Recognising and valuing multigenerational perspectives in the workplace

THE FLEXIBLE WORKPLACE PROVIDER’S VIEW
WYBO WIJNBERGEN,
CEO AND CO-FOUNDER OF INFINITSPACE

Let’s start with the obvious truism: the workforce is incredibly diverse. Age is just one factor, and while generational differences are clearly important, it is even more important that we avoid mass generalisations.

In business and in society, there is a tendency to group people together and talk about vast sections of society – men and women, Gen Z and Millennials – as if they are single entities with one set of views, values and behaviours. Painting with broad brush strokes fails to account for individual preferences and the wonderful nuances that make life so interesting and unpredictable.

The question, then, is how can organisations create cultures, processes and structures that allow each employee to thrive, regardless of which generation they belong to?

For me, flexibility and optionality are two key considerations. Take an organisation’s perks and benefits as an example – if an organisation limits itself to very few employee benefits, there is an increased likelihood that pockets of its employee base will not see value in what they are offering. Gym memberships will prove more valuable to some than others, as will dental cover or free eye tests. Hang your hat on just one or two benefits and there is a risk that some employees fail to see the upside, in turn meaning they do not feel as well valued or supported.

Work socials is another interesting case. If social events always gravitate around alcohol, say, or sports, then some employees may feel alienated. Variety is important to cater to as broad a range of employees as possible.

An organisation’s choice of workspace is another perfect example. The right workspace has the power to improve productivity, motivate staff, support wellbeing, enhance collaboration and create network opportunities; it can educate, entertain and inspire. But crucially, not all employees want to engage with a workspace in the same way, whether that is how they use the space and the facilities within it, how they interact with colleagues when in their place of work, or simply how frequently they commute in.

This is why flexible workspaces have increased in popularity so dramatically over recent years (in the UK, enquiries for flexible office space spiked by 206 per cent between 2019 and 2024, according to Savills). For many organisations, flexible workspaces – and the flexible leases they come with – not only make financial and strategic sense but can also prove invaluable in better supporting their teams. Flexible workspaces and leases support companies by offering them the agility to scale up and down as required and reduce the financial risk that comes with long-term commitments – making them the perfect solution for modern business needs.

With a wide range of spaces, lease options, facilities, events and community services, they cater to the modern workforce in all its diverse glory.

The challenge of making sure all generations – and, indeed, all employees – feel seen and valued is so essential for virtually all organisations. Flexibility and optionality can be key, whether in the support services on offer, the way the culture is shaped, or the workspaces used. Diversity is to be celebrated, and that requires us to embrace different perspectives and cater to the wants and needs of all genders, generations and values.