Much is written and said in the media about the differences by generation. Often the differences that are visible on the shop floor are mentioned. Frequently mentioned are differences in job satisfaction, loyalty to the organization, commitment, lifetime employment and work-life balance. The period at which one enters the labor market would continue to determine which work-related norms and values one finds most important10. In addition, there seems to be something of a consensus among management teams and executives that generations differ fundamentally in their work values and behaviors, which has implications for an organization’s HR policies. In order to attract, motivate and retain the youngest generation of employees, it is increasingly suggested that they should be treated differently than employees from older generations.
To understand these differences, let’s briefly zoom in on the common events and experiences by generation and the consequences this might have on the associated work values and behaviors.
Baby boomers are the post-World War II generation. They grew up in times of reconstruction and economic growth. The parents of baby boomers experienced WWII up close. So baby boomers were generally raised with the idea that it is important to have money in the bank and to be able to support your family in times of need11.
When baby boomers entered the labor market, the tendency was to live close to work. Often they had little choice in this, as they took over their parents’ business, for example. This could contribute to the fact that when it comes to work, baby boomers often seem to believe in lifetime employment and are therefore very loyal to their employer. Studies indicate that compared to later generations, baby boomers are more satisfied with their jobs and less inclined to change jobs. In addition, studies show that baby boomers indicate job security as an important factor in their jobs. Also, compared to later generations, baby boomers seem to value status and money more12.
Generation X grew up during the Cold War period and thus in times of uncertainty. When they entered the labor market there was economic decline (the oil crisis), so jobs were not on the horizon 13.
You might think for this reason that Generation X also values security within their work life. However, Generation X actually seems to value loyalty to their employer less, making them more likely to change jobs compared to baby boomers. In addition, they value work-life balance, autonomy and independence14.
Research shows that Generation X is more individualistic than baby boomers and more likely to ask for a promotion. They believe they should take responsibility for their careers and be prepared to change jobs when the opportunity arises and if their expectations are no longer in line with those of their employer15.
Millennials grew up at a time when technology was booming, the Internet was becoming a commodity, and there was a strong focus on individualization and globalization. They entered the job market during times when “the sky was the limit.” 16
Due to individualization combined with the rise of the Internet, millennials seem to have an even stronger focus on their own development, development opportunities and mobility at the beginning of their careers. Additionally, due to the rise and use of flex contracts, millennials place less value on loyalty to their employer and change jobs easily. Millennials seem to value social responsibility more, and (also) work-life balance. In addition, work – because the “sky is the limit” – should above all be fun and the need to have a fixed and predictable income is less present17.
Millennials are described in both media and professional literature as confident and achievement-oriented. It is suggested that in addition to a high salary, they also want quick promotion, challenging work and a good work-life balance18.
By 2025, Gen Z controls 27% of the global working population. Gen Z does not know a world without technology. They have grown up with social media and digital tools. This also makes them “global”: they are in daily direct contact with the world and are also very aware of their role in that world. Their parents worked during the “burnout pandemic” which makes Gen Z’ers aware of the negative consequences of being “always on.” 19 The Gen Z’ers currently entering the job market studied during the corona crisis. What consequences this will have for their work ethics is not yet clear, but a logical consequence may be that they find it more difficult to make social (work) connections and value flexible and digital working even more, thus creating an even stronger trend toward individualization in work.
In addition, they enter the job market at a time when jobs are there for the taking, but where it is economically difficult looking at opportunities to buy a home in conjunction with having high student debt.
Generation Z grew up in a world of abundance with relatively few constraints. Work, unlike with baby boomers, is not number one. Again, the “sky is the limit” and there is the opportunity to make money relatively easily with new (online) jobs such as the influencer profession or earnings in crypto. In addition, as they grow up, there is more focus on climate and lifestyle. As a result, they also often look for aspects in their jobs that allow them to contribute socially as well. Want to know more about Gen Z? Read the interview with Gen Z specialist Sten van der Heijden here .
As seen above, there is a lot of information about the differences between generations and their corresponding work ethics. However, there are also criticisms of this construct. For example, various studies use different start and end periods for certain generations. In addition, there is always the question of whether we are really talking about a generational difference, or rather an age or period difference. It is also difficult to draw generalizing conclusions about generations because they often do not take into account the personal and cultural differences or individual background of people belonging to a generation. Read more about this in our article “The generation gap: controversial, but present. How do we close the gap at work?” or the article “Science has problems with the concept of thegeneration gap.
Generations. Much is said about it both in the (social) media and professional literature. Yet there is also much criticism of the construct because it is difficult to define and does not take individual differences into account. Thus, the differences in work ethic as described above may be partly due to a particular generation to which a person belongs, but remember that it is always a combination of personality, age, social class, gender, ethnicity and national culture. Nevertheless, it is again a topic of conversation these days and it is important for organizations to take it into account. How? Read that in our article “The generation gap: controversial, but present. How do we close the gap at work?