5 Strategies for Managing a Multigenerational Workforce

Managing a multigenerational workforce isn’t just a challenge—it’s an opportunity to harness a wealth of diverse perspectives, skills, and experiences. But that takes intention. As the workforce evolves, companies must go beyond a one-size-fits-all approach to ensure every generation feels valued, engaged, and equipped for success. From offering flexible work options and customized benefits, to creating mentorship programs that encourage knowledge sharing, companies must create an environment where all employees feel valued and engaged in order to stay ahead of the increasingly competitive labor market.

With Gen Z expected to comprise 27% of the workforce by 2025, organizations need to think differently to attract and retain this growing talent pool. That means offering flexible, modern work experiences, meaningful benefits, and a genuine commitment to inclusion and sustainability.

1. Provide Benefits That Workers Actually Want

Traditional benefits like healthcare, retirement plans, and payroll reliability still matter—but today’s workforce expects more than the basics. Flexibility is non-negotiable. Genz Z values remote work models, flexible hours, and family leave policies.

• 74% of Gen Z prefers hybrid work, and they’re choosing companies that offer control over where and how they work. A balance of in-person connection and remote flexibility is key.
• Professional growth matters. Learning, upskilling, and career mobility aren’t just perks—they’re expectations. If employees don’t see a future with you, they’ll find it elsewhere.
• Family-friendly policies like paid parental leave and caregiver support resonate across all generations, reinforcing a culture that values people at every stage of life.

When companies tailor benefits to evolving expectations, they’re not just attracting talent—they’re building workplaces where people want to stay.

2. Prioritize Inclusion and Sustainability

Today’s employees don’t just want companies to care about diversity and sustainability—they expect it.  93% of Gen Z consider a company’s societal impact when deciding whether to accept a job and 59% of Gen Z workers research a company’s sustainability efforts before signing on. That’s a wake-up call. Employers that want to stay competitive must go beyond performative statements and embed DE&I and sustainability into their operations.

How  do we do this?

• Rethink hiring. Are your hiring practices inclusive? Are you removing bias from job descriptions, interview processes, and promotions?
• Make it measurable. Set clear DE&I goals and hold leadership accountable. Transparency matters.
• Take real action on sustainability. Green initiatives, carbon reduction goals, and sustainable business practices aren’t just good for the planet—they’re good for your employer brand.

Companies that do this well don’t just attract Gen Z—they build loyalty across all generations by creating a workplace where people feel their values align.

3. Foster Intergenerational Collaboration via Mentorship

Mentorship isn’t just about younger employees learning from seasoned professionals. The best mentorship programs work both ways. Younger workers are able to contribute new ideas and fresh perspectives, while experienced professionals offer critical industry knowledge, resilience, and leadership skills, creating mutual growth and strengthening the organization as a whole.

This collaborative approach not only enhances the transfer of valuable insights but also fosters innovation by blending fresh insights with seasoned expertise.

Leaders who proactively pair employees across generations help break down silos, foster continuous learning, and ensure institutional knowledge doesn’t walk out the door.

4. Build Inclusive Communities with Multigenerational ERGs

Employee Resource Groups (ERGs) play a key role in maintaining age inclusivity, since they provide spaces for workers of all ages to connect, challenge age-related stereotypes, and share critical knowledge. These groups help bridge generational divides and create a more inclusive workplace culture where everyone feels valued. As they encourage open dialogue and cross-generational collaboration, ERGs help organizations better understand and address the unique needs of each age group. This not only improves worker engagement but also enhances workforce retention by fostering a sense of belonging across all career stages. Gain more strategic insights on creating inclusivity among diverse contingent talent.

5. Shift the Focus to Age-Inclusive Workplaces

Rather than pushing outdated retirement models, companies should rethink how they engage workers at every stage of life.

• Flexibility shouldn’t just be for younger workers. Phased retirement options and flexible work arrangements help retain institutional knowledge while keeping older employees engaged.
• Eliminate age bias. Stop assuming older workers are resistant to change or that younger employees lack leadership potential. Everyone brings value.
• Collaboration over competition. An age-inclusive workplace recognizes that success isn’t about generational silos—it’s about collective progress.

Organizations that embrace age diversity build stronger teams, retain critical skills, and future-proof their workforce.

Get a data-driven insights about the unique priorities and needs of the contingent workforce when you download our report.

Disclaimer: The content in this blog post is for informational purposes only and cannot be construed as specific legal advice or as a substitute for legal advice. The blog post reflects the opinion of Magnit and is not to be construed as legal solutions and positions. Contact an attorney for specific advice and guidance for specific issues or questions.