10 Tips for Building a Thriving Multigenerational Workforce

August 18, 2025

The workforce is on the verge of a seismic shift. This evolution will create an unprecedented multigenerational workforce, as Gen Z grows to represent more than a third of the global workforce over the next decade, while the first members of Gen Alpha will begin their careers. At the same time, with one in three workers over 50 by 2035, the needs of experienced employees are also changing.

For benefits leaders, this five-generation dynamic creates an urgent mandate. A strategy built for the workforce of yesterday won't meet the demands of tomorrow. The key is to understand these generational distinctions to build a future-proof benefits plan that drives engagement, well-being, and retention for all. With the right support, this rich mix of experience and perspectives can become a powerful driver of innovation and growth.

Advantages of a multigenerational workforce

When you bring together people from different life stages, you build a more resilient and innovative workforce. A multigenerational workforce offers: 

• Diverse ideas and insight – Gen Z and Millennials may bring bold new perspectives shaped by rapid social and technological change, while Gen X and Boomers contribute seasoned judgment informed by decades of experience. Together, they help teams challenge assumptions and design more inclusive, well-rounded solutions.
• Creative tension that fuels innovation – When digital natives with a knack for rapid change team up with pros who bring strategic depth, the result is problem-solving that’s fast, smart, and grounded in substance.
• A living library of skills – Tenured employees often carry deep institutional and industry knowledge, while younger colleagues bring fluency in emerging tools, platforms, and cultural trends. This combination enables continuous learning and future-ready execution.
• Broader customer connection – A generationally diverse team can better relate to customers across age groups, tailoring products, services, and communications to meet a wide range of needs and preferences.
• Steady leadership in times of change – Veteran employees who’ve navigated previous market shifts or company transformations can offer much-needed perspective, mentorship, and emotional steadiness amid uncertainty.
• A balance of speed and stability – Certain team members bring digital agility and a desire to innovate; other  team members may contribute process discipline and longer-term thinking. When these groups work together, they can create a culture that’s both dynamic and dependable.

Multigenerational workforce challenges

The benefits are clear, but they don’t come automatically or immediately. Supporting an age-diverse team requires intentional leadership and flexible policies. Consider these potential friction points:

• Different communication styles - While one group may favor Slack or video messages, others may prefer email or face-to-face conversations. Without clarity, messages get lost.
• Work values - Generational differences in expectations around work-life balance, loyalty, and purpose can cause misunderstandings or frustration.
• Digital skill gaps - While some employees value fluency in the latest tools, others may prefer using different systems they are more familiar with, creating barriers to collaboration.
• Unspoken biases - Assumptions based on age can limit who gets heard or who gets tapped for key projects.
• Varied leadership expectations - One person may thrive with autonomy, while another needs hands-on guidance. A rigid management style won’t work for everyone. 
• Evolving benefits needs - A one-size-fits-all benefits package may fall short since employees at different life stages have different mental health, caregiving, and financial needs.

Generational profiles: what drives support and motivation

Each generation has unique life experiences and different support needs. While every individual is different, certain generational patterns can offer insight into what people may value or need at work. 

Baby Boomers (born 1946-1964)

Known for loyalty and a strong work ethic, Boomers can be members of multigenerational workforces who value respect, purpose, and recognition. Many are balancing work with caregiving for aging loved ones or managing chronic health concerns.

What helps: Discreet, high-quality mental health support; guidance for retirement transitions; flexible schedules to manage caregiving duties.

Generation X (born 1965-1980)

Often the bridge in a multigenerational workforce, Gen Xers value work-life balance, autonomy, and competence. Many may be navigating midlife pressures like aging parents, children at home, and financial stress.

What helps: Flexible care options; digital access to therapy or coaching; tools for managing stress and burnout.

Millennials (born 1981-1996)

Collaborative and purpose-driven, Millennials prioritize flexibility, growth, recognition, and values alignment. They can expect mental health care as a core benefit. 

What helps: Therapy access, mental fitness tools, coaching, and leadership development that promotes both personal and professional growth.

Generation Z (born 1997-2012)

The newest entrants to the multigenerational workforce, Gen Z often values authenticity, inclusivity, and continuous feedback. They expect transparent leadership, strong DEI commitments, and real support for well-being and burnout prevention. 

What helps: Mobile-friendly, on-demand mental health resources; inclusive policies; support for stress, anxiety, and burnout prevention.

10 tips for managing a multigenerational workforce

So, how do you effectively manage a multigenerational workplace with varying values, preferences, and needs? 

#1 Lead the individual, not the age bracket

Actively challenge your own biases—for example, assumptions like “young people are entitled” or “older workers resist change”—and get to know your team members for their unique skills, goals, and needs.

#2 Focus on results

Clearly define expectations and success metrics, then grant your team the autonomy to meet those goals. For instance, instead of mandating a strict 9-to-5 office schedule, focus on whether deadlines are met with high-quality work, regardless of where or when it was done.

#3 Create space for all voices

Don’t assume silence is agreement in a multigenerational workforce. Encourage dialogue by asking questions like, “What ideas haven’t we considered yet?” and give equal weight to all types of knowledge and insight. For example, in a project meeting, ask both, "What does our past experience on similar projects tell us?" and "What new tools could make this more efficient?" 

#4 Use multiple communication channels

Communicate in ways that reach everyone and make information easy to absorb. For instance, follow up a company-wide email about a policy change with a discussion in team meetings and a summary on your internal chat platform.

#5 Offer recognition in ways that resonate

A multigenerational workforce requires that you move beyond a one-size-fits-all approach. Offer a range of rewards: public praise, stretch projects, bonuses, or learning opportunities.

#6 Encourage two-way mentoring

Formalize knowledge-sharing through reverse mentorships, pairing entry-level employees and season pros to exchange industry knowledge and best practices. 

#7 Be mindful of team dynamics

Avoid age-related jokes or assumptions. Offer inclusive team events suited to diverse schedules and lifestyles. For instance, instead of only planning evening social events, also organize team lunches or morning coffee chats that appeal to different lifestyles in a multigenerational workforce.

#8 Prioritize fair evaluation

In hiring and performance reviews, use the same objective criteria for everyone. For example, use a structured interview process with the same core questions for all candidates applying for the same role to reduce unconscious bias.

#9 Build psychological safety

Train managers to foster trust and openness so employees feel safe sharing concerns or new ideas. For example, when a team member raises an issue with a project timeline, rather than getting defensive, a manager can respond with,“Thanks for bringing that up, let’s talk through it,” to encourage open dialogue.

Managers should  remind themselves that their perceived idea of the "right" and "wrong" way to approach completing a project may be generationally influenced, and should avoid labeling things as such (even to themselves), to be open to ideas in a way that encourages diverse and honest feedback.

#10 Tailor mental health support across life stages

Gen Z faces a crisis of loneliness and burnout. Millennials are grappling with imposter syndrome and financial stress. Gen X may be sandwiched between caregiving roles. And Boomers often manage chronic health conditions while planning retirement. 

Each generation in a multigenerational workforce carries a different weight. For some, it’s a crisis of loneliness, imposter syndrome, or burnout. For others, it’s the stress that comes from financial issues, caregiving, or managing chronic health conditions. These diverse issues make tailored mental health support a necessity."That’s why tailored mental health support is a necessity. Offer flexible options like therapy, coaching, and on-demand tools that meet employees where they are, whether that’s navigating major transitions, managing stress, or seeking purpose. 

Harness the power of a multigenerational workforce 

The strongest organizations are those that harness the unique contributions of every generation. When you replace stereotypes with strategy, your organization won't just survive the future of work—it will define it.