Did you know that we are currently working alongside the most generations ever?

From boomers to Gen Alpha: they all step into the office from a different zeitgeist and with a different vision of the future. Having grown up with black-and-white TV or TikTok. With permanent contracts or freelance freedom. From typewriters to ChatGPT. 

Every generation brings its own work attitude and set of expectations. That determines their work mentality: how they collaborate, what they find important, and where they draw the line. For employers who want to remain attractive to all generations in the workplace, it is crucial to strengthen connection and collaboration. We are happy to help you on your way! 

Generations don't actually exist!

Scientifically speaking, generations have no hard boundaries. We are all people who differ even within generations due to cultural background, gender, or personal experiences. “Someone born in 1998 is no more different from someone born in 2001 than from someone born in 1995,” says SCP researcher Andries van den Broek. The categorization into generations is therefore arbitrary.

Still, we use generations. Why? Because peers often carry the same influences from their youth: upbringing, economy, technology, or music. Growing up in a period of reconstruction, in an era of globalization, or with social media in your pocket paints how you view the world and work. Sociologist Karl Mannheim described as early as 1928 that it is not the year of birth that determines a generation, but the shared experiences in your formative years.

That is where the value lies for employers. It helps to understand where shared mindsets come from and why colleagues may react differently to the same situation. No box thinking, but generations as a conversation starter to better understand expectations and work mentalities in the workplace.

From black-and-white to TikTok: how upbringing shapes work mentality

Generations help us to make visible which influences have been decisive in the way people work.

• Boomer (1946–1964): authoritarian post-war upbringing: listen, persevere, don’t ask too many questions. With parents who yearned for stability and reconstruction, working became a duty and loyalty a way of life. Career = permanent contracts and 40 years with the same employer.

• Generation X (1965–1980): key under the doormat, as more women started working. Upbringing was characterized by independence, and economic uncertainty taught: take care of yourself. So no time for fuss in the workplace. Pragmatic, results-oriented, cassette player on, and GO!

• Millennial (1981–1996): raised with “every child is special” in a time of increasing opportunities and globalization. The era of blackberries, MP3s, and MSN. They seek flexibility and impact in their work, but struggle with choice stress and performance pressure. Prefer Bali to a burnout.

• Generation Z (1997–2012): self-aware upbringing with mental health as a priority, as parents know the price of malleability. Clear boundaries and balance in the workplace. Grew up with TikTok and algorithms: always visible, always comparable, always faster. Ambitious and impatient: the next-gen TikTok CEOs, preferably within a year.

• Generation Alpha (2013–2024): hyper-personalized upbringing with AI and screen education. Swiping before they can talk. Learning visually and playfully. Soon interns and trainees (and probably your youngest tech coaches).
  
  

What is obvious to one (“just push through”), feels unsafe to another (“I dare not say it’s too much”). Such generational differences translate directly into expectations and collaboration in the workplace.

What does working with different generations require from employers?

1. Engage in conversation with your team
   Make room for dialogue on a structural basis. Actively ask about expectations, workload, and collaboration. This prevents differences from going unspoken and causing friction or turnover later.
   
   

2. Tailored communication
   Generations bring different communication styles. While one may need context and nuance, another wants quick clarity. As an employer, this means flexibility: convey your message in multiple forms and through different channels, so no one misses the boat.
   
   

3. Build on shared values
   A strong story only works if it rings true from within and is supported by the entire team. Identify what connects generations and build upon that. In leadership, communication, and day-to-day practice. This way, you remain attractive as an employer and foster a culture that is credible and future-proof.