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Mitigate the Risk of Baby Boomer Retirement with Scalable Succession Planning

Plan for knowledge transfer before it’s too late!

  • Organizations are unprepared for the loss of employees who hold key roles, resulting in the loss of valuable knowledge, core business relationships, and profits.

Executive Summary

Critical Insight

  • Mitigate the inherent risks of Baby Boomer retirement by carefully planning to transfer knowledge to incumbents.
  • Flexible work arrangements are an effective way to retain Baby Boomers while transferring knowledge.

Impact & Result

  • Analyze key roles, current incumbents, and potential successors to help assess and identify key role incumbent risk factors as well as potential successor readiness.
  • Plan for the transfer of critical knowledge held by key role incumbents.
  • Define formal transition plans for employees in at-risk key roles and their successors, leveraging your workforce and succession planning outputs, knowledge transfer strategy, and selected flexible work arrangements.

Research & Tools

1. Conduct workforce planning for key roles

Identify business priorities and key roles, including required skills and knowledge that support achievement of business strategy.

2. Conduct succession planning for key roles

Identify key role incumbents and potential successors and assess any gaps between them.

3. Mitigate risk with knowledge transfer

Identify critical key role knowledge, select appropriate knowledge transfer methods, and document knowledge-transfer initiatives.

4. Mitigate risk with flexible work arrangements

Explore flexible work arrangements to facilitate knowledge transfer and finalize transition plans for at-risk key roles.

Mitigate the Risk of Baby Boomer Retirement with Scalable Succession Planning enlarged preview