From the younger baby boomers to Gen Z, today’s workforce often spans four generations. While there’s proven value in employing multiple generations, a multigenerational workforce also presents a unique set of challenges – specifically, these generations are often looking for different things from their employers, such as retirement options and communication styles. Here, we’ve asked industry leaders how they are designing and operating a company that holds multigenerational appeal.
A multigenerational workplace is at the core of my business. Our team spans the gamut. In an environment where the workplace has shifted due to the pandemic, I recognize the importance of offering a workplace that is flexible and fits the lifestyle of each generation.
The first piece I recognize of the multigenerational puzzle is flexibility of benefits and their value to employees. Although we have seen younger generations who don’t necessarily weigh the value of benefits like healthcare plans and IRA accounts as heavily as baby boomers would, it is important for me to offer options to my employees so they can work and plan for the future.
Another piece is access to technology and resources. Some agents on my team can work from smartphones and others prefer to use a desktop or laptop. It’s important that I offer resources and programs that can be adapted for both.
Beyond these, there is the increasing need for flexibility with remote work. There are some positions on my team, such as inside sales, that can’t be as flexible as others without diminishing returns, but several of my employees are able to work remotely, hybrid or in-office, depending on their role and preference.
Mark Hite, Real Estate Agent, The Mark Hite Team