Even in this still-sluggish job market, there seems to be a buzz around how to keep employees--particularly those of the elusive post-boomer generation.

Employee engagement and worker retention tips top the lists of workshops and management journal articles.

They speak to the imminent talent drain and worker shortage as a perfect storm of economic disaster gathers.

Each day, 10,000 baby boomers turn 60. Although they’re not all dreaming of packing up for Sun City, once seen as the epitome of retirement, most want to work less and attend to priorities more.

Marc Freedman, author of Encore: Work That Matters in the Second Half of Life, believes that boomers’ can turn the tide of the diminishing talent pool.

By engaging with their community, whether globally or locally, a win/win occurs. The marketplace benefits from retaining employees from a generation with experience the likes of which our country has never seen.

Boomers at the same time, reap the satisfaction that comes with making money, meaning and a social impact.

Boomers need to consider how they can reinvent themselves to reflect what they need and want from the 10+ years they are projected to remain in the marketplace.

Employers in the non-profit, public service and for profit sectors would be wise to  consider what they might offer older employees that aligns with their increasing desire for meaning and emphasis on life priorities.

Stemming a crisis calls for creative thinking and new perspectives—both of which can generate unexpected and effective solutions.

The key is being willing to see your situation from varying perspectives and determining how everyone’s needs might be addressed in the outcome.