How Does Mobility Support a Multi-Generational Workforce?

Today’s workforce is a layer cake of generational diversity, and each slice has a different flavor of expectations, work styles, and communication preferences. Each generation brings its own quirks and tendencies when it comes to mobility and workplace support. Here’s a quick run-down:

Baby Boomers (born 1946–1964): They value stability, financial security, and in-person collaboration. They want robust mobility benefits and seamless expert support so they can focus on their assignments instead of logistics.

Generation X (born 1965–1980): They’re the masters of work-life balance and will move anywhere as long as there’s solid schools, a decent home office setup, and maybe a local craft beer scene. Spousal career support is a plus, because no one likes being the "trailing spouse."

Millennials (born 1981–1996): They want flexibility, purpose, and customization in their careers, and the same is true for their mobility preferences. They appreciate digital access to everything, relocation services on demand, and the ability to adjust what they need as their needs change. 

Generation Z (born 1997–2012): These digital natives expect everything to be online, accessible, and personalized. They have less money in the bank to throw down rental deposits and likely have a greater need for cash in hand rather than the ability to wait for a reimbursement. They want sustainability-focused benefits, fast internet, and communication through chat or text instead of phone conversations. 

Flexibility and Choice

The days of rigid mobility programs are coming to an end, and companies who don't provide flexibility are going to lose talent. If your company still operates on a "here’s your package, take it or leave it" model, congrats—you just lost a Gen Z job candidate faster than they can type "LOL, nope." 

Because every generation has different preferences, you need to embrace a "build-your-own-adventure" approach, where employees select benefits that fit their needs, their families, and for millennials, their pets. In recent user testing and experience interviews, 40% of employees moved internationally with their pets and place a high degree of importance and concern on that ability to effectively support those transitions! 

So how can your team make this work without losing your minds? 

Personalized Benefits: More than ever, mobility programs are looking at how to let employees mix and match what they actually need. That means housing, childcare, apartment cleaning, cultural training, or maybe even a taco tour of someone's new city. A tailored approach doesn’t just make employees happier; it makes them feel like they’re truly valued. Flexibility also doesn't have to add costs, if you do it creatively. For example, Plus's Point C technology lets mobility programs turn strict move budgets into flexible options, letting them provide benefits that matter and make a difference…without spending more.

Technology Solutions: AI-driven relocation assistance, self-service platforms, and support through chatbots and live human chat can cut down on response times and make your employees happier.  

Wellness & Mental Health Support: This is increasingly being looked at because relocating is stressful, and no one wants a meltdown over lost luggage or time zone issues. Employees shouldn't have to beg for time off to handle move related activities and need the local support to address their physical and mental needs as they settle-in.

Family-Centered Support: From finding a good school to ensuring spouses don’t feel like they’re living a forced gap year, employees are increasingly prioritizing their families in their relocation needs. That means you need to look at benefits that support a wider variety of family needs, and quality of life options that can save time and make the move an experience instead of a chore. 

Sustainability Initiatives: Because Gen Z and Millennials will 100% ask what your carbon footprint looks like, you’d better have a good answer. Younger employees care about the impact of their relocation support, and your RMC's supply chain can make a difference here. Options like small shipments, discard/donate services, and benefits supported by sustainable suppliers are easy to integrate. 

A Multi-Generational Talent Advantage

A global mobility program that caters to generational diversity isn’t just a nice idea. It's the core of your company's talent advantage at all levels. Employees who feel supported and valued are more likely to embrace opportunities, thrive in their new roles, and avoid calling Global Mobility or HR in a panic because their relocation package forgot to include literally anything useful.

By offering a personalized approach that lets employees choose what matters to them, you can make moving a more satisfying experience, reduce unnecessary spending, and ensure a smoother transition for everyone. It's just a smarter way to use your mobility resources to make a difference. 

So, is your global mobility program ready for the future? And, is it agile enough to address life's changes in real time? If not, it’s time to pack up that outdated model and move toward something better. Consider this story about one employee's situation. 

For more generationally-related content, you can also check out some of these other conversations:

How can Global Mobility "delight" 5 different generations in the workforce?

Where should you start when trying to figure out the future of global mobility? How about Gen Z!

What Does Gen Z Want When it Comes to Relocation?