{"id":8373,"date":"2025-05-06T03:46:11","date_gmt":"2025-05-06T01:46:11","guid":{"rendered":"https:\/\/rvdb.nl\/the-generation-gap-controversial-but-present-how-do-we-close-the-gap-at-work\/"},"modified":"2026-07-08T12:48:42","modified_gmt":"2026-07-08T10:48:42","slug":"the-generation-gap-controversial-but-present-how-do-we-close-the-gap-at-work","status":"publish","type":"post","link":"https:\/\/rvdb.nl\/en\/the-generation-gap-controversial-but-present-how-do-we-close-the-gap-at-work\/","title":{"rendered":"The generation gap: controversial, but present. How do we close the gap at work?"},"content":{"rendered":"\t\t
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The generation gap: controversial, but present. How do we close the gap at work? <\/h1>

Written by: Lieveke Peeters, <\/em>Karen den Hartog, and Nienke Tolboom,<\/em> People & Culture Consultants at Rvdb, May 2023<\/p>

\u201cMillennials would rather sit in a camper van in Portugal than contribute anything to society … Stop the idealistic chatter, take responsibility and contribute to society.\u201d This message showed off in an article (1) written by someone who would most likely identify himself as a \u201cbaby boomer\u201d given his year of birth (1962). However, baby boomers are labeled the \u201cprofiteering generation\u201d: \u201cthey frustrate our (Gen X, Y, Z) careers because they hold the best positions. We pay the toll of their aging, because we have to work longer to keep pensions affordable. They can still retire early and thus force us to work longer, while they themselves have all the time in the world.\u201d (2) Not to mention the newest generation entering the job market: Generation Z (or \u201cGen Z\u201d). Gen Z’ers want to be in control of their future and are more creative with their time. They have no intention of working overtime and, above all, want to be of use and be able to add immediate value. This means that as soon as they feel that a job does not suit them or does not adequately meet their demands, they immediately quit or simply do not show up. Thus, Gen Z’ers are undoubtedly spoiled and lazy. (3)<\/p>

With the entry of Generation Z into the labor market, the discussion around the generation gap has flared up again. We hear it in the media, but above all we hear it – as People & Culture consultants -back from our clients in different organizations. Organizations are struggling to find and retain the right talent and leaders are wondering how to deal with the (in their eyes changing) work ethic of young talent. So we decided to dive a little deeper into the concept of “generations. Because what exactly are generations, and is the ever-escalating discussion surrounding the generation gap legitimate? Do our generations and their work ethics really differ as much as the media suggest? And if this is indeed the case, how can you as an organization respond to this? <\/p>

What are generations? <\/b><\/h3>

A quick step back. What is the definition of a \u201cgeneration\u201d anyway? Most definitions in sociology are influenced by the work of Karl Mannheim. In 1923, he wrote an essay stating that a generation consists of \u201cdifferent individuals who share common (historical) events and experiences because they were born in the same historical period and socio-cultural context\u201d (4). Thus, a generation is a group of people born around the same time who shared certain life-changing events during a critical developmental period or stage of life (childhood, adolescence) (5). These shared experiences during critical developmental periods would in turn lead to unique norms and values, outlook on life and certain behaviors within the same generation. The period at which one enters the labor market would then continue to determine which work-related norms and values one considers most important. (6)<\/p>

Currently, four generations can be distinguished in the labor market:<\/p>