based on years of experience
• Have deep expertise in certain areas that cannot be reproduced
• Have unique broad management experience dealing with human resources and financials

You can use them as a shortcut to success for other generations or squander this opportunity.

So what have you done to avoid the loss of experience as baby boomers retire?