Date of Conferral

8-12-2026

Date of Award

August 2026

Degree

Doctor of Business Administration (D.B.A.)

School

Management

Advisor

Ashley Riebel

Abstract

A lack of effective leadership strategies for recruiting and retaining a multigenerational workforce poses a significant challenge for organizational leaders. Failure to address the diverse needs and expectations of employees across generations can reduce employee retention, hinder organizational effectiveness, and increase operational costs. Grounded in transformational leadership theory, the qualitative pragmatic inquiry identified and explored effective leadership strategies used by some organizational leaders to recruit and retain a multigenerational workforce. Participants were six organizational leaders from large organizations in the United States with experience leading multigenerational workforces. Data were collected through semistructured interviews and secondary data from publicly available sources and artifacts. Thematic analysis identified six major themes: (a) adaptive and situational leadership, (b) inclusive and equity-centered leadership, (c) communication, (d) psychological safety, trust, and culture, (e) mentoring, learning, and knowledge sharing, and (f) accountability, performance, and feedback. One key recommendation is to implement adaptive and inclusive leadership practices that recognize and respond to the diverse needs of employees across generations to enhance recruitment, strengthen employee engagement, and improve retention. The implications for positive social change include the potential for organizational leaders to create workplaces where individuals feel respected, supported, and included, leading to more inclusive organizations, stronger workforce participation, and healthier communities through increased economic stability and long-term employment.

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