How CEOs Can Navigate An Increasingly Multigenerational Workforce

Summary

For the first time in modern history, five generations are working side-by-side, and that mix is changing what employees expect from employers. Gen Z especially is shifting the conversation beyond pay — demanding purpose, input on strategy and workplace policies, and often showing strong pro-union sentiments. These shifts raise new labour-relations risks that reach all the way to CEOs and boards. Brendan Fitzgerald lays out five practical, lawful steps leaders can take to listen to workers and reduce the chances of turnover, unrest or organising activity.

Key Points

Five generations now share the workplace; differing expectations increase engagement and organising risks.
Gen Z places high value on purpose and input — 89% say purpose matters and many have left jobs lacking it.
Union petitions and activism are rising; inconsistent corporate messaging can fuel organising campaigns.
CEOs must create lawful, meaningful employee‑voice structures rather than lip service programmes.
Five recommended actions: establish lawful engagement programmes; improve communications; align policies and filings; incentivise managers to listen; and run cross‑functional efforts.

Context and Relevance

Changing demographics and rising employee activism mean labour relations are no longer just an HR or shop‑floor issue — they are strategic risks that can affect reputation, stock price and boardroom focus. Surveys cited in the article show employers see increased activism tied to more Gen Z hires, while NLRB filings have increased, underlining the tangible stakes. For CEOs, the piece connects workforce trends (purpose, wellbeing, DEI, hybrid work) to concrete governance and communications actions that reduce legal and business risk.

Why should I read this?

Short answer: because it gives you a sharp, five-point checklist you can put into action now to cut the chance of expensive headaches (turnover, organising drives, brand hits). It’s practical, quick and aimed at leaders who don’t have time for fluff.

Author’s take

Punchy and to the point: this isn’t theory — it’s a playbook. If you run a company with mixed-age teams, the five actions here should move from “nice to consider” to “boardroom priority.” Get aligned now or pay later.