She admits it honestly: the first few times that Ruth Rottiné (42) was told during a job interview that the twenties wanted to work opposite her part -time, she was surprised. “No children, just from the lecture banks, and still want to work for four days? I had never heard that,” she says.
Four years ago she founded Wettermerk, a marketing agency for the water and cleaning sector. She now employs eight people, mostly people in their twenties. The majority works part -time. “I really see it as a generation difference,” she says by telephone from Leeuwarden, where her company is located. “I am closely connected to my work, but for my younger colleagues work seems less important. They attach more value to whom they are outside of office hours, they say, and want more time for that.”
Rottiné experiences generation differences in more areas. “In particular in the field of communication and coordination, I sometimes get stuck. We work a lot at home, but if I want to give important feedback or have a conversation about wage increase, I prefer to do that in real life, in the office. For me it feels naturally, but people in their twenties with whom I have worked, do that think it is crazy.
Rottiné is not the only one who feels that she works differently than younger generations on many points. According to Statistics Agency CBS, the labor market is more diverse than ever. It can now be divided into four generations: Baby Boomers (1946-1964), generation X (1965-1980), Millenials (1982-1996) and Generation Z (1997-2012)-already differ those dates per study or labor market analysis.
Recently asked mediator Ormit Talent Nederland Twelve hundred Dutch employees from different generations how they viewed work. More than half (57 percent) of them had the idea that the gap is growing between generations. Generation Z in particular feels strong (70 percent). And from the generation of X people surveyed, three -quarters think that ‘the younger generation’ had a lousy work mentality.
When it comes to generation differences in the workplace, clichés are lurking quickly. Gen Z’ers are, as the youngest, most often the bobbin. They would be lazy and demanding, being able to withstand criticism and not want to work hard.
Social psychologist Kim Jansen regularly hears such judgments. “If young people are sick, they will send an app instead of calling. For many elderly people it is unthinkable. You check if you can be sick at all? Or you make replacement. The conclusion that young people are easy -going or brutal is quickly drawn.”
With her company Generations at Work, Jansen gives presentations and training courses to companies that are considering generation issues. Previously she did that especially in the corporate sector: law firms, insurers and accountancy. In the meantime, care companies, government and manufacturing industry are also in line with. “We live and work longer, so the diversity in the workplace is growing – also in the field of generations. The labor market is tight. Many companies want to know how they can bind to themselves in the youngest generation.”
The elderly have always had the tendency to criticize younger generations. That already happened in ancient Athens
Nothing new under the sun
Does that youngest generation really behave so differently than other generations? That is not too bad, says Ton Wilthagen, professor of Labor Market at Tilburg University. “In the public debate, it seems that generation Z comes from another planet. But the elderly have always had the tendency to criticize younger generations. That already happened in ancient Athens. There are differences, but if you look closely, they are not very large and not only to grant generations.”
For example, many work preferences of Generation Z can be explained by differences in phase of life, the impact of events such as the Coronapandemie, and general social changes that influence all age groups. Gen Z’ers and Millennials are known as job hoppers, but young people have always changed jobs before. And not only Gen Z’ers, but Dutch people of all ages attach great importance to activities outside of work and have a preference for part -time work. “If you look at the figures, you see that 25 to 35-year-olds most often work full-time, while people over 55 start working less,” says Wilthagen.
By talking a lot about it, you can also enlarge the gap
Jansen also warns of the risks of too strong generation thinking. “By talking about it a lot, you can also increase the gap. Because you create problems that are not there or attributes certain preferences to generations, while they have a very different cause,” she says.
More flexibility
That does not mean that there are no differences between generations at all. Jansen: “The people in their twenties and many people in their thirties now really want other things when it comes to work-life balance. They want to take steps faster, more flexibility and preferably determine where and when they work.”
As an explanation for the desire for flexibility of many young people, Wilthagen mentions the many dual -income households. “Now that the financial climate requires both partners to work, young people are looking for more freedom to organize their work at the same time.”
That preference can be seen in specific sectors. For example, Jansen notices that young general practitioners do not want their own practice, but only want to perceive; That saves responsibility, making them freer and more flexible. She also sees more young people who prefer not to run evening or weekend shifts.
Maaike de Gans, manager in care for the disabled, recognizes this image. She works with staff of all ages: from sixteen -year -old trainees to permanent forces who almost retire. “Older colleagues regularly grumble at the later generation, if such a young person tries to exchange an evening or weekend service. What they forget is that they often did exactly the same when they were younger.”
Instead of complaining about all those preferences, the all over sees opportunities. In the evenings and weekends, the workload is lower, with fewer agreements and practitioners that come by. “Many elderly people need it, while young people prefer to work during the day. I could go against that, but I prefer to look at how those differences complement each other. Ultimately, that gives you more job satisfaction for everyone.”
The preference for flexible work schemes and a better work-life balance sometimes interpret critics as a sign of reduced collection capacity. Proponents see it as a healthy development, in which people stand up for themselves. Whatever the case: that generation Z sets conditions for the way of working, it is easy to explain from her position. In 2022, one in four 18 to 35-year-old employees indicated that they experienced burnout complaints. Moreover, the National Working Conditions (NEA) of TNO and Statistics Netherlands and CBS show that the seriousness of those complaints among young workers is increasing. Wilthagen: “Surveys among students of Tilburg University shows that many young people are wary of work pressure and possibly stress. Not because they want to work little, but because they want to prevent problems in the mental field.”
According to Wilthagen, such an explanatory development is the need for generation Z to learn and to develop. “Younger employees know that they do not stay with the same employer long, so they think ahead. If I will leave this employer, what skills do I have for a new step? For growth opportunities or a learning curve you can see as demanding, but from their position it is logical,” says Wilthagen.
By younger colleagues I suddenly thought: a day less work, why not?
Lessons of a younger generation
The way of working of her younger colleagues has inspired marketer Ruth Rottiné. “My whole working life, even when I was employed, I made long days. Last year I went on vacation for the first time in my life without taking my laptop with me. That was a relief, I came back from vacation full of ideas and energy,” she says.
That made her think. “Working a day less had never occurred to me, but because of my younger colleagues I suddenly thought: why not? Maybe this step back can also give me a lot.”
Rottiné now takes two afternoons a week off. “As a result, I notice that I relax faster and have more energy for work and hobbies.”
According to Jansen, that is the value of all those different perspectives at work. “Young people are cultural innovators. They feel very good about what is up to date and what is not. Older generations tend to get stuck in an old paradigm, because they are used to it. But as soon as you as an older employee are inspired by young people, you often see that their wishes actually fit very well with what you want.”