<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=1602061480087256&amp;ev=PageView&amp;noscript=1">

R&R Insurance Blog

Workplace Wellness: How to Manage a Generationally Diverse Workforce

Posted by Tricia Dretzka-Kaye

iStock_82857389_LARGE.jpgWhether embedding a “health-first” mentality into an employer brand proposition or developing a multi-channel communication system to better deliver health messages to all employees, it is becoming increasingly clear: health is declining, individual attitudes are shifting, and the role of the employer in helping health decision-making is becoming more and more important.

Across all generations there is an opportunity for employers to improve their approach to health care-related technology. Millennials, Gen Xers, and Boomers all cite that an information-based website, including cost and quality information, is the most important thing an employer can do to assist in getting employees to access to the best health care services and programs.

Many workplaces today are generationally more diverse than in the past. Therefore, it is often difficult to determine the best form of communication, what health issues are important, and understand how each generation values the world of work and wellness.


Millennials (Generation Y), 1981 - 2000

  • Leading positive health-thinking and behaviors
  • Think holistically about health, prioritize stress management and sleep
  • Want an innovative wellness program that caters to their needs and aligns with their preferences
  • Collaboration with peers via discussion boards, team based competitions, peer to peer challenges, and motivational coaching.
  • 73% of this generation says a company’s health and wellness programs makes one employer more attractive over another.

Generation X, 1965 - 1980

  • More interested in the program’s voluntary benefits than the health benefits; want incentives for participating
  • Like to be provided with online educational resources such as blogs or health libraries
  • Work/life balance is a continual complaint

Baby Boomers, 1946-1964

  • Larger emphasis on financial wellness than bodily wellness.
  • Look for onsite support and need opportunities to ask questions
  • Like to research and consume content
  • Stuck in their ways
  • Workaholics


Learn more about the differences between each generation by downloading my Generational Wellness in the Workplace white paper. Understanding each lifestyle better can help employers leverage employees’ differences as strengths and provide a variation of resources that provide value in different ways.

Questions? Don't hesitate to contact me. 


Topics: Workplace wellness, Improve Employee Wellness