Segmenting your employee population and creating profiles for each segment can be useful when designing benefits strategies. But relying too much on generational labels such as baby boomer, Generation X or millennial can be counterproductive. In addition to understanding how generations differ broadly from one another, it’s also important to understand commonalities.
The 2016 Willis Towers Watson Global Benefits Attitudes Survey surveyed nearly 30,000 employees globally, including more than 5,000 in the United States, about their attitudes, preferences and behaviors toward their employer-sponsored benefits. The research sought to determine if generational differences exist when looking at employee attitudes about key issues affecting benefits, including financial strain, overall well-being, retirement, and health and benefits.
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