Summary of Igniting Gen B and Gen V
The New Rules of Engagement for Boomers, Veterans, and Other Long-Termers on the Job
Think carefully before you let older, talented employees walk out of the door and into retirement. You’ll miss them.
So you can’t wait to get new blood into your company’s key positions? The stodgy old Veterans and Baby Boomers are heading off into the sunset, and the Generation X and Generation Y whippersnappers are anxious to take their places. If you’re expecting a seamless transition, think again. As a matter of fact, the Boomers you are rushing out the door may be taking your company’s best attributes with them. Author Nancy S. Ahlrichs contends that many companies vastly underrate the value of seasoned, long-time employees. She says they can be priceless resources of productivity and creativity, and wonderful mentors for less experienced workers still learning the ropes. All you have to do is treat them as if they matter. The rewards of engaging your long-termers include strong performances, novel ideas and leadership. getAbstract roundly applauds Ahlrichs for thinking like a wise, old owl.
In this summary, you will learn
- Why employee engagement is critical to your organization’s success
- How your Gen B (Baby Boomers) and Gen V (Veterans) can provide a competitive edge
- How to persuade your long-term employees to postpone retirement
- Why you must imbed innovation in your corporate culture
About the Author
Nancy S. Ahlrichs, president of a human resources consulting firm, has shared her expertise on talent management and organizational issues with some 400 professional organizations.
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IdeaPress Publishing, 2015