To boost employee engagement in today’s multigenerational workforce, a one-size-fits-all approach is ineffective. Employers who recognize this create engagement strategies that address the diverse needs of employees across the organization.

It’s essential not to overgeneralize within each generation and to understand the specific needs of employees within YOUR organization. This can be done through surveys, town halls, one-on-one conversations, stay interviews, focus groups, and other listening methods. With this said, employees value many of the same things, however they may prioritize differently according to personal needs based on the stage of life that they are in, their values and worldviews among other factors.

Here’s a simplistic breakdown of what motivates each generation:

  • Traditionalist (born 1925 – 1945) are motivated by respect, recognition and providing long-term value to the company. They value flexible schedules, promotions and milestone recognitions.

  • Baby Boomers (born 1946 – 1964) are motivated by company loyalty, teamwork and duty. This group prefers monetary rewards but also non-monetary rewards such as flexible retirement planning and peer recognition.

  • Generation X (born 1965 – 1980) are motivated by diversity, work-life balance, and their personal and/or professional interests. This group prefers recognition from the boss, gift cards, experiential rewards and flexible schedules.

  • Millennials (born 1981 – 2000) are motivated by responsibility, the quality of their manager and unique work experiences. This group prefers recognition from the boss, time off and flexible work schedules.

  • Generation Z (born 2001 – 2020) are motivated by diversity, mentorship and constant feedback, meaningful work and being given more responsibility and individuality and creativity. They prefer regular in-person public praise, recognition from the boss, and experiential rewards and badges such as those earned in gaming.

Overall, employers who appreciate and value their employees and offer growth and develop opportunities, remote work and flexible work arrangements, and a greater sense of purpose will achieve a highly engaged workforce.


Want to take a deeper dive and explore ways to boost employee engagement within YOUR organization? Contact us!