Boomers are returning to the workforce. Here’s how to support them

While many workers dream of the day they can retire, it seems baby boomers may be willing to postpone that day, working well into their 60s and often even beyond.

While Pew Research noted that half of workers ages 55 or older had retired by the third quarter of 2021, adding a significant dent to today’s labor pool, boomers may be making their way back to the workforce. According to a survey by Express Employment Professionals and Harris Poll, 79% of workers between 57 and 75 years old do not want to leave the workforce entirely, and would prefer a flexible work schedule.

“Lately, we’ve been seeing that more people are retiring early due to COVID-19, but surprisingly these retirees are making a comeback and rejoining the workforce,” says Christina Gialleli, director of people operations at Epignosis, a workforce training software company. “This is greatly due to two main reasons: past employers reaching out because of the labor shortage, and boomers realizing they either need or want to continue seeing a steady income.”

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In fact, 68% of boomers surveyed felt worried about having enough savings to fully retire, and less than half felt their company had adequate talent to succeed them, according to Express Employment and Harris. But what does it mean for the boomer generation to return or remain in a workforce largely changed by the pandemic and technology? EBN spoke to Gialleli about how employers and leaders can support a workforce that spans four generations.

What challenges come with today’s generationally diverse workforce?
A company can have four different generations within their workforce — baby boomers, Gen X, millennials and Gen Z. There are problems that can occur due to this large gap, particularly with understanding that each generation has its own preferences and expectations when being hired. For example, boomers may want job security and to work the “old fashioned” way by participating in face-to-face meetings and interactions, while Gen Z employees may focus more on assistance for student loans and flexible working hours. Employers may find difficulties with trying to please all their employees, but it’s important to figure out what works best for the team. Bottom line: it’s less about the generational gap and more about trying to understand everyone’s needs and wants so all employees can succeed in their role.

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What challenges are boomers specifically facing in today’s workplace?
One of the unique challenges they may be dealing with is the way in which they communicate. Boomers are more likely to pick up the phone and make a call to speak about a business matter, while younger generations might send an email or use a platform like Slack. Boomers may also encounter different outlooks on the importance of work. Boomers tend to value a stable job, while millennials are usually seeking a good work-life balance and a sense of community in the remote or hybrid workplace. An effective way to connect the two perspectives is by having empathy for one another — leaders could implement “reverse mentoring,” which allows both generations to exchange knowledge and have a better understanding of each other.

Speaking of which, how can leaders and managers better engage and support boomers?
Leaders need to take a proactive approach by providing opportunities for boomers to learn and develop their skills, while also mentoring younger employees. Boomers are often stereotyped as being set in their ways, but they are actually very eager to keep learning and advancing in their careers. It’s essential for an organization to capitalize on this desire. Additionally, allowing boomers to mentor younger colleagues can serve as a powerful tool for a company and its employees since boomers have decades of experience to draw upon.

Ultimately, employers should also invest in training for all levels to ensure a smooth transition back into the workforce. By having the proper training, managers can build their teams to be more inclusive and welcoming of differences, thus ensuring age gaps are a non-issue and employees know how to effectively work together.

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It is just as essential for managers and leaders to take the time to build strong relationships with these workers, too. Leaders should provide feedback and praise for the work boomers are doing, focusing on the positive aspects of their performance rather than their shortcomings. This will allow boomers to continue to gain confidence in their new work environment and feel comfortable with who they are working with. When communicating to older employees, it is important to communicate in a way that resonates with them. The best approach is often being age-agnostic. Trying to overcompensate by treating them differently is bound to create awkwardness and separation with other team members who will notice a difference in attitudes.

For boomers who have exited and are now returning to the workforce, how can they prepare for the changes created by the pandemic?
There have been major changes throughout the past two years that have had a big effect on how teams communicate, with technology being the greatest change. It is vital that employers provide them with opportunities to learn all the new technology the team is using, such as Slack, Google Hangouts or Zoom. Boomers returning to the office can also expect different working hours. Many companies are now focusing more on quality of work and results than hours worked. Previous roles that consisted of 9-to-5 work schedules have changed to fit the schedules of employees. It’s valuable for boomers to know their colleagues may work different hours than them and they do not have to stick to traditional hours.