Addressing the Global Challenge of Employee Engagement in the Post-Pandemic Multigenerational Workforce

Abstract

Businesses have learned to manage all of their personnel and operations remotely. Employee engagement is exacerbated by post-pandemic managerial challenges, such as team rearrangement, increased responsibilities, and unclear expectations. Employee engagement is the emotional dedication a worker has to their company, its employees, vision, and objectives. For all of us, this is the first time that four generations have collaborated professionally. Every generation responds to change in different ways and has distinct demands, expectations, communication preferences, and priorities. Notwithstanding these differences, all generations share a common concern for balancing their work-life. Hence, addressing the demands and issues related to work-life balance (WLB) and providing solutions to enhance the WLB experience for employees can serve as a framework for promoting age-friendliness, including a multigenerational workforce, and fostering age-inclusive cultures. Those employees who have a better work-life balance, are more engaged. Employees who maintain a positive work-life balance also work harder than their counterparts. To establish a healthy balance, employee autonomy over roles and trust in their ability to execute can be combined with opportunities for regular and healthy workplace communication, frequent engagement, and regular engagement. Employees were exposed to and had the chance to work remotely because of the pandemic. Owing to the epidemic, most employees worked a significant amount of time from home. Because of this location change, a lot of people now enjoy a work-life balance that they never realised was possible. This ultimately affects employee engagement by making it easier for them to return to their prior office routine.