The article focuses on the problems faced by organizations due to the aging of their workforce. The organizations are looking to get as many experienced persons in their workforce as they can before the opening of retirement floodgates. Although great number of young people are coming to replace the old generation but the organizations are finding it difficult to pass the experience of older generation to the younger one. Organizations are finding it hard to lose such a great amount of talent and experience at a quick time. Some of the ageing workers are not willing to hang their boots and organizations are using them as the coaches and trainers for new generation of workers. But the problem is that the workers who have got their experience in long time of working are also unable to find their own good qualities. The expertise of veteran workers is so engrained in themselves that they are unable to recognize their specialty. The companies are now recording the interviews of these veterans to preserve a rich context. A workforce trainer wants to generate a high return-on-investment or return-on expectations but as the speed of retirement of experienced workers is reaching to critical levels the companies are now demanding for an entirely new performance measurement return-on-experience.