Disclaimer: We krijgen vaak de vraag of onze content ook beschikbaar is in het Engels. Een van onze meest gelezen en gebruikte modellen is de Generatietijdlijn. Let op! We baseren bijvoorbeeld onze jaartallen op de theorie van Hans Becker, die past bij de Nederlandse context. Dit artikel gaat verder in het Engels. Je kunt het Nederlandse artikel hier lezen.
Disclaimer: We often receive inquiries about whether our content is available in English. One of our most read and used models is the generation timelinePlease note that, for example, our dates are based on the theory of Hans Becker, which is tailored to the Dutch context. This article will continue in English. You can read the Dutch article here.
We believe that people have more in common than they are different. Despite these commonalities, we also experience a diversity of individual differences: different stages of life, cultural differences, gender differences, and more. Age and generational differences also belong to this list. With an aging population, these factors are becoming increasingly relevant. What are the differences between generations? And what does this mean for the workplace? To provide insight, Youngworks, in collaboration with Generations INC., created a renewed Generation Timeline, detailing all generations currently in the workforc
What is a Generation?
Each generation spans 15 years, this is also known as an age cohort. There are various classifications and names for the different generations. We base ours on the scientifically tested classification by Dutch generation expert Henk Becker.
How do Generations form?
Generations form as every person is partly a product of the era in which they grew up. Each age cohort shares characteristics, talents, and needs. This is due to growing up in a specific socio-economic climate, societal and political system, and the spirit of the times, which influence views on for example education and parenting styles.
Formative Years
Formative years are the youth years of a generation group. Some researchers define these years between ages 15 and 25. Hungarian-German sociologist Karl Mannheim argued that first impressions of the world as a young adult serve as a starting point for future experiences. However, some researchers believe that events before age 15 and after age 25 can also be important for the development of a generation. Mannheim lived in the early 19th century, and much has changed since then, including technological developments, climate change, and other areas.
Influence of Early Experiences
The development of the generations as mentioned earlier shows that early experiences with technology, school, and work will be crucial in shaping their perspectives on future changes and evolutions in these themes.
The Generation Timeline
According to CBS, the working population consists of five generations. These are included in this timeline by Youngworks and Generations INC. Want to know more about these generations and how they relate to work? We introduce them one by one below.
Baby Boomers (born between 1941 and 1955)
The Baby Boom generation was born during and especially after World War II. They grew up in a time of reconstruction and unprecedented prosperity. They brought much social renewal, with an emphasis on self-development and free morality. During their adolescence, this generation sought and discovered “alternative ways” of living, such as leftist protests, new music forms, flower power, secularization, and women’s emancipation.
This generation is now mostly retired. Their vision of work is characterized by “a job for life.” Their work attitude is focused on improvement, structure, control, risk management, top-down hierarchy, bureaucracy, and status sensitivity. Those still working want to participate and matter, share their knowledge and craftsmanship with the next generations.
Generation X (born between 1956 and 1970)
Generation X, also known as the “Lost Generation”, grew up in an authoritarian system. Their adolescence was marked by an economic crisis, leading to mass youth unemployment. However, through hard work and adapting to their fate, this generation eventually succeeded.
Generation X is loyal to their employer, persistent, organizationally sensitive, thoughtful, and dutiful. Their pitfalls include clinging to old patterns and processes, over-modesty, reserve, and conservatism. They are now senior employees in leadership or expert roles, focused on sharing experiences, transferring knowledge, connecting broadly, and guiding younger colleagues.
Pragmatic Generation (born between 1971 and 1985)
The Pragmatic Generation, often children of the Protest Generation, grew up with a relatively free upbringing in a society marked by high prosperity. This generation is higher educated than previous ones and received many opportunities, with self-development becoming of utmost importance. Their work attitude focuses on climbing upwards: promotions, becoming managers, earning more money. They are known for their speed, no-nonsense attitude, pragmatism, self-reliance, and independence.
Their current life stage is characterized by balancing work and home life. They thrive on achieving results, winning, and pushing through. They hold the key to innovation and breaking old ideas, provided they seek input from the younger generations. However, they tend to hold on to existing patterns.
Generation Y (born between 1986 and 2000)
Better known as Millennials, this group grew up in high prosperity, the information age, and a highly individualistic society. They received relatively high educations and a lot of attention from their parents. They developed rapidly during adolescence, focusing on personal growth and development. This generation’s strengths lie in creativity, innovation, and flexibility. They are authentic, critical, have a large network, and want quick progress. For Millennials, work should be enjoyable, impactful, and contribute to personal development.
Their current life stage involves “settling down,” though they often delay steps towards adulthood. They struggle with possibilities and choices they face, such as buying a house or having children. They now hold intermediate or sometimes leadership positions.
Generation Z (born between 2001 and 2015)
Also known as Digital Natives, they grew up in the digital age amid uncertainty and threats (economic crisis, climate crisis, terrorism, COVID-19 pandemic). They are aware that opportunities are not limitless and that they will not be better off (materially) than their parents. This generation is highly environment-conscious, cosmopolitan, entrepreneurial, and multitasking.
They have a flexible work style, are outspoken, rational & intuitive, non-conformist, and dare to ask unusual questions. Their pitfalls include dependence, vulnerability, insecurity, boredom, and a short attention span. Their work values include freedom, long-term thinking, and financial and job security. Currently, they are in their formative years, attending school, studying, interning or holding junior positions. They want to make a difference, improve the world, and continue learning throughout life.
Generation Alpha (born after 2015)
After Generation Z comes Generation Alpha. We recently wrote an article about Generation Alpha and what we already know about them. This article is in Dutch. Generation Alpha is very young and yet to experience their formative years.
Want to Know More About Generations?
If you want to know more about the youngest generation within your organization or the collaboration between all generations, Youngworks and Generations INC. can give advise.
Youngworks has been working since 1999 with a team of researchers, advisors, and trainers on various youth-related issues.
We regularly write blogs and long reads; you can find our blogs here. Our knowledge is also bundled in various books and (online) training courses.
Would you like to dig deeper into this topic with your colleagues? Or explore what this means for your organization? Then be sure to contact us.