It’s 2025, and there are currently four different generations (or five, depending on who you ask) in the workforce. That’s a lot of folks with different values for organizations to juggle and presents a real challenge for those seeking top talent. A recent Talking Benefits podcast episode featuring Andie Gebert, Vice President of Talent at the International Foundation, dives into generational trends and ways organizations can keep up with the times.

First, let’s review the four generations in the workforce today:

• Baby Boomers (born 1946-1964): This group saw a lot of societal change and tends to see work as a means to fulfillment.
• Generation X (born 1965-1980): Values independence and seeks work–life balance.
• Millennials (born 1981-1996): A highly educated group with an entrepreneurial spirit that values flexibility in work and life.
• Generation Z (born 1997-2012): Digital natives who are motivated by social and political issues to bring about what they see as positive change.

Gebert notes that while there are key similarities amongst those in a generation, it is more important to get to know your employees as individuals. Everyone is unique, and there are a variety of factors besides generation (like geography, socioeconomic status, who their mentors are, etc.) that affect the things they value most.

When thinking about generational differences, there is a clear trend: Each generation wants to be different (what they consider “better”) than the generation that raised them. This is seen in parenting styles, the economy and, of course, work. It is important to understand this constant shift of values because it impacts the type of work people seek, their satisfaction level, what they want and what their goals are.

Where Do Generational Misunderstandings Come From?

We inherently believe the generations that follow us will want the same things we do. However, as each generation tends to reject the values of the one that came before them, this assumption isn’t necessarily true! When our expectations for future generations are not met, we have a knee-jerk reaction that those generations are wrong. Similarly, we expect these generations to have to go through the same challenges we did. When they don’t have to face those same trials, we assume they have it easier, and therefore we carry a touch of resentment, whether or not we are conscious of the fact. Truthfully, each generation faces its own unique challenges and triumphs. It is important to remember that different doesn’t mean bad, it just means different!

“People Just Don’t Want to Work These Days”

How many times have we heard this complaint? It is a perfect example of generational misunderstanding—Just because someone wants to work differently doesn’t mean they do not want to work at all. Remember: Different doesn’t mean bad, and it doesn’t automatically mean impossible. Sometimes we are forced to adapt the way our organizations work (think hybrid and remote work during the COVID-19 pandemic), and other times we have to force ourselves to innovate in order to meet the needs of our workforce. We have evolved as people; have our workplaces evolved with us?

If you are struggling to fill a position, Gebert suggests taking a closer look at the interview process. Instead of asking candidates where they see themselves in five years, ask them, “What are the three most important things you want to get out of this experience?” Candidates will tell you exactly that they are looking for, what they value in an organization and what their long-term goals are. Conduct exit interviews and reach out to candidates who have dropped out to learn the reasons why. “People don’t want to work” is bigger than the interview, but it is a useful organizational tool for insightful feedback.

Culture Is Key

Whatever generation you belong to, organizational culture can make or break your work experience. Gebert emphasizes the need to truly understand the culture of an organization you are joining, do your best to integrate into that culture, and openly and honestly share things that you believe could improve the workplace. Know that these changes won’t happen overnight, but successful policy changes rely on compromise and creativity.

Tune into the full episode to learn more about generational differences, ways to foster better communication, benefits trends for younger generations, and Andie’s thoughts on the tiny home trend.