It's essential to help people when they are joining and leaving a workforce, but, in my experience, engaging employees with benefits, suited to their individual needs and preferences, trumps age every time.
For example, the general consensus is that wills and estate planning is something people will focus on later in their career. However, a 25 year old may well be dealing with long term care or the estate of a deceased relative and so needs this support.
Likewise, many people think of debt management as a pressing issue for those in their early career. But people borrow money throughout their lives for specific events such as funding a child's wedding, a home extension or a new car. All debt requires management and the principles of budgeting and debt management are needed regularly throughout life.
Therefore, it's important to enable everyone to access what they need when they need it and to tailor our communication, promotion and education strategies accordingly.
How to create a benefits strategy for an ‘ageless’ workforce Workplaces are becoming increasingly multi-generational. But this does not necessarily mean employee benefits should also become increasingly segmented and generation-specific. The answer is likely to lie more in segmentation and targeting of benefits communications than employee benefits themselves. Many workplaces are becoming ever more age-diverse as the working population ages, and employers face five generations working side by side as generation Z now joins the workforce. But is this generational melting pot changing people’s priorities around electing and choosing benefits?