Retaining Institutional Knowledge During the Silver Tsunami

Cathie Leimbach • May 17, 2023

The global workforce is experiencing a significant demographic shift, commonly referred to as the "Silver Tsunami." This term denotes the wave of retiring baby boomers. As these experienced employees exit the workforce, organizations face the challenge of ensuring a seamless knowledge transfer to adequately prepare the next generation of workers. However, a potential obstacle arises when retirements occur before younger employees have completed their training, posing unique obstacles for businesses to overcome.

To address the challenges posed by the silver tsunami, businesses must adopt proactive strategies. Here are some key steps organizations can take:

1.    Succession Planning: Implementing robust succession plans enables organizations to identify key positions, document essential knowledge, and facilitate smooth transitions. This includes cross-training initiatives to ensure that younger employees gain exposure to critical tasks and responsibilities.

2.    Knowledge Transfer Programs: Establishing formalized knowledge transfer programs, such as mentorship initiatives or "buddy systems," facilitates the transfer of expertise from retiring employees to their successors. This hands-on approach helps bridge the gap and accelerates the learning curve for younger workers.

3.    Upskilling and Reskilling: Investing in comprehensive training programs equips younger employees with the necessary skills to fill the void left by retiring workers. Offering mentorship, workshops, and online learning platforms can help bridge any knowledge gaps and build a capable workforce.

4.    Embracing Technology: Leveraging technology solutions, such as knowledge management systems and collaborative platforms, can facilitate the efficient capture and sharing of institutional knowledge. These tools enable seamless collaboration and knowledge exchange across teams, ensuring smoother transitions during the retirement phase.

A successful transition requires careful planning and proactive measures. By implementing robust succession plans, knowledge transfer programs, upskilling initiatives, and embracing technology, businesses can navigate the challenges of baby boomers retiring before their successors are fully trained. A strategic approach will  minimize disruptions and position organizations for continued growth and success in the face of changing workforce dynamics.

Why Engagement Isn’t About Perks

By Cathie Leimbach • February 10, 2026
When engagement drops, many organizations reach for perks—rewards, programs, or incentives. These can create a short lift, but they rarely solve the real issue. Engagement starts with expectations. Most people want to do good work. What gets in the way isn’t motivation—it’s uncertainty. When priorities shift, roles feel unclear, or success means different things to different leaders, people disengage quietly. Leaders often don’t realize they’re contributing to this. Vague direction, inconsistent follow-through, or assuming “they already know” leaves teams guessing. Over time, guessing turns into frustration—and frustration turns into disengagement. Strong engagement cultures focus on leadership basics: Clear priorities Shared definitions of success Aligned expectations Consistent reinforcement When expectations are clear, people move with confidence. They take ownership, collaborate better, and stay engaged because they know where they’re headed. Perks can support engagement—but only after clarity is in place. 👉 Read our full article on Why Engagement Starts With Expectations to turn clarity into a real advantage.

How Could You Create a 5-10% Productivity Shift? 

By Cathie Leimbach • February 3, 2026
When it comes to improvement at work, the focus is often on big changes. But frequently, it’s small shifts that quietly create big results. Productivity rarely improves without strong leadership practices. So, what if better leadership increased productivity by just 5-10%? That could mean: Less rework Faster decisions More follow-through Less firefighting More output — without more people That’s not wishful thinking. When leadership improves, absenteeism and turnover drop. Work flows more smoothly. Results, and the bottom line, improve. When leaders get clearer, communicate better, and follow through more consistently, friction fades. People know what matters. Decisions move faster. Energy shifts from fixing problems to getting real work done. Organizations that invest in leadership development often see: Higher output Lower turnover Better use of talent Stronger momentum The real shift happens when leaders stop asking, “ Should we invest in leadership ?” and start asking, “ What is it costing us not to ?” 👉 Join our 60-minute Leadership Conversation to see what a 10–15% shift could mean for your organization.