👥 The Power of Five: Thriving with a Multigenerational Workforce

by Justine Risenhoover, PHR | April 2025

Today’s workforce is more age-diverse than ever before—with five generations working side by side in organizations of all sizes. From seasoned Traditionalists to energetic Gen Zs, each generation brings its own experiences, values, and expectations to the workplace.

But with diversity comes complexity. How can HR professionals and employers support a workforce that spans nearly a century in life experience?

Let’s break it down.

🔄 The Generational Breakdown

• Traditionalists / Silent Generation (1925–1945): Respectful, loyal, value job security

• Baby Boomers (1946–1964): Hardworking, experienced, transitioning to retirement

• Generation X (1965–1980): Independent, adaptable, skeptical of authority

• Millennials / Gen Y (1981–1994): Purpose-driven, tech-savvy, value flexibility

• Generation Z (1995–2012): Digital natives, diverse, value inclusivity and transparency

🧠 Why It Matters

According to SHRM and the Bureau of Labor Statistics, older workers (ages 55+) are expected to fill half of all new jobs in the next decade. Meanwhile, Gen Z is flooding the workforce with fresh energy and high expectations for meaningful work and flexibility.

What does this mean for employers? It means it’s time to ditch the one-size-fits-all approach and start thinking like multi-generational leaders.

💡 Smart Strategies for Multi-Gen Engagement

✅ Offer Flexible Work Options

Older workers often seek part-time, phased retirement, or remote roles. Younger employees crave work-life balance. Win-win.

✅ Invest in Career Development

Mentoring programs can help transfer valuable Boomer knowledge to Gen Z and Millennials—while giving older employees purpose and legacy.

✅ Tailor Benefits Across Life Stages

Think retirement planning for Boomers, student loan support for Millennials, and mental health benefits for all generations.

✅ Cultivate a Culture of Respect & Inclusion

Avoid ageism in job design, training access, or career advancement. Everyone should feel seen, valued, and included.

✅ Get Ahead of the Silver Tsunami

10,000 Boomers turn 65 every day. Start succession planning yesterday—or risk losing key institutional knowledge overnight.

💬 Final Thoughts

An age-diverse team isn't a challenge—it's a competitive advantage. By aligning your benefits, policies, and culture to support every generation, you're not just checking a DEI box—you’re building a stronger, smarter, and more resilient workforce.

Let’s stop talking about age gaps like they’re problems, and start treating them like superpowers.