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multi-generational employees

Is your company bridging the multi-generational gap as it relates to employee benefits? In the past decade, benefits have gotten more complex, and so have the needs of your organization's unique demographic. Catering to a multi-generational workforce can be daunting, especially when Baby Boomers, Generation X, and Generation Z differ in many ways - everything from their interests and skill sets, to their world-views and work habits. EverythingBenefits recently published a three-part series in Forbes on this topic, specifically how to tailor your benefits for a multi-generational workforce. Here's a brief summary of each and how you can successfully implement your own program.

A baby boomer in the workplace

In the first article, The Unique Challenges Facing Baby Boomers In The Workforce (And How Employers Can Help), Rachel Lyubovitzky, EverythingBenefits' CEO addresses the unique challenges that baby boomers are facing today. As this group of 74 million nears retirement, some issues they may face include competing with younger workers for jobs and having fewer opportunities for higher-paying management jobs; Trends outside of their control taking a toll on their 401(k); and lastly using savings on medical costs, which may push them to work past their expected retirement date.

How can Employers Help Baby Boomers?

  • Offer retraining and other learning opportunities.
  • Offer elder-care packages (for Boomers' parents) that incorporate professional home visits, assisted living and healthcare delivery.
  • Create more awareness and empathy in the workplace.

Listen to What they Value Most:

  • Health benefits with elder-care packages.
  • Reducing medical costs.
  • Opportunities to continue to grow in the company.

workplace - group talking to about benefits

In the next article in our series, “Generation X Marks The Spot: Benefits Strategies To Improve Retention”, we begin to explore issues around the forgotten "middle child" of generations - the Generation X. The demographic includes Americans that are born in the early 1960s to the late 1970s. As we’ve learned, every age groups has its own unique challenges. For the most part, Gen Xers' biggest anxieties revolve around planning for retirement, keeping up with their health, and taking care of not only their children but their aging parents. So, if employers are looking to acknowledge the needs of their Gen X staff, they must customize their benefits programs and focus on these main concerns. 

How can Employers Support Generation X?

  • Drive awareness about preventative care (Ex: annual physicals, skin screening, etc.)
  • Encourage employees to keep up with their physical health by helping them select benefits that best suit their needs.

Listen to what they value most:

  • Heath benefits with preventative care.
  • Telemedicine and tech-enabled administrative processes.
  • Convenient access through services like after-hours clinics or online booking.

generation z discussing benefits

In the last piece in our series, titled “Alpha Workers: How To Meet The Needs Of Gen Z Employees” we examine trends that are prominent for those born between 1995-2012 - the first generation to grow up entirely within the digital era. For Generation Z,  a few of their biggest concerns are focused on mental health, choosing the right insurance, dealing with student debt, and making a positive impact on their community. To effectively meet the needs of these employees, companies need to consider these factors within their benefits package and make the appropriate decisions to support them.

How can employers Help Gen Z Employees?

  • Educate Gen Z on their options for insurance.
  • Implement systems that give employees as much visibility as possible into their benefits choices.
  • Offering courses on personal finance.
  • Offering dedicated mental health programs such as therapy and video counseling.

Listen to What They Value Most:

  • Prioritize mental health benefits.
  • Help them choose the right Insurance.
  • Incorporating policies with unlimited or flexible vacations.
  • Paid volunteer time.

These are just some of our thoughts on how to approach creating benefits for a multi-generational workforce. Don't forget to ask your employees what they value as well, as not everyone fits the same generational formula. By listening to your teams needs, and addressing some of their unique challenges, you will help boost employee morale, performance, and retention - a win win for all!

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