A Guide to Employee Gratitude for a Multigenerational Workforce
Saying thanks is simple. Creating a culture of gratitude takes intention.
Most people were brought up to know the importance of saying thank you. It’s one of the first ways we learn to recognize effort and show respect. But in the workplace, more nuanced employee gratitude can become complicated.
Somewhere between deadlines and the daily grind, genuine employee appreciation can take a backseat. Even when leaders do make the effort to express gratitude, it doesn’t always land the same way for everyone.
For instance, one employee might thrive on public recognition in a team meeting, while another might prefer a more discreet thank you. Some crave immediate acknowledgment of a job well done, while others value deeper, more reflective expressions of gratitude.
Factor in a multigenerational workforce (where Baby Boomers, Gen X, Millennials, and Gen Z often work side by side), and those differences are even more pronounced. Just one team or department often spans a wide range of backgrounds and career stages. The same recognition that inspires one individual might feel uncomfortable or overly formal to another.
This guide explores how to build gratitude practices that resonate across generations, without turning appreciation into a one-size-fits-all script.
From Employee Engagement to Company Culture, Gratitude Matters
Employee gratitude has always been important, but recently, it has started to carry extra weight.
Over and over again, the research shows that gratitude is a foundational driver of happiness and belonging at work. Across the board, there is growing awareness that employee gratitude is good for business and it’s good for people.
Top Workplaces Research Lab survey data from 2025, for instance, found that 60% of organizations say they've increased their employee appreciation and recognition efforts in the past few years post-pandemic.
Understanding Employee Appreciation for a Multigenerational Workforce
Most workplaces today include four generations working side-by-side:
Baby Boomers (born 1946–1964)
Generation X (born 1965–1980)
Millennials (born 1981–1996)
Generation Z (born 1997–2012)
While Millennials make up the largest share of the U.S. labor force today, it’s not by a lot. A recent report from the U.S. Department of Labor put the break down as follows: 36% Millennials, 31% Gen X, 18% Gen Z, 15% Baby Boomers. Some organizations are even seeing a “five-generation” reality, with members of the Silent Generation still present in certain industries (less than 1%).
Working in a multigenerational team brings a number of real strengths, like mentorship and different perspectives. But it also adds a layer of complexity to workplace culture. Deloitte research found that around 70% of organizations struggle with managing multigenerational teams, which indicates some of the challenges that can arise with different work styles, expectations, and communication preferences.
Of course, these categories aren’t personalities. Generational tendencies can offer helpful context, but they aren’t a rulebook. Within every generation, you’ll find employees who prefer different ways to give and receive appreciation.
Gratitude Principles Every Generation Responds to Well
The good news is that you don’t need a different approach or program for every generation. A consistent foundation, with flexibility for individual preferences, is the best way to build an employee recognition program that works across roles, ages, and recognition styles.
Before we get into generational tendencies, it helps to start with one simple mindset shift in how managers and peers should recognize employees.
Employee gratitude works best when it’s treated as an everyday practice, not an occasional event.
In other words, appreciation shouldn’t only show up during performance reviews or milestone celebrations. It has the most impact in the day-to-day moments when employees can see that their hard work and dedication is noticed in real time.
This is also where tools matter. When appreciation depends entirely on memory or manager style, recognition becomes inconsistent. A platform like Inspirus helps organizations build gratitude into daily workflows, making it easier for managers and team members alike to recognize employees regularly – not just when you’re celebrating Employee Appreciation Day.
1. Authenticity beats performative recognition
The first principle is simple: Employee gratitude has to feel real.
Most employees can tell the difference between genuine appreciation and recognition that’s being delivered because someone feels like they “should.” A generic thank-you message might check a box, but it rarely leaves someone feeling deeply appreciated.
This is especially important for younger generations, who tend to pick up quickly on anything that feels scripted or overly corporate. But authenticity matters across the board, whether you’re thanking a Gen Z team member for their effort or recognizing a Baby Boomer’s long-term contributions.
2. Timely appreciation matters more than perfect wording
Gratitude is most powerful when it’s close to the moment it’s earned.
Waiting until an annual review or a quarterly meeting weakens the impact. A quick appreciation message right after a win, or even during a stressful stretch, reinforces that someone’s work matters now, not later.
This is where generational expectations often show up most clearly. Gen Z and many Millennials are used to more frequent feedback loops and tend to respond well to real-time recognition. Gen X and Baby Boomers may not expect constant praise, but timely appreciation still boosts morale and reinforces that effort is seen.
Either way, don’t save gratitude for once-a-year moments.
3. Specificity is what makes recognition meaningful
One of the easiest ways to improve employee recognition is to get more concrete.
“Thanks for everything you do” is kind.
“Thank you for how you handled that client issue. Your calm problem-solving skills kept the project on track. We are so glad you’re on our team!” is much more meaningful.
Specific recognition ties gratitude to employee achievements, behaviors, and impact. It also resonates across generational styles: Millennials may appreciate the coaching and context, Gen X may value the competence being acknowledged, and Baby Boomers often respond well when recognition highlights organizational impact.
Be specific to turn appreciation into something that truly sticks.
4. Align gratitude with company values and shared success
Effective employee gratitude isn’t just about being nice, although that helps. It’s also an opportunity to reinforce what matters for the organization. When recognition is tied to company values, it becomes culture-building regardless of generational differences.
For example:
Recognizing collaborative spirit after a cross-team project
Celebrating innovative solutions that improved a process
Highlighting unwavering commitment during a busy season
Each generation may approach recognition a little differently, but company values give everyone a shared foundation. Gen Z often connects most to purpose and shared vision, Millennials may experience values-based gratitude as a signal of belonging, and Baby Boomers frequently appreciate recognition that highlights legacy and long-term impact.
That’s why values-based recognition is one of the most reliable ways to make employee appreciation feel meaningful, no matter who is receiving it.
Gratitude That Works for the Whole Team
At the end of the day, employee gratitude doesn’t need to look the same for everyone, but it should reach everyone. In a multigenerational workplace, that means creating space and opportunities for appreciation that feels authentic across the entire team.
You don’t need to come up with new creative employee appreciation ideas every day. What matters most is consistency and doing the basics well: recognizing hard work in the moment, celebrating contributions in ways that feel meaningful, and making gratitude part of everyday culture.
The tricky part is doing that at scale. When appreciation depends solely on individual habits, it’s easy for recognition to become uneven or for certain team members to be unintentionally overlooked. Inspirus helps organizations create a more consistent rhythm of gratitude, with visibility into recognition patterns and simple ways to reward employees in alignment with company values.
Connect with us to learn more today.
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