Here's a novel topic of conversation – baby boomers. In the big picture of employee benefits, most of the recent talk about reaching generational groups centers on millennials, far outweighing any dialogue about other groups, especially baby boomers. But boomers continue to be active business owners and employees, and should still be on your radar.

The youngest of the boomers are in their early 50s, and while they're likely anticipating retirement, many aren't there yet. In fact, many boomers are delaying retirement after seeing the savings they'd built diminished by the economic downturn in 2008 and 2009. Nearly half (49 percent) of those still working say they likely won't retire until they reach age 66 or older, and some predict they may never retire.

Boomers bring a unique set of skills and advantages to the workplace. In addition to the knowledge and experience they've accumulated over their employed years, generally speaking, baby boomers also bring:

• Seasoned people skills and leadership expertise

• Strong work ethic and dependability

• Age diversity

• Cultivated perspectives

• Availability and flexibility, as many are empty nesters

Boomers in the workplaceUnderstanding the distinct differences typical of the generations can help you determine the right mix of benefits to recommend to your clients — and how to communicate them. When it comes to baby boomers in the workplace, keep these factors in mind:

• Multigenerational workplace differences. Today's employees span the generations, from boomers to Generation X to millennials. While people of all generations can find common ground, there are clearly differences that affect how employees interact and perform their roles. These include views on leadership and hierarchy, communication styles, preferred work processes and business etiquette. Consider the impact of these in designing an enrollment strategy for each client.

• Evolving objectives. Needs shift as the generations mature. For younger generations, employee benefits are generally about protecting and enhancing their lifestyle. But for baby boomers, the most valuable benefits are those that provide safety and comfort for the future. Fortunately, the benefits you recommend can be a good fit for any generation. The key is to engage employees in a way that demonstrates how the benefits they're offered meet their varying objectives.

• The fundamental need for flexibility. With different generations under the same company roof, benefit flexibility is essential. Boomers are at a place in life where they expect work-life balance because their priorities are changing, with grandchildren, health issues and aging parents at the top of the list. Work with your clients to offer flexible benefit packages that give employees choices, creating an environment where multiple generations have access to the benefits that fit their lives.

Benefits are a powerful tool to help recruit and retain quality employees – from any generation. But it's vital to be aware that generational differences should help drive benefit offerings and approaches.