The baby boomer generation (people born between 1946 and 1964) represents a pool of experienced, loyal talent with deep institutional knowledge, as well as strong potential to lead and mentor others. This segment of the workforce now expects to retire later in life or transition gradually into retirement. However, most companies do not have workforce strategies to attract or retain them.
This infographic provides a sophisticated snapshot of the baby boomer mindset.
With Millennials rising in the managerial ranks and having a greater say in hiring decisions, Boomers’ negative perceptions of Millennials may be harming their hiring prospects.
Compared to other generations, Boomers were more likely to perceive Millennials as exhibiting some negative, stereotypical work traits.
Global average
Millennials
Gen X
Boomers
Global average
Millennials
Gen X
Boomers
Global average
Millennials
Gen X
Boomers
Global average
Millennials
Gen X
Boomers
Boomers were also the least likely generation to credit Millennials with core skills considered critical to success in today’s dynamic global economy
Global average
Millennials
Gen X
Boomers
Global average
Millennials
Gen X
Boomers
Global average
Millennials
Gen X
Boomers
Global average
Millennials
Gen X
Boomers
Boomers had meaningfully lower perceptions than the average on Millennials valuing and embracing diversity, perhaps because Boomers are sensitive to age diversity and include it in their definition of diversity
Global average
Millennials
Gen X
Boomers
The Millennial generation was the most likely of all generations to hold negative stereotypes of Boomers regarding their technology skills and willingness to learn new things. These negative perceptions might make them less likely to hire, or recommend hiring, a Boomer.
"... be behind the times with technology"
All Generations
Millenials
Gen X
Boomers
"...out of touch and disinterested in learning new things"
All Generations
Millenials
Gen X
Boomers
Both globally and in the U.S., Millennials held statistically higher negative opinions of Boomers on these two attributes than the generational average.
Boomers are willing to work hard, but at this stage in their lives, they are looking for more flexibility and time off, and less management responsibility than Millennials are looking for.
Globally, Boomers are more willing than Millennials to give up career advancement.
Flexibility in your work schedule / More flexible work arrangements
Opportunity to work remotely
Additional vacation time
Less managment responsibilities / Decreased scope in job responsibilities
And, when evaluating both current and prospective job opportunities, flexible work arrangements matter more to Boomers than Millennials.
When considering total compensation from a current/prospective employer, what is most important to you?
Boomers
Millennials
Which would drive your decision to accept one
job/position over another?
Boomers
Millennials
While Boomers feel strong loyalty to their employer, only a minority of them see their employer creating opportunities for them to continue to work on different terms as they approach/reach traditional retirement age. Employers may be overlooking a significant opportunity to retain valued talent.
of Boomers globally said they were “totally committed” to their current or most recent employer, noticeably higher than the 39% generational average
of global workers aged 55 and older say they feel a strong sense
of belonging to their employer*
of global workers aged 55 and older say they plan to work with their
current employer until they retire, if possible*
But The Vast Majority of Employers Aren’t Meeting Boomers’ Flexible Retirement Needs.
of global workers (all ages) say phased retirement would be a very
or extremely important benefit**
of employers offer phased retirement according to global workers**
of those age 55+ are offered retraining or reskilling opportunities*
of those age 55+ say their employer offers the opportunity
to move from full-time to part-time employment*
Across the board, Boomer talent seeks to keep their skills current. Learning opportunities make employers more attractive and are highly rated drivers of accepting one position over another. But, Boomers rate their employers lower than other generations on learning-related measures.
of Boomer workers globally feel their skills/knowledge will need to evolve/grow in order to keep up with changes in their line of work/industry
An employer who offers opportunities to acquire new/cutting edge skills and capabilities is attractive to a growing number of Boomers, and these opportunities can be decision drivers in selecting new positions or employers.
Training/ development opportunities
Opportunity to work with knowledgeable colleagues who you can learn from
Opportunity to work on innovative projects
Exposure to latest technologies and top-notch equipment
Globally, Boomers score their current/most recent employer meaningfully lower than the average on several measures related to generational skills training.
"The company is investing in training/upskilling"
All Generations
Millenials
Gen X
Boomers
"Hands-on/on-the-job learning is encouraged across the organization"
All Generations
Millenials
Gen X
Boomers
"The work environment* supports employees to deliver high levels of performance."
All Generations
Millenials
Gen X
Boomers