{"id":4343,"date":"2024-05-08T16:45:00","date_gmt":"2024-05-08T20:45:00","guid":{"rendered":"https:\/\/primepay.com\/blog\/benefits-multigenerational-workforce\/"},"modified":"2025-12-02T12:12:37","modified_gmt":"2025-12-02T17:12:37","slug":"benefits-multigenerational-workforce","status":"publish","type":"post","link":"https:\/\/primepay.com\/blog\/benefits-multigenerational-workforce\/","title":{"rendered":"Meeting Everyone\u2019s Needs: How to Determine Benefits for Your Multigenerational Workforce"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">There\u2019s a growing divide in the American workplace. We know what you\u2019re thinking, and no, it\u2019s not remote versus in-person work (although that\u2019s still a hot topic, too).\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Instead, it\u2019s the distinct lines between generations. On the surface, generational diversity in the workplace is great \u2013 people of different ages (and, therefore, experiences) bring various perspectives, values, and opportunities to the table.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Of course, those differences between the five (yes, five) generations also bring numerous challenges, especially when it comes to HR building a multigenerational employee experience and DEIB strategy that meets all needs.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One of those needs to consider is the company\u2019s benefits package and how it helps support your multigenerational workforce. <\/span><\/p>\n<h2 id=\"jump-link-one\"><span style=\"font-weight: 400;\">The Importance of Multigenerational Benefits<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Generational diversity in the workplace isn\u2019t just about management or communication styles. It\u2019s also about meeting employees&#8217; needs, including the different types of benefits that support their health and wellness outside of the 9 to 5.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Specifically, <\/span><span style=\"font-weight: 400;\">Kimberly Abel-Lanier<\/span><span style=\"font-weight: 400;\">, author of <\/span><i><span style=\"font-weight: 400;\">8 Ways to Motivate the Five-Generation Workforce<\/span><\/i><span style=\"font-weight: 400;\">, states that \u201cthe multigenerational workforce requires flexible leadership, policies and programs. Today\u2019s leaders must familiarize themselves with the perspectives, needs, and influences of each generation.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Building out multigenerational benefits packages does more than acknowledge an employee age gap. When HR leaders hone in on definitive needs and use that data to create programs and policies, they help:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Build an inclusive culture<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Foster trust in the workplace<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Boost morale<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Increase retention rates<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Attract and retain top talent<\/span><\/li>\n<\/ul>\n<h2><span style=\"font-weight: 400;\">4 Steps to Choosing the Right Benefits<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">As with any <\/span><span style=\"font-weight: 400;\">benefits program<\/span><span style=\"font-weight: 400;\">, you must understand employee preferences and build your offerings accordingly. The extra \u2013 and intentional \u2013 work comes with slicing and dicing your data to ensure that all generations\u2019 needs are met in your benefits packages.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Below are four steps to ensure you select the right benefits for your organization.<\/span><\/p>\n<h3 id=\"jump-link-two\"><span style=\"font-weight: 400;\">1. Understand the Top Benefit Needs of Each Generation<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">After studying the characteristics of the five working generations, Larry and Meagan Johnson, workplace training experts and authors of <\/span><a href=\"https:\/\/www.amazon.com\/Generations-Inc-Boomers-Linksters-Managing-Friction\/dp\/0814415733\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">Generations, Inc.: From Boomers to Linksters\u2013Managing the Friction Between Generations at Work<\/span><\/i><\/a><span style=\"font-weight: 400;\">, identified the societal influences that impacted each generation, emphasizing how characteristics and societal influences impact each age group differently.\u00a0<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">The Silent Generation (Traditionalists) \u2014Born 1925-1945<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Influenced by the Great Depression, Traditionalists are motivated by money but also want to be respected. This group typically prefers milestone recognitions, values flexible schedules and promotions, and considers long-term care insurance and catch-up <\/span><a href=\"\/blog\/retirement-plans-pay-off-for-businesses\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">retirement funding<\/span><\/a><span style=\"font-weight: 400;\"> as essential benefits.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Baby Boomers \u2014 Born 1946-1964<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Also referred to as the \u201cWoodstock Generation\u201d and influenced by the Vietnam War, Boomers tend to question authority, be well-educated, possess excellent teamwork skills, and thrive on adrenaline-charged assignments. Perks like prestigious job titles and recognition, such as the size of one\u2019s office space and parking spaces, are also crucial to Boomers.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Around<\/span><a href=\"https:\/\/www.census.gov\/library\/stories\/2019\/12\/by-2030-all-baby-boomers-will-be-age-65-or-older.html\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\"> 10,000 Boomers<\/span><\/a><span style=\"font-weight: 400;\"> turn 65 daily, making benefits such as 401(k) matching funds, sabbaticals, and catch-up retirement funding of significant importance to this group. The increasing presence of older workers underscores the value they bring and the <\/span><span style=\"font-weight: 400;\">necessity for policies<\/span><span style=\"font-weight: 400;\"> supporting their continued employment. As the Baby Boomers transition into retirement, it&#8217;s essential to recognize the contributions of older generations and ensure that their legacy of skills and knowledge is passed on effectively.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Generation X \u2014 Born 1965-1976<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Dubbed the \u201cMe Generation\u201d or \u201cThe Latchkey Generation\u201d because many are the children of full-time working or divorced parents, Gen Xers are independent, family-focused, hardworking, and socially responsible. They value benefits such as <\/span><a href=\"\/blog\/transit-benefits-to-make-employees-commute-better\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">flexible telecommuting schedules<\/span><\/a><span style=\"font-weight: 400;\"> and believe promotions should be based on competence, not rank, age, or seniority.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Generation Y (Millennials) \u2014 Born 1977-1997<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">Generation Y, commonly referred to as Millennials, and the younger generations that follow, are heavily influenced by technology, making them a tech-savvy demographic that prefers using digital devices, the Internet, and social media for communication. This influence shapes their approach to work, emphasizing the need for flexible workplaces, time off, and continuous learning opportunities. Culture is critical to them, as is working with organizations that<\/span><a href=\"https:\/\/www.business.com\/articles\/managing-millennials-and-gen-z-employees\/\" target=\"_blank\" rel=\"noopener\"> <span style=\"font-weight: 400;\">align with their values and beliefs<\/span><\/a><span style=\"font-weight: 400;\">. Younger workers bring unique perspectives and innovative ideas, underscoring the importance of integrating their skills and fresh insights into the workforce to foster a dynamic and collaborative environment.<\/span><\/p>\n<h4><span style=\"font-weight: 400;\">Generation Z (Centennials) \u2014 Born after 1997<\/span><\/h4>\n<p><span style=\"font-weight: 400;\">The <a href=\"\/hr-glossary\/what-is-generation-z-or-gen-z\/\" target=\"_blank\" rel=\"noopener\">Facebook generation<\/a>, or \u201cLinksters\u201d as coined by the Johnsons, is influenced by a media-saturated world. Linksters tend to be motivated by meaningful work. According to Abel-Lanier, \u201cThey want exciting projects they can be passionate about.\u201d This group is more motivated by social rewards, mentorship, and constant feedback than money. Members of this generation also expect <\/span><span style=\"font-weight: 400;\">workplace flexibility and diversity<\/span><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3 id=\"jump-link-three\"><span style=\"font-weight: 400;\">2. Collect Employee Feedback<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Armed with a general idea of what benefits your multigenerational workforce may prefer, the next step is to collect specific employee feedback. Consider using:<\/span><\/p>\n<ul>\n<li><b>Open-ended questions.<\/b><span style=\"font-weight: 400;\"> Ask about the type of benefits they want, where they see room for improvement in the current options, and if there is any confusion or issues with accessing benefits.\u00a0<\/span><\/li>\n<li aria-level=\"1\"><b>Focus groups. <\/b><span style=\"font-weight: 400;\">Include employees of varying generations within these groups to ensure your offerings acknowledge how peoples&#8217; needs change with different life stages.<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Ranking questions.<\/b><span style=\"font-weight: 400;\"> Require employees to prioritize which benefits are most important. If you just ask employees to check off which benefits they\u2019re interested in, it gives the benefits equal weight, which may not be the case.\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Interestingly enough, you may find that, while each generation tends to prioritize different items, they also share common concerns,. One such concern is support needs; specifically, <\/span><a href=\"https:\/\/worldatwork.org\/resources\/publications\/workspan-daily\/multigenerational-workforce-sharpens-employer-focus-on-care-benefits\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">23%<\/span><\/a><span style=\"font-weight: 400;\"> of the U.S. population is or will be caring for both the young and the elderly. The distinction is the needs behind those concerns.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As a<\/span><a href=\"https:\/\/www2.deloitte.com\/us\/en\/insights\/focus\/human-capital-trends\/2020\/leading-a-multi-generational-workforce.html\" target=\"_blank\" rel=\"noopener\"> <span style=\"font-weight: 400;\">leading generational expert states<\/span><\/a><span style=\"font-weight: 400;\">, \u201cThe longer I study generations in the workplace, the more similarities I find in what people want out of work. Those fundamentals\u2014meaning, purpose, good leaders, professional growth\u2014don\u2019t change. What changes is how each generation expresses these needs and what expectations we have about our employers\u2019 fulfillment of them.\u201d<\/span><\/p>\n<h3 id=\"jump-link-four\"><span style=\"font-weight: 400;\">3. Build a Benefits Menu<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Because you\u2019re most likely juggling different benefit interests and requests from your multigenerational workforce, it\u2019s best practice to offer a wide range of benefits \u2013 beyond basic healthcare and retirement.\u00a0<\/span><\/p>\n<p><a href=\"https:\/\/www.charthop.com\/resources\/blog\/dei\/how-to-create-an-inclusive-multi-generational-employee-experience\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Jenna Bunnell<\/span><\/a><span style=\"font-weight: 400;\"> of Dialpad urges companies to offer various work benefits that employees can choose from. She explains, \u201cThese can cover health and wellbeing, career development, financial incentives, social offerings, volunteering opportunities, and more. Offering a pick-and-mix style package affords your team flexibility and will make them feel valued and supported, no matter their generation.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Offering various benefits is also a way to flex those creative muscles. For example:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><a href=\"https:\/\/www.thanksben.com\/blog\/10-coolest-employee-benefits-ideas\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Impala<\/span><\/a><span style=\"font-weight: 400;\"> offers their employees a package that includes five categories of benefits (such as gym memberships, insurance, and learning and development), as well as a monthly allowance.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Over at <\/span><a href=\"https:\/\/www.business.com\/articles\/creative-perks-for-improved-morale-and-retention\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Spotify,<\/span><\/a><span style=\"font-weight: 400;\"> new parents get six months of paid leave, which can be used over the first three years of the child\u2019s life.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Gymshark<\/span><span style=\"font-weight: 400;\"> has a \u201cPerk of the Week\u201d and also offers employees financial education, including workshops and 1:1s.\u00a0<\/span><\/li>\n<\/ul>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-4164\" src=\"https:\/\/primepay.com\/wp-content\/uploads\/PrimePay-Employee-Benefits-Summary-with-FSA.jpg\" alt=\"PrimePay Employee Benefits Summary with FSA\" width=\"1920\" height=\"1058\" title=\"\" srcset=\"https:\/\/primepay.com\/wp-content\/uploads\/PrimePay-Employee-Benefits-Summary-with-FSA.jpg 1920w, https:\/\/primepay.com\/wp-content\/uploads\/PrimePay-Employee-Benefits-Summary-with-FSA-768x423.jpg 768w, https:\/\/primepay.com\/wp-content\/uploads\/PrimePay-Employee-Benefits-Summary-with-FSA-1536x846.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\" \/><\/p>\n<p style=\"text-align: center;\"><a href=\"\/software\/hr\/benefits-administration\/\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">Benefits administration<\/span><\/i><\/a><i><span style=\"font-weight: 400;\"> doesn\u2019t have to be frustrating and complex. With the right software, employees can self-select the benefits they want and build their own plan.<\/span><\/i><\/p>\n<h3 id=\"jump-link-five\"><span style=\"font-weight: 400;\">4. Evaluate and Adapt<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Organizations can evaluate and adapt their benefit offerings to improve in the following year through a comprehensive and strategic approach. Although your benefit program should align with the organization\u2019s long-term goals and budget, remember \u2013 benefits should be people-first decisions.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When it\u2019s time to evaluate your program, make sure you:<\/span><\/p>\n<ul>\n<li><b>Analyze utilization data. <\/b><span style=\"font-weight: 400;\">Review the utilization rates of the current benefits offered. As a reminder, low utilization of certain benefits might indicate that they are not valued or not well communicated. High utilization, on the other hand, shows what employees value the most.\u00a0<\/span><\/li>\n<li><b>Send reminders throughout the year. <\/b><span style=\"font-weight: 400;\">You may notice certain benefit usage drop-offs throughout the year. Send helpful messages reminding employees of the services and benefits at their disposal and note any shift in utilization for accurate data collection.<\/span><\/li>\n<li><b>Benchmark against industry standards.<\/b><span style=\"font-weight: 400;\"> Compare your benefits package with those of similar organizations in your industry. This will help you identify where you may be lagging and areas where you could differentiate your offerings to attract and retain talent.\u00a0<\/span><\/li>\n<\/ul>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-4295\" src=\"https:\/\/primepay.com\/wp-content\/uploads\/reports_gif.gif\" alt=\"primepay hr reporting feature\" width=\"1920\" height=\"1080\" title=\"\"><\/p>\n<p style=\"text-align: center;\"><i><span style=\"font-weight: 400;\">With the right <\/span><\/i><a href=\"\/software\/hr\/hr-reporting\/\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">HR reporting<\/span><\/i><\/a><i><span style=\"font-weight: 400;\"> tools, you can make informed, data-driven decisions about your employee lifecycle and the benefits you offer.\u00a0<\/span><\/i><\/p>\n<h2><span style=\"font-weight: 400;\">Create an Inclusive Experience for Your Multigenerational Workforce<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Because the needs of your multigenerational workplace can evolve, staying responsive to your data and any changes is crucial. By following the above steps, you can not only improve your company\u2019s benefits offerings in the coming year but also ensure that these offerings continue to align with employees&#8217; needs and expectations. The result? Building a workplace culture that\u2019s inclusive, responsive, and <\/span><span style=\"font-weight: 400;\">a model for others.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>There\u2019s a growing divide in the American workplace. We know what you\u2019re thinking, and no, it\u2019s not remote versus in-person work (although that\u2019s still a hot topic, too).\u00a0 Instead, it\u2019s the distinct lines between generations. On the surface, generational diversity in the workplace is great \u2013 people of different ages (and, therefore, experiences) bring various [&hellip;]<\/p>\n","protected":false},"author":21,"featured_media":4345,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[13],"tags":[],"class_list":["post-4343","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-benefits-compliance"],"acf":[],"_links":{"self":[{"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/posts\/4343","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/users\/21"}],"replies":[{"embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/comments?post=4343"}],"version-history":[{"count":3,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/posts\/4343\/revisions"}],"predecessor-version":[{"id":11696,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/posts\/4343\/revisions\/11696"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/media\/4345"}],"wp:attachment":[{"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/media?parent=4343"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/categories?post=4343"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/tags?post=4343"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}