{"id":40945,"date":"2025-09-16T10:25:19","date_gmt":"2025-09-16T14:25:19","guid":{"rendered":"https:\/\/www.saratoga.com\/saratogabusinessjournal\/?p=40945"},"modified":"2025-09-16T10:25:19","modified_gmt":"2025-09-16T14:25:19","slug":"business-report-designing-benefits-to-meet-multi-generational","status":"publish","type":"post","link":"https:\/\/www.saratoga.com\/saratogabusinessjournal\/2025\/09\/business-report-designing-benefits-to-meet-multi-generational\/","title":{"rendered":"Business Report: Designing Benefits to Meet Multi-Generational"},"content":{"rendered":"<figure id=\"attachment_36693\" aria-describedby=\"caption-attachment-36693\" style=\"width: 200px\" class=\"wp-caption alignleft\"><img loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-36693\" src=\"https:\/\/www.saratoga.com\/saratogabusinessjournal\/wp-content\/uploads\/sites\/48\/2021\/10\/rose-miller-c-200x300.jpg\" alt=\"\" width=\"200\" height=\"300\" srcset=\"https:\/\/www.saratoga.com\/saratogabusinessjournal\/wp-content\/uploads\/sites\/48\/2021\/10\/rose-miller-c-200x300.jpg 200w, https:\/\/www.saratoga.com\/saratogabusinessjournal\/wp-content\/uploads\/sites\/48\/2021\/10\/rose-miller-c-683x1024.jpg 683w, https:\/\/www.saratoga.com\/saratogabusinessjournal\/wp-content\/uploads\/sites\/48\/2021\/10\/rose-miller-c.jpg 720w\" sizes=\"auto, (max-width: 200px) 100vw, 200px\" \/><figcaption id=\"caption-attachment-36693\" class=\"wp-caption-text\">Rose Miller, President of Suite Advice, LLC.<br \/>Courtesy Suite Advice LLC<\/figcaption><\/figure>\n<p>By Rose Miller<\/p>\n<p>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.<\/p>\n<p>As I advise companies, I often remind them that wages and benefits are more than a cost of doing business\u2014they are a core recruiting and retention strategy. To remain competitive, organizations must evaluate their benefits through the lens of their workforce\u2019s evolving needs. And today\u2019s employees are asking for much more than health insurance and a 401(k).<\/p>\n<p>Here are some of the benefits I see gaining the most traction in the marketplace:<\/p>\n<p>\u2022 Flexible work arrangements: Employees value flexibility, whether it\u2019s 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\u2019 desire for work-life balance.<\/p>\n<p>\u2022 Health and wellness programs: Mental health support is no longer a \u201cnice-to-have.\u201d Employees are experiencing higher levels of stress and burnout, and benefits such as counseling, mental health days or therapy access can be game changers.<\/p>\n<p>\u2022 Fitness perks: Gym memberships or fitness discounts not only encourage healthy lifestyles but also reduce long-term health costs for employers.<\/p>\n<p><span class=\"Apple-converted-space\"><span class=\"\"><b><span class=\"s1\"><span class=\"s2\"><!--more--><\/span><\/span><\/b><\/span><\/span>\u2022 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.<\/p>\n<p>\u2022 Professional development: Younger generations in particular are \u201cscreaming\u201d for mentorship and training. Investing in courses, certifications and leadership development not only supports growth but also strengthens succession planning.<\/p>\n<p>\u2022 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.<\/p>\n<p>\u2022 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.<\/p>\n<p>\u2022 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.<\/p>\n<p>\u2022 Equity and inclusion: Benefits that reflect workforce diversity\u2014such as gender-affirming care\u2014demonstrate commitment to inclusivity and can reduce conflict while building understanding.<\/p>\n<p>\u2022 Pet-friendly perks: For many employees, pets are family. Coverage for veterinary costs or designated pet-at-work days is increasingly expected.<\/p>\n<p>\u2022 Time off and sabbaticals: Trust-based vacation policies and extended sabbaticals recognize that productivity is measured by outcomes, not hours in a chair.<\/p>\n<p>\u2022 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.<\/p>\n<p>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\u2014they are a strategic tool. Employers who adapt will have the advantage.<\/p>\n<p>Rose Miller is president of Suite Advice LLC. She can be reached at &#x72;&#x6f;&#x73;&#x65;&#x6d;&#x69;&#x6c;&#x6c;&#x65;&#x72;&#x40;&#115;&#117;&#105;&#116;&#101;&#97;&#100;vicell&#x63;&#x2e;&#x63;&#x6f;&#x6d;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>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 [&hellip;]<\/p>\n","protected":false},"author":89,"featured_media":39504,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[9,30],"tags":[],"class_list":["post-40945","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business-reports","category-insurance-employee-benefits"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\r\n<title>Business Report: Designing Benefits to Meet Multi-Generational - Saratoga Business Journal<\/title>\r\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\r\n<link rel=\"canonical\" href=\"https:\/\/www.saratoga.com\/saratogabusinessjournal\/2025\/09\/business-report-designing-benefits-to-meet-multi-generational\/\" \/>\r\n<meta property=\"og:locale\" content=\"en_US\" \/>\r\n<meta property=\"og:type\" content=\"article\" \/>\r\n<meta property=\"og:title\" content=\"Business Report: Designing Benefits to Meet Multi-Generational - Saratoga Business Journal\" \/>\r\n<meta property=\"og:description\" content=\"By Rose Miller The workplace is more multigenerational than ever. 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