Employee engagement remains top of mind for HR leaders, especially considering that one-third of American employees are disengaged in the workplace. In addition to evaluating how to best engage employees, HR leaders need to also consider a multi-generational workforce, particularly with millennials, Gen Z, and baby boomers working closely together. Different generations of workers have varying views on recognition, authority, loyalty, work-life balance, and more. So what are HR leaders to do? Managers need to be trained to ensure all communication styles used are as widely accessible and inclusive as possible, provide continuous opportunities for employees to give feedback, and strive to keep everyone on the same page. When it comes to recognition, it’s important to be mindful of how employees prefer to be recognized, whether it’s publicly, quietly, etc. Providing growth and training opportunities or other incentives demonstrate investment in the futures of employees. It’s worth noting that tailoring any initiatives should also happen on a personal level, as perceived generational preferences are not always true. Finally, continuous and open conversations between employees with different levels of experience aids learning and development on all sides. Perhaps most crucial is for any working environment to ensure that employees “know they’re valued in whatever role they play.”