Studies show that most KAA-boomers (baby boomers) don’t plan to retire in the traditional sense.

While most want to escape long hours and heavy responsibility at the office, they still plan to continue working. They’d just prefer to do something they enjoy.

The idea of ‘all-or-nothing’ retirement simply doesn’t reflect the realities of today’s older workers.

The reality is that today’s older workers are the healthiest in history. They’ve got over 30 years of work experience. They hold most of the leadership experience and skills in your organization.

How about this statistic:

It takes three Gen Y’s to replace every retiring KAA-boomer so organizations had better get onboard in allowing their boomers to retire in stages.

One of our goals at the Workplace Institute is help organizations leverage their KAA-boomer employees’ desire to stay on the job.

Over the years we’ve identified best practices for organizations to retain their most experienced employees and get away from the outdated notion of all-or-nothing retirement:

Flexible work arrangements: Workers of all ages like flexible work options, but for people over 50 or 60, such arrangements are a great way to begin transitioning into the next phase of the lives.

Start and finish earlier: Beginning work at five or six a.m. and leaving in the early afternoon is often appealing to early risers, or those who no longer have young children at home.

Compressed workweek: Compressed workweeks are becoming increasingly popular, especially during the summer months. Employees work 12-hour shifts for 10 days or two weeks, then enjoy several days off in a row, or they add an hour or two Monday through Thursday in order to take Friday off.

Telework: Working from home is ideal for KAA-Boomers fed up with long commutes or who want or need to be closer to home.

Part-time work: Studies have found that many older workers plan to continue working after “retirement” on a part-time basis. (Instead of having them seek part-time work with another organization after they retire, why not give them that option within your company now and offer to hire them back part-time after they’ve officially retired? That way you both get what you want!)

Contact work: Perhaps the number one reason older workers stay with an organization is because they feel their skills and experience are valued and appreciated. Hiring retirees on a contractual basis is already popular option in highly specialized areas.

Seasonal work: Seasonal work gives employees the opportunity to go on leave for extended periods of time while maintaining benefit eligibility — an ideal option for snowbirds wanting the winters off or for travelers wanting more freedom in the summer months.

Lateral moves: For some, a lateral move to a challenging, but less onerous, position is an attractive option. It allows them to continue contributing to the organization while giving them more time to concentrate on personal pursuits.

If you found this article helpful and would like to receive more articles about engaging baby boomers, please sign up for our free newsletter by clicking the icon to the right of this article.