Here are four different takes on the ongoing debate about baby boomer retirement, potential for turnover, and the associated perceptions and actions.

Preparing for an Aging Workforce: A Focus on New York Businesses from AARP found:

• 62 percent believe their business is likely to face a shortage of qualified workers within the next five years, but only 23 percent say they have taken steps to prepare for potential worker shortages due to baby boomer retirements.

Steps taken?

Buck Consulting’s report, The Real Talent Debate: Will Aging Boomers Deplete the Workforce?, found:

Only 42 percent of employers believe that the aging workforce issue is significant, while 29 percent believe the issue has little or no significance. Differences in opinion vary by industry and seem to be related to perceptions regarding the relative age of employees in each industry group. For example, respondents from high technology companies, with a younger workforce, generally assign less significance to the issue than do representatives of health care organizations, which typically employ a more mature workforce. This is reinforced when learning that the primary reason (53 percent) respondents indicated that this is not an issue is that their workforces will not be eligible for retirement within the next five to ten years.

Meanwhile, employees who were asked “How long do you plan to stay with your current employer?” in a What Workers Want survey, said:

And another contrary view is presented in The Talent-Shortage Myth, by Workforce Management editor John Hollon…

Does your organization have—or need—a baby boomer exit strategy?