At Westray Recruitment Group, we know that every generation brings distinct expectations to the workplace. Baby Boomers hold decades of experience and are often the backbone of organisational knowledge. Yet many employers struggle to understand why some choose to move on while others stay committed until retirement. Our recent research into generational workplace behaviours revealed clear patterns in what Baby Boomers value and what influences their decision to leave a role.
This insight is vital for employers competing for skilled talent. With many industries facing widening skills gaps and rising retirements, ensuring Baby Boomers feel supported is not only respectful it is commercially strategic. Below we explore the key factors that drive this generation to exit a role and how businesses can retain them by creating workplaces that align with their priorities.
One of the most consistent themes in our research is that Baby Boomers value stability above almost anything else. Many individuals between the ages of 60-69yr old described their current job as the final role of their career. As a result, they are not influenced by progression or dramatic change. Instead, they seek predictability, routine and reassurance that their employer provides long term security.
1 in 3 Baby Boomers are not influenced to move jobs at all, primarily because they feel settled and secure where they are. This highlights an important truth. Baby Boomers do not job hop unless they feel they must. When they do leave, it is often because that sense of stability has been compromised.
Clear communication is the number one support Baby Boomers say helps them perform at their best. When communication breaks down, uncertainty and frustration can follow. This generation appreciates knowing what is expected of them and values straightforward guidance from leadership. Confusing processes or unclear direction can erode trust and push them to consider alternative roles where expectations are more transparent.
Businesses that want to retain Baby Boomers need consistent communication channels, structured leadership updates and clear policies. When information is delivered openly and regularly, Baby Boomers are far more likely to remain loyal.
Baby Boomers have varied preferences when it comes to working patterns. According to our findings, the results show an evenly split in terms of preference across 8 hour shifts, 12 hour shifts and part time work. This diversity in preference shows how important it is for employers to offer flexible options. If a business imposes shift changes that disrupt long standing routines or no longer support the employee’s lifestyle, this can prompt them to consider leaving.
As many Baby Boomers begin thinking about retirement, the appeal of better work life balance grows stronger. This generation is increasingly attracted to improved balance and schedule control. Employers who ignore this trend risk losing valuable experience to organisations that offer more predictable or adaptable work patterns.
For further guidance, our article How to Attract Baby Boomer Employees is a helpful resource.
Although Baby Boomers often prioritise culture and stability, financial security remains a large part of their decision making. Throughout the report, salary is repeatedly highlighted as a motivating factor influencing both retention and departure. If competitors offer notably higher wages or if economic pressures rise, Baby Boomers may feel compelled to seek out roles that offer stronger financial reassurance.
This does not necessarily mean employers must always pay the highest salary. What matters is transparency, fairness and recognition of an employee’s value. The MultiGen report shows that Baby Boomers appreciate clear communication about pay and benefits as well as a workplace culture that respects their experience.
Baby Boomers place high value on expertise and training. Many expressed frustration that industries are not developing the next generation effectively. After speaking to many of workers within this generation, a mechanical fitter summarised the issue clearly by saying "skilled roles are not being filled by skilled people and apprentices are not receiving proper training".
When Boomers see their workplace struggling to recruit talent or failing to invest in skills development, they worry about long term sustainability. This can become a reason to leave, especially if they feel their workload is increasing due to understaffing.
Companies that demonstrate commitment to training and structured development make Baby Boomers feel more confident in the organisation’s future. This encourages them to stay longer and pass on valuable knowledge to younger colleagues.
Baby Boomers want to feel valued. Decades of experience shape their identity at work and they take pride in being able to contribute meaningfully. When their efforts go unnoticed or when decisions undermine their expertise, morale drops. Recognition does not need to be elaborate. Genuine appreciation delivered with respect is often enough to reinforce loyalty.
The data shows they prefer autonomy and a respectful culture over frequent feedback sessions. Employers who trust them to deliver while acknowledging their skillset are more likely to retain them.
For additional insights into how to get the most from this generation, click the link.
Baby Boomers are not leaving because they want to. They leave when workplaces fail to meet their needs for stability, communication, respect and structured routines. Yet businesses that understand these drivers can successfully retain this valuable generation.
At Westray Recruitment Group, our research shows that Baby Boomers are loyal and committed when employers create environments that support them. They bring reliability, deep technical expertise and strong work ethic traits that are increasingly hard to replace in today’s competitive labour market.
When you work with us, you gain more than a recruitment partner. You gain access to real workforce insights drawn from genuine conversations not assumptions. Our detailed understanding of generational behaviour helps businesses attract and retain the talent they need to grow.
If you want to attract skilled Baby Boomers or build a multigenerational workforce that thrives, we are here to help.
A representative from Westray will be in touch with you shortly.