Organization Development: Engaging the Baby Boomers

Five Organization Development Strategies for a more productive workplace.

As we slowly but surely pull out of the recent economic downturn, it’s time to assess our organization development to determine exactly who will fuel our renewal and growth.  “The rules of engagement have changed” said Sam Palazzolo CPLP PCC, President of Pathos Leadership Group.  “The landscape of talent management requires and entirely different horticultural approach.”

What’s at stake is an attempt to determine how to best move forward with the Baby Boomers (Those born 1946 to 1964) while continuing to engage the remainder of the Four Generation Workforce (Millenials, Generation X and Y).  We estimate that the recent recession caused this section of the workforce to extend, or delay, retiring by double their pre-recession plans.  “The Baby Boomers are pissed” says Palazzolo.  “and they should be!”  The light on the retirement train which was insight at the end of the tunnel has been snuffed out, or extinguished, causing most Baby Boomers to rethink, refocus, and replan their retirement efforts.

So how will you ensure that the extended length of time for this group is spent on results-oriented organization initiatives?  The following five (5) strategies should be implemented in order to engage Baby Boomers:

1. Time, Time, Time… See What’s Become of Me! – Simon & Garfunkel originally sang the lyrics (later respun by Susanna Hoffs of the Bangels) which focused a generation (or two!)  Time has never been more important, and there has never been an age group that values their time more than the Baby Boomers.  With that in mind, insure that your organization development plan encompasses incentives that are time rich, including time off.
2. Act Green Locally… Go Green Globally – Going green for Baby Boomers includes the opportunity to give back.  Allow opportunities for community involvement (Think Habitat for Humanity) as well as time for “good will” sabbaticals.  They’ll come back recharged, refocused and rededicated.
3. Wrap It Up… I’ll Take It – Allow Baby Boomers the flexibility while working on projects to participate on specific modules which highlight their expertise, instead of the entire project.
4. Send in the Clowns – Ok, not the circus clowns… think Cirque de Soleil!  In other words, allow Baby Boomers the flexibility of a rope dancer in your organization.  By providing the opportunity to pick/chose their schedule, as well as where they work, their productivity will blossom.
5. People Let Me Tell You About My Best Friend – Install a mentorship (or coaching) program where the wisdom of Baby Boomers can be tapped before they depart from the organization.  Simply put, get the information from them before they’re gone.

By adopting any of the proceeding five organization development strategies for Baby Boomers, you’ll create an engagement initiative which few organizations can deliver.  Furthermore, the productivity and results of your organization will be cast for years to come, resulting in a much needed lift to any organization after the economic drubbing of recent years.