Managing a multigenerational workforce

Group of business people at the officeThe following information may be of use to your commercial clients:

There’s a lot of discussion now about the Millennial generation in the workplace, as members of this group form a growing percentage of the employee base. Smart businesses learn how to bring out the best in their people across all generational lines.

While generational differences can pose business challenges, they may provide opportunity as well. Diversity of thought leads to a more innovative work environment and new approaches and ideas. Consider these suggestions for recruiting and retaining talent in a workplace that can now span up to five generations.


Be aware of changing labor trends.

Technology and global communications have created an emphasis on hyper-connectivity and a culture of always being “on.” This can drain morale and initiative and impact employee mental health as well.

Businesses should not only encourage downtime to prevent burnout and exhaustion, but also make sure working patterns reflect the changing work culture. Offering flexible working hours allows employees to set their own work routines and better juggle personal commitments. It also helps them feel less pressured to respond to work messages outside of work hours.


Provide benefits that allow different generations to prioritize what they value.

Voluntary benefits are one way to appeal to all generations in your workforce. Voluntary benefits such as disability or accident insurance, financial planning or career development services, allow employees to select and pay for the benefits that best fit their individual needs.

Health and wellbeing strategies, such as access to onsite health screenings, wellness experts and physical activity programs are ideal for a multigenerational workforce as they can be used to support employees at many stages of life.


Improve communication about employee benefits.

The success of your benefits program may depend on how well employees understand and take advantage of all its components. But, different generations have clear communication preferences, so it’s important to tailor efforts to your workforce.

Younger employees are more amenable to instant digital communication, while older demographics may prefer a benefits booklet and other written communication. Use technology only to supplement, not replace, face-to-face, ongoing communication.


Introduce EAPs and mental health support.

Stress and mental health issues know no age; they can affect anyone at any time in their lives. One way to support employees’ mental and emotional health is through an employee assistance program (EAP). Most EAPs offer services addressing a variety of areas such as marital, family, financial, and psychological problems.


MHN can help

As part of its Employee Assistance Program (EAP), MHN offers Work and Life Services to save members time, money and hassle. MHN’s specialists offer phone consultations and referrals for financial and legal matters and for issues related to daily living, childcare or eldercare. MHN’s member website includes a full library of educational articles, along with searchable directories for childcare and eldercare, legal tools and forms, financial calculators, and interactive e-learning programs.

To learn more, please visit, call 1-800-327-7526 or email



“4 Tips for a Stronger Employee Benefits Program in a Multigenerational Workplace”, Entrepreneur, July 24, 2017

This article is for informational and self-help purposes only. It should not be treated as a substitute for financial, medical, psychiatric, psychological, or behavioral health care advice, or as a substitute for consultation with a qualified professional.

Managed Health Network, LLC (MHN) is a subsidiary of Health Net, Inc. The MHN family of companies includes Managed Health Network, MHN Services and MHN Government Services. Health Net and Managed Health Network are registered service marks of Health Net, Inc. or its affiliates. All rights reserved.




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Gabriel Padilla