Courtesy Suite Advice LLC
By Rose Miller
The workplace is more multigenerational than ever. With many employees delaying retirement and Generation Z entering in full force, as many as five generations are now working side by side. This diversity brings incredible strengths, but it also creates challenges. Each generation carries distinct values and expectations, and business leaders must recognize that a one-size-fits-all approach to employee benefits no longer works.
As I advise companies, I often remind them that wages and benefits are more than a cost of doing business—they are a core recruiting and retention strategy. To remain competitive, organizations must evaluate their benefits through the lens of their workforce’s evolving needs. And today’s employees are asking for much more than health insurance and a 401(k).
Here are some of the benefits I see gaining the most traction in the marketplace:
• Flexible work arrangements: Employees value flexibility, whether it’s hybrid schedules or the ability to set their own hours. While not possible in every industry, flexible models allow organizations to balance employer needs with employees’ desire for work-life balance.
• Health and wellness programs: Mental health support is no longer a “nice-to-have.” Employees are experiencing higher levels of stress and burnout, and benefits such as counseling, mental health days or therapy access can be game changers.
• Fitness perks: Gym memberships or fitness discounts not only encourage healthy lifestyles but also reduce long-term health costs for employers.
• Comprehensive health insurance: Benefits that cover dental, vision and even alternative care are especially appealing. Enhancements such as cancer prevention programs or IVF coverage show employees that employers are paying attention to real-life needs.
• Professional development: Younger generations in particular are “screaming” for mentorship and training. Investing in courses, certifications and leadership development not only supports growth but also strengthens succession planning.
• Financial wellness programs: Student loan debt and retirement planning weigh heavily on employees. Providing financial guidance or assistance not only reduces stress but also fosters loyalty.
• Family support: Supplementing paid family leave, childcare assistance or on-site childcare can help address the very real family support crisis many working parents face today.
• Recognition and rewards: High-performing employees want to be acknowledged beyond base pay. Incentives, bonuses and even peer recognition programs are effective in driving performance.
• Equity and inclusion: Benefits that reflect workforce diversity—such as gender-affirming care—demonstrate commitment to inclusivity and can reduce conflict while building understanding.
• Pet-friendly perks: For many employees, pets are family. Coverage for veterinary costs or designated pet-at-work days is increasingly expected.
• Time off and sabbaticals: Trust-based vacation policies and extended sabbaticals recognize that productivity is measured by outcomes, not hours in a chair.
• Unique perks: Low-cost options such as streaming service discounts or paid volunteer days can also go a long way in building goodwill and engagement.
Managing a workforce across generations requires intentionality. Ignoring generational differences in benefit preferences is shortsighted. But when companies diversify and target their offerings, they not only enhance employee satisfaction but also strengthen their ability to attract and retain top talent in a competitive labor market. In short, benefits are no longer an administrative line item—they are a strategic tool. Employers who adapt will have the advantage.
Rose Miller is president of Suite Advice LLC. She can be reached at rosemiller@suiteadvicellc.com