Engaging the 21st Century Multi-Generational Workforce was completed by the Sloan Center on Aging & Work at Boston College.

Older workers are more likely to have higher levels of workplace engagement than younger workers, according to a new study by the Sloan Center on Aging & Work at Boston College.

This is important because “engagement” — defined as “a positive, fulfilling work-related state of mind that is characterized by vigor, dedication, and absorption,” is an important factor that contributes to workplace productivity and innovation, according to the study, Engaging the 21st Century Multi-Generational Workforce: Findings from the Age & Generations Study.

Happily for all, the methods to increase employee engagement are similar for all ages and generations. The study finds that employees of all ages and generations are more likely to have higher engagement at work when they:

• Are satisfied with the training and development opportunities available to them;
• Are working in teams that have a culture supportive of workplace flexibility; and
• Receive investments from employers in their benefits programs, especially health insurance for family members of full-time employees, life insurance, and employer-contributions to defined contribution plans.

High levels of employee engagement are especially important in the current economic crisis. Engaged employees are generally more productive and innovative – key factors to surviving in this economy. Additionally, studies show that engaged employees use less health care, take fewer sick days, have longer tenure, and create stronger customer relationships.

The survey of approximately 2,200 employees across the country on various factors of employee engagement disputes commonly held assumptions that engagement is a “condition of youthful energy,” as aging has long been considered as a time for disengagement due to limitations caused by aging.

Read more about the work of the Sloan Center on Aging & Work at Boston College.