If there ever is a group of people of all ages and types who make connections and friendships with everyone regardless of age or generation gaps, they are Perennials. Commonly belonging to age 55 and above and are an evergreen group of people who remain curious, hardworking, updated, and hence relevant despite their advancing age. They are quite energetic, switched on, and employable. They represent the best of both worlds, i.e., hard-working and loyal like the Boomers and curious and tech-savvy like the Millenials. Unlike the younger generations, perennials pay attention to company values and tend to stay loyal to their ethos while millennials jump and change jobs frequently to satisfy their intellectual curiosity and if paid more. Perennials also pride themselves on being savvy, from pop culture through to the latest gadgets, you will find hardly any knowledge gap between Perennials and Millennials. 

In a world where birth rates are on the decline, longer life expectancies, and better working conditions employee longevity has spiked and is on the rise. As a result, the workplace has become more multigenerational than ever before, i.e., Baby Boomers Generation X, Millenials, and even Generation Z all working under the same roof. This poses a unique challenge to HR managers of today as each generation has specific expectations from work. HR now has to understand the needs of younger people in the workforce more, which is more important because they are even willing to skip jobs to have their expectations and needs met. According to Deloitte, lack of advancement opportunities, poor work/life balance in a company, inadequate financial compensation, boredom, and feeling unappreciated were the biggest reasons for millennials to leave their job. In the future, this situation is expected to become even more diverse with multiple generations with various ethnic backgrounds, cultures, expectations, and work styles will be expected to work alongside each other efficiently.

A clear purpose is everything to a progressive organization that generates economic value. Having a purpose for the organization does not directly influence profit but it reflects something aspirational within the company and its team. Purpose is what gives meaning to your daily activities at the organization and rallies support and commitment among the employees while also inspiring customer loyalty. Metaphorically, it can be compared to the foundation of a house or a building structure or what a conductor is to an orchestra. The reason for the existence of your company, what problems does it find solutions or the “Why”. If this Purpose is nailed down and embedded into the fabric of your organization and understood by the employees, it can aid you in solving the challenges you are facing in your shift to a flexible workplace.