With up to five generations now co-existing in the workplace, modern managers are facing unprecedented complexities when it comes to employee health and wellbeing. This societal shift, due in large measure to an ageing population, has given rise to a multigenerational workforce, and with it, a new era of diversity in the workplace.

Whilst it is a challenge to manage each of these generations’ needs and expectations, prioritising their health and wellbeing can help to fuel productivity and create a healthier ROI, according to Cigna Healthcare. The global health service company is on a mission to raise awareness on why investing in employee health and vitality can meet the diverse needs of today's multi-generational workforce, and ultimately lay the foundation for business growth.

In response to these evolving employee needs, the company has launched a new initiative, Your Health Plan, Your Growth Plan, which aims to raise awareness about the negative effects of putting profit first, whilst also providing support and inspiration for organisations to prioritise the health of their people.

Cigna Healthcare’s recent vitality study underlines this, particularly the shift in disparities of energy levels between senior management and junior employees. The prevalence of burnout, particularly among Gen Z and millennials, is also high; a third of Gen Z (34%) and millennials (31%) are feeling tired or drained as a result of burnout, compared to just a quarter of Gen X (26%) and less than one in five in the 60+ (18%) age range.

This research shows a stark generational divide, emphasising the need for more effective support strategies to start reducing burnout and stress in the workplace. Employers can play a vital role in fostering a happier and healthier workplace by providing a healthcare plan that supports and empowers employees to improve their vitality and wellbeing, no matter which generation they belong to.

Understanding the challenges to support a multigenerational workforce

Supporting the needs of today’s multigenerational workforces, while cultivating a culture around employee vitality and inclusivity, is crucial to the success of an organisation. And an understanding of the combined challenges is a good place to start. The days of one-size-fits-all healthcare are long gone.

One common obstacle organisations face is the tendency to predetermine employees’ abilities and needs based on their age, appearance or background – hindering inclusivity and contributing to imposter syndrome. Organisations should be inclusive and collaborative, with regular communication to create an environment where employees feel able to talk openly about mental health.

Flexibility, empathy,
prevention and engagement
all help your organisation, and
your employees, to thrive

The support required by different generations is also changing. For the first time in history employees have more elderly dependants than younger. Traditional support structures must be re-evaluated by organisations to ensure they are fit for purpose, particularly for employees with caring responsibilities. Employers should also seek to update their parental support policies to ensure fairness and inclusivity for all parents.

Embracing the benefits

There are also many benefits to having a multi-generational workforce, and leaders should embrace the diversity that comes with it. Each generation brings a unique perspective, knowledge sharing, and skills transfer, to name a few, which should be harnessed.

This involves fostering collaboration and innovation through shared experiences and leveraging the power of people’s differences as strengths for better outcomes. Overcoming challenges such as stereotypes, and adapting support structures to accommodate changing demographics are crucial steps towards creating a supportive environment.

A healthcare plan which empowers all

With multi-generational workforces here to stay, the changing dynamics of employee wellbeing means employers must work harder than ever to motivate and retain people with benefits that support all aspects of wellbeing.

Flexibility, empathy, prevention and engagement all help your organisation, and your employees, to thrive. By implementing a plan where health equates to growth, a robust return on investment can be delivered, such as increased performance, loyalty and a variety of other factors that blossom when you take your employees’ health seriously.