ATLANTA, Oct. 29, 2025 — Four generations now share the workplace. That’s not a problem. It’s an opportunity, but only if we take the time to understand what each group needs and expects from their employer.
As chief human resources officer at Incident IQ, I’ve found that improving retention begins with listening, closely and consistently, to your people. It’s not about perks or programs alone. Retention is rooted in trust, clarity, and a culture of feedback. And those things look different depending on where your employees are in their careers.
For baby boomers, we focus on flexibility and purpose. Many are moving toward retirement but want to stay meaningfully engaged. We offer opportunities for mentorship, passion projects, and flexible schedules that allow them to stay connected to the business while phasing into their next chapter. Their experience is an asset, not an afterthought.
Generation X often sits quietly between louder cohorts. For them, independence, stability, and respect go a long way. We support this group through hybrid work options, straightforward communication, and targeted development opportunities that recognize their expertise.
Millennials tend to seek purpose and progress. They want to know how their work contributes to something larger, and how they can grow into leadership roles. In response, we’ve built clear career paths and robust feedback mechanisms. We’ve invested in manager training to ensure consistent development conversations across the organization.
For Gen Z, feedback and transparency are non-negotiable. They want rapid growth, open communication, and a sense of alignment with company values. We meet these expectations by tying individual roles to broader goals, ensuring our mission is communicated consistently, and building benefits that support their mental health and work-life balance.
Across every generation, the classic HR truism remains: people don’t leave companies—they leave managers. That’s why we put significant resources into manager enablement. Our leaders are trained to deliver effective feedback, advocate for employee growth, and create environments where team members feel respected and supported.
We also recognize the potential for generational friction. Instead of ignoring it, we address it directly. We’ve introduced mutual mentorship programs between senior and junior employees, offered training on generational differences, and been intentional about building teams with a diversity of experience. These strategies reduce tension, build empathy, and create stronger teams.
Retention is also about fairness. We regularly review our total rewards strategy to ensure we’re offering competitive compensation and meaningful benefits. Flexibility, hybrid options, and mental health support are not add-ons—they’re essentials.
For HR leaders navigating this complex landscape, my advice is simple: talk to your people. Don’t assume. Ask. Build feedback loops, invest in manager development, and align your policies with your purpose. When employees understand where the company is going and how they fit into that journey, they stay.
Retention doesn’t happen by accident. It happens through intention, conversation, and care.
About the article:
This article was written by Tiffany Mills, Chief Human Resources Officer at Incident IQ and one of the Top 50 Women Chief Human Resource Officers of 2025 recognized by Women We Admire. It was originally published on Bizwomen, part of the American City Business Journals network. Bizwomen provides content and insights for businesswomen across industries, from corporate executives to entrepreneurs.
About Incident IQ:
Incident IQ is the leading workflow management platform built exclusively for K-12 schools, providing district leaders with visibility and efficiency across administrative teams. Trusted by over 2,000 districts, Incident IQ powers mission-critical services for more than 14 million students and educators nationwide. By connecting technology and operational workflows, Incident IQ enables schools to streamline processes, reduce administrative burdens, and focus on what matters most: student achievement.