Families hand down stories and heirlooms to preserve what’s most precious to them. Organizations hould take a similar approach as they face an unprecedented generational transition in the workforce.
In the United States alone, 10,000 workers reach
retirement age every day. By 2030, the percentage
of people age 65 or older will rise from 13 percent
to 20 percent as the baby boomer generation ages
out of the workforce. (The post-World War II baby
boomer generation was born between 1946 and
1964.) This enormous outflow of talent could strain
organizations’ ability to operate. In light of this
demographic shift, the smooth and effective transfer of knowledge across generations becomes even
As a generation begins to retire,
its knowledge must be passed
along—or lost forever.
By Kendra Scorsone, PMP
more important to the success of organizations.
This knowledge transfer challenge is complicated by the fact that generations can differ
greatly in work attitudes, learning styles, and how
they perceive and value information. Therefore, a
knowledge transfer plan must address generational
differences. The following tips will help organizations tailor their programs to address employees’
1. CAPTURE SKILLS AND EXPERIENCE TOO.
A successful knowledge transfer program can’t only
be about knowledge. Of course senior employees
know a lot of facts, but a program also needs to value
and capture their skills and experience. To achieve
this, try a shadowing program in which younger