Mentoring: the "Boomer Solution" Bridge to the Workplace "Wisdom Gorge"

It's no secret that Millennials are coming of age and, in less than a decade, will be the dominant demographic in the workplace. At approximately the same time, Boomers are beginning to retire and most will begin to collect Social Security and other sources of retirement income. The resulting "wisdom gorge" (rather than "brain drain") has given employers some cause for concern, particularly with what appears to be a penchant for workplace disloyalty among Millennials.

While I am one of the first to defend Millennials in their ability to multi task, set goals, and  grasp technology, those skill sets do not begin to make up for the years of relationships, trials and errors, and practices, that have been gained from over thirty years in the workforce and it would appear both generations agree with me.

Many best practice guides, including the one I mentioned last month by the Generation Iowa Commission, suggest a bridge over this wisdom gorge is hiring Boomers, on a part-time basis, as mentors to Millennials while also assigning them work that is meaningful yet flexible. 

This mentoring relationship should be natural as both Boomers and Millennials like to emphasize meaning in the workplace. There is no question that the generation that rebelled against authority in the 60's and 70's and pioneered financial success in the 80's and 90's feels they have answers to a cavalcade of problems.There is also no question that a generation that is too busy to use complete words and sentences, or
research news, or wear a tie, find pertinent value in relationships and collaboration, after all, aren't many boomers the parents of the Millennials anyway?

Keeping, hiring, or rehiring these Boomers can also provide a solution to keep human capital in places where many Young Professionals are fluid.  And the "boomer solution" provides an opportunity to keep experts in soft skills utility that cannot only be shared, but also implemented in real time.

It's a win/win for all involved. Boomers can continue to contribute and influence, while enjoying the flexibility earned by their time. Millennials can still specialize and collaborate, while acquiring new skills and relationships, and employers can feel confident that their workforce needs are not only being met, but are also set for the future.

Comments

[Sandy Berger]

What a wonderful idea. I have spent the last ten years helping baby boomers and seniors learn about technology. My Compu-KISS website at www.compukiss.com is dedicated to that. I think that boomers want to learn about technology and getting them hooked up with millennials would be beneficial to both.

[Pete]

This is a good idea. However, I don't think it will keep Millennials at a job longer or ensure their long tenure with an employer. Millennials, and other younger generations, dont feel employer loyalty mostly because they have seen their parents or friends parents let go by an employer after that person gave 20 to 30 years of their life to that employer. Employers don't have loyalty to the more expensive tenured employee, until they do, millennials are going to continue look for the best opportunity and exude no loyalty to employers.