Page 19 - BusinessWest September 2, 2024

“While you can’t make sweeping assumptions about any generation, it is safe to say that there are different drivers and motivators for employees across different age groups.”
CINDY RYAN
workers has some leverage to stand up for their own needs and desires, Ryan said.
“As such, we can start to draw different conclusions as to what different generations want from their employers,” she added. “Younger generations, for example, often feel more drawn to work for a company that is committed to bettering their communities.”
As a result, she explained, MassMutual offers a volunteer time- off policy that allows employees to take paid volunteer days to support local initiatives they are passionate about. “In the grand scheme, offering benefits and perks that meet the needs of differ- ent generations are now major points of emphasis for employers who are looking to attract and retain talent.”
That’s true of other benefits as well, Ryan said, noting that MassMutual offers benefits that support mental, physical, and financial health; provide flexible working arrangements; and deliv- er opportunities for networking and internal connection, all pri- orities for younger workers, not to mention a bereavement-leave policy where employees can define who their loved ones are.
“Holistically,” she added, “it’s about supporting all employees’ well-being in ways that are meaningful to them.”
And, as noted earlier, many changes driven by the youngest workers wind up benefiting everyone.
“The X-ers and the Boomers have learned that, ‘hey, we’re get- ting this better life-work balance because these younger generations have demanded it. And employers can’t throw down the 60-hour work week demands anymore,’” Ebner said. “So it’s a gift that has been given to them by these younger generations.”
At the same time, she added, the pendulum may be starting to swing back in some sectors — layoffs at large technology companies have been in the news recently, for example — which may reduce some of that employee leverage and change the power dynamic.
One interesting — and, to some, concerning — generational trend, Costello noted, is the reluctance of Zoomers and younger Millennials to engage in chambers of commerce and other business associations.
“Boomers, Gen X, and maybe older millennials are of the mind-
Irene Costello says open communication in the workplace can create a healthier environment for workers of all ages.
set where it’s the right thing to do. Someone goes and buys a mem- bership to be part of the chamber of commerce, part of an industry association, paying dues to the industry as a whole,” she explained.
“Now, with the younger generations, folks are looking for a tangi- ble takeaway. Is it a résumé builder? Is there something of value at this conference, some credentialing? Instead of just going to build community, what am I getting from this networking?”
That’s an unprecedented shift, Costello added.
“It’s getting harder and harder to keep growing association mem-
From One Generation
To The Next.
At MBK, our commitment to promoting the next generation of talent is as important as our 75-year history. From the most established partner to the newest member of the team, we work with you to understand your objectives, goals, and fiduciary responsibilities. And we’re here for you all year long—not just during tax season.
413-536-8510 | mbkcpa.com
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