When industries face challenges with attrition and knowledge retention, it can push them to rehire retired employees as contractors at a higher salary. While this can help address immediate knowledge gaps, it is not be a sustainable long-term solution. Unfortunately, this practice can create intergenerational tensions in the workforce, as younger employees may feel undervalued, and eventually be left with no way to fill the knowledge void, especially if the contractor is not a good mentor. Industries need better approaches, such as investing in skill development program and knowledge management system to support a more balanced and sustainable workforce. Before anyone retires we need to make sure they are a decent mentor to the runner up, which benefits everyone involved, including the company.