There is an increasing percentage of “Baby Boomer” (born 1946-1964) in the workforce because of the recession in 2009.  Some of the Boomers who had planned to retire around that time delayed their plans because of their shrinking financial resources.  There are pluses and minuses in this trend. 

On the plus side,  Boomers have a lot of experience and, therefore, a lot to offer to others.  This intellectual capital can help make or break an organization’s success.  Boomers are generally hard working, loyal, and enjoy exceeding their goals.  They have the emotional intelligence to provide some stability to a work group, and enjoy face time with their colleagues.  Unlike the  “Gen X” workers, they don’t have the demands of parenting young children. 

On the minus side, Boomers want to share their knowledge and may need coaching on how to have it well received by a younger worker.  They may have trouble keeping up with technology and need extra help learning a new skill.  Boomers may also want to keep working, but at a reduced schedule.  These partial retirement options will become more popular over time and can be a challenge to manage.  Some aging boomers may also have more medical issues and possible cognitive impairment over time. 

There is a risk in over generalizing about different generations, so treating everyone on your staff as an individual is always the best way to avoid this.  Find out what motivates each person so that you can engage him or her to the fullest.  Consider some EAP workshops on generational differences. 

Remember, everyone wants to be respected, heard, and understood.