This research investigated employee engagement across three generations: Gen X, Gen Y, and Gen Z, recognizing its critical role in organizational success through links to productivity, job satisfaction, and retention. Understanding generational perspectives on engagement becomes essential as the workforce becomes more diverse. The study highlights how social, economic, and political events shape each generation's workplace values and behaviors. Some studies report no significant engagement differences between Gen X and Y, while others show variations. Gen Z displays higher extrinsic, intrinsic, social, and leisure work values than Gen X, with Gen Y showing higher leisure values. Effective generational diversity management and quality leader-member exchanges positively impact innovative work behaviors, particularly among Baby Boomers and Gen X. Employing a mixed-methods approach, the research uses quantitative surveys and qualitative interviews. The sample includes 75 participants, aged 21-60, with a gender distribution of 43% males and 57% females. Generationally, 40% are Gen X, 50.7% Gen Y, and 9.3% Gen Z. Respondents come from various healthcare organizations and occupy both management (62%) and non-management (38%) roles. The majority hold permanent positions, with significant tenure ranging from 2 to over 16 years. The findings reveal significant engagement differences among generations, with Gen Z reporting lower engagement scores compared to Gen Y and Gen X. These disparities indicate that Gen Z has distinct unmet needs and expectations, underscoring the necessity for tailored management practices. Addressing these generational gaps can enhance job satisfaction and engagement, leading to a more motivated and productive workforce. Notably, no significant differences were found between male and female employees or between public and private sector employees in terms of work environment and job satisfaction. This research provides insights into developing inclusive engagement strategies that cater to generational differences, ultimately contributing to organizational success