Generation Alpha: Key strategies for engaging the next workforce generation

As each generation enters the workplace, organisations aiming for long-term sustainability must attract these younger individuals. Learning from past mistakes, such as when Millennials and Gen Z entered the workforce, is crucial says Fast Company. Research showed that these cohorts valued work-life balance, individualism, and wellbeing more than their predecessors. However, many larger organisations failed to adapt, allowing smaller, agile companies to attract top talent.

Generation Alpha is expected to bring a new set of skills and values to the workplace. This article explores these attributes and how organisations can integrate this new demographic over the coming decade. We will also discuss evolving your employee value proposition to attract new recruits and retain existing employees.

• Who is Generation Alpha?
• What are the predicted values and skills of Generation Alpha?
• What do organisations need to consider as they begin to onboard Generation Alpha?
• What are the benefits of multi-generational workplaces?
• What are the challenges of multi-generational workplaces?
• Strategies for engaging Generation Alpha and optimising multi-generational workforces
• 10 ways to optimise your recognition and reward programme for a multi-generational workforce

Who is Generation Alpha?

Don’t worry, the workforce still has some time. Generation Alpha, defined as those born between 2010 and 2024, will start entering the workforce in the late 2020s and 2030s. This cohort, the largest in history with almost two billion individuals globally, is set to disrupt culture, the economy, and workplaces, presenting a significant opportunity for those who understand them.

What are the predicted values and skills of Generation Alpha?

• Stability: Having grown up during periods of instability, including pandemic disruptions, geopolitical conflicts, recessions, and environmental catastrophes, Generation Alpha is expected to value stability.

• Digitally savvy and globally connected: Digital fluency is second nature to Generation Alpha. They are anticipated to be highly adaptable and skilled with technology, including artificial intelligence (AI), right from the start of their careers.

• Entrepreneurial: This generation is expected to prioritise autonomy, flexibility, and work-life balance early on, contributing notably to the gig economy and favouring freelance or contract work over traditional full-time roles.

• Flexible working: Following in Gen Z’s footsteps, Generation Alpha will likely demand greater flexibility and adaptability.

• Advocates for inclusivity and diversity: Growing up in a diverse world, Generation Alphas are expected to be strong advocates for inclusivity and diversity in the workplace.

• Sustainability: Raised amid urgent issues like climate change and movements for equality and inclusion, Generation Alpha is expected to care deeply about ethical and sustainable business practices.

What do organisations need to consider as they begin to onboard Generation Alpha?

As well as creating an attractive workplace to appeal to this new generation, it will be important to consider how they integrate with up to five generations already embedded. With an increasingly ageing population, improved health outcomes later in life, and economic factors such as the cost-of-living delaying retirement, it will not be unusual to see up to six, and sometimes seven generations in the same workplace.

To successfully onboard Generation Alpha, organisations should consider the following:

• Adaptation of work models: Embrace flexible and remote work options to meet the expectations of Generation Alpha.

• Technological integration: Ensure the workplace is equipped with the latest technology to support digital fluency and adaptability.

• Focus on stability: Provide a stable and supportive work environment, which is highly valued by Generation Alpha.

• Inclusivity and diversity: Foster an inclusive and diverse workplace culture to align with the values of Generation Alpha.

• Sustainability practices: Implement and promote sustainable business practices, reflecting the ethical concerns of Generation Alpha.

Successfully integrating Generation Alphas into the workforce not only requires understanding their unique needs and values but also leveraging the strengths of a multi-generational workplace.

What are the benefits of multi-generational workplaces?

Leveraging diversity in the workplace is a superpower for any organisation. Multi-generational workplaces bring numerous benefits, including:

• Diverse perspectives: Each generation brings unique viewpoints and approaches to problem-solving, leading to more creative and well-rounded solutions.

• Broad range of skills and experiences: Combining the varied skill sets and experiences of different generations enhances the collective capabilities of the workforce, making it more adaptable and versatile.

• Increased innovation: The blend of traditional methods and modern approaches can spark innovative ideas and processes that drive business success.

• Better decision-making: Diverse teams tend to make better decisions by considering a wider array of options and potential impacts, resulting in more thoughtful and effective outcomes.

• Increased customer connection: Having employees from various age groups can help the organisation relate to and understand a broader customer base, improving customer service and satisfaction.

What are the challenges of multi-generational workplaces?

Equally, multi-generational workplaces can pose a few challenges which must be addressed in order to be optimised, such as:

• Generational gap: With such diverse life experiences, it is understandable that a broad workforce will have varying values, beliefs, communication styles, and skills that could create points of friction among teams.

• Lack of opportunity: When opportunities for growth, advancement, and development are not equally available to all generations, frustration and a sense of stagnation can occur. This is particularly challenging when younger employees feel they are not being given chances to prove themselves, or older employees feel sidelined due to age.

Strategies for engaging Generation Alpha and optimising multi-generational workforces

The workplace ecosystem is most effective when all within it can thrive. Therefore, understanding what makes each cohort tick and balancing both group and individual needs and preferences is critical to any organisation’s success. To minimise disruption as we onboard Generation Alpha, here are six strategies you can embed into your workplace now to fulfil the potential of your multi-generational workforce and build long-term business sustainability.

• Career progression and talent pathways: Understanding that newer generations will seek stability from their place of work while also being potentially more entrepreneurial and desiring flexibility, developing good processes for identifying and harnessing talents throughout your organisation will be valuable. Managers should be trained and encouraged to develop their people both within and outside their teams, prioritising organisational employee retention as opposed to team employee retention.

• Shadow boards: Shadow boards optimise multi-generational workforces by leveraging the fresh perspectives of often younger, non-executive employees, to work alongside, and help inform senior leadership decisions. They foster innovation and inclusivity by integrating diverse viewpoints, ensuring that strategic decisions benefit from a wide range of experiences. This approach enhances engagement and leadership development among younger employees, while also driving organisational agility and responsiveness. Shadow boards create a dynamic environment that encourages collaboration across age groups, ultimately leading to a more innovative and resilient workforce.

• Reverse mentoring: Reverse mentoring engages Generation Alpha and optimises multi-generational workforces by fostering knowledge exchange and bridging generational gaps. It enhances digital literacy for older employees, encourages innovation, and promotes inclusivity by valuing contributions from all age groups. Younger employees develop leadership skills, while both mentors and mentees stay engaged and motivated. This strategy prepares the workforce for future challenges, ensuring a dynamic, inclusive, and innovative environment.

• Fostering social connection and belonging: As a generation who has grown up through disruption such as Covid, Generation Alpha is anticipated to have an enhanced prioritisation of social connection and belonging. Our New Rules of Engagement® research has already identified employees having a sense of belonging as critical for engagement and wellbeing before Generation Alpha hits the workforce. Implementing initiatives such as comprehensive recognition programmes, team-based incentives, community volunteering opportunities, and learning and upskilling activities will pay dividends now and, in the future, building connection and community among your workforce.

• Developing comprehensive DEI programmes: Understanding that Generation Alphas are big advocates for inclusivity and diversity, employee-led affinity groups, cultural awareness campaigns, and DEI training will help you build a comprehensive DEI programme within your business. Having a DEI programme demonstrates to existing and potential employees that the organisation is focussed on this important topic and further supports the community-building strategy above.

• Recognition and reward programmes: As a leading global recognition and reward provider, we see first-hand the power strategic recognition programmes can have on workplace culture and business performance. If you are looking for ways to evolve your programme to appeal to Generation Alpha as well as your existing employees, here are some ideas to consider:

10 ways to optimise your recognition and reward programme for a multi-generational workforce

1. Digital integrations: Generation Alpha is growing up in a highly digital world. Integrating all your digital programmes as much as possible will help maintain motivation and engagement across all generations. Look for solutions that can be integrated into everyday work systems such as Microsoft Teams and Yammer to ensure the ability to recognise is always at their fingertips.

2. Gamification: Adding game-like elements to recognition programmes can boost engagement. This could include earning badges, points, or levels for achievements.

3. Socialised recognition: Look for a solution that includes a feature such as a recognition wall where employees’ achievements and recognitions are socialised and shared across your organisation to extend reach and encourage participation.

4. Peer-to-peer recognition: Programmes that facilitate peer-to-peer recognition can be particularly effective. Ensure your programme allows top-down and bottom-up recognition to encourage recognition activity across the generational divide, as Generation Alphas value feedback and recognition from their peers.

5. Flexible and inclusive recognition: Different generations value different types of recognition. For example, Baby Boomers might appreciate formal acknowledgments, while Millennials and Gen Z might prefer informal, real-time feedback. Ensure your recognition strategy can accommodate different formats to increase reach and engagement.

6. Personalised rewards: Ensuring your reward solutions are both varied and culturally relevant is key to making the recognition experience meaningful to each individual, regardless of their generation.

7. Leverage AI support: AI technologies should be used carefully with recognition so as to retain the critical human element of what it means to give recognition. However, leveraging its ability to identify unconscious bias and sentiment can be powerful to increase the quality and impact of a recognition. Read more on AI and employee recognition.

8. Promote collaboration: Creating opportunities for different generations to work together on projects can help leverage the unique strengths of each group, fostering a more cohesive and productive workforce.

9. Magnify values: Ensure your workplace values and desired behaviours are woven through your recognition programme to consistently reinforce the behaviours you are trying to encourage.

10. Team-based reward and recognition: Implement team-based recognition to enhance collaboration and cohesion across different demographic groups.

As Generation Alpha prepares to enter the workforce, organisations must adapt to attract and retain this new cohort while optimising their multi-generational teams. By understanding the unique values and skills of Generation Alpha, such as their digital fluency, entrepreneurial spirit, and commitment to inclusivity and sustainability, businesses can create a supportive and engaging work environment.

Implementing strategies like career progression pathways, shadow boards and reverse mentoring will help organisations thrive. These approaches not only cater to Generation Alpha but also enhance the overall effectiveness and innovation of a multi-generational workforce.

At BI WORLDWIDE, we understand the complexities of managing a diverse global workforce and are here to help you navigate these changes. Our expertise in employee engagement and recognition can support your efforts to create a dynamic and inclusive workplace.