3 ways to attract a multigenerational workforce

The talent pool is more diverse than ever. Five generations of people fill today’s offices, payrolls and workstations. With a wide range of ages and preferences, the one-size-fits-all business model of the past is no longer viable.

Organizations need adaptable policies and robust development opportunities to nurture all employees. The right talent acquisition strategy ensures everyone’s ambitions are met – and overall success soars.

Create a talent strategy that supports a multigenerational workforce with these three steps from Cielo experts:

1. Highlight generational needs

Consider what each generation needs to flourish, then adjust your approach based on those requirements. Offering hybrid or remote work along with flexible hours and part-time roles accommodates different life stages, from Gen Z to baby boomers. Provide tailored benefits, such as child and eldercare support for caregiving generations, and phased retirement plans for those transitioning out of full-time work.

Promote an inclusive culture by understanding what each generation values – work-life balance for millennials, stability for Gen X, and tech-forward roles for Gen Z – and align company policies with these priorities. Leverage this range of talent and values by creating mentorship opportunities that offer cross-generational knowledge sharing. Understanding generational preferences will also help you design recruitment strategies that appeal to each group’s unique ambitions, ensuring a diverse and engaged workforce.

– Yvonne Baumgartner Muckly, Senior Vice President – Strategic Accounts

2. Put flexibility first 

Organizations can better meet the needs of different generations by being flexible and addressing their unique preferences. This can be done by using multiple methods of communication and ensuring employees are utilizing technology while providing support and ongoing training. Honoring flexible working preferences and providing cultural adaptability creates an environment in which all employees can thrive.

Make sure to provide opportunities for skills development and advancement opportunities, as well as a recognition system that allows everyone – regardless of age – to feel valued.

– Josh Needle, Senior Vice President – Business Development

3. Prioritize fulfillment for all 

While different generations have different characteristics, abilities and life experiences, they’re all unified by wanting their work to be fulfilling and meaningful. Fulfillment comes in different forms – such as reminding how much value their work brings to the company and clients, mentoring opportunities, cross-functional group assignments, or activities outside of work like fundraising or yoga.

Understanding employee growth and life goals, including preferences, circumstances and priorities, is a good starting point for aligning workers with varying initiatives and opportunities. Providing a thoughtful approach to policies such as family care leave – not just childcare – and hiring career returners will further build an inclusive culture.

– Kumar Bhaya, Vice President – Business Development, APAC

Multigenerational workforces are here to stay. Understanding the needs and preferences of all employees – from baby boomers to Gen Z and the emerging Gen Alpha – is critical for crafting a strategy that allows everyone to thrive.

Flexible work options, training support and tailored communication styles are essential to creating an inclusive culture. With a thoughtful and strategic approach, your entire team will feel valued.