What does all this mean for our workplace culture? Multigenerational mixes in the workplace offer a variety of industry experiences, they can also impact how team members approach tasks, and even prioritize work-life balance. Similarly, their needs outside of work can differ, offering a chance to reassess your total rewards strategy with consideration for different life stages. However, given the current macroeconomic environment, all generations have one thing in common: financial stress.

A shared struggle, different stories: Financial stress across the generations

Traditional financial wellness benefits packages are often built with the long term in mind. While 401(k) contributions, FSA and HSA benefits are helpful, the reality is that although wages are growing, they are struggling to keep pace with inflation, impacting employees’ ability to save for emergencies. In fact, 42% of Americans don’t have an emergency savings fund, according to a recent U.S. News & World Report’s 2025 Financial Wellness Survey. What’s more, a separate Vanguard report shares that 36% of Americans would struggle to cover an unexpected $400 expense. And this share does not factor in the employee who may have been struggling financially prior to macroeconomic factors outside of his or her control.

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Crafting a total rewards strategy for the multi-generational workforce

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