INSPIRATION – Renewmyday

Work as Value

The great challenge for employers is ensuring that employees remain sustainably employable. Renewmyday embraces the Work as Value methodology from Tranzo/Tilburg University (the capability approach for sustainable employability) as a scientific inspiration.

The core principle is that people want to engage in work that they find important and valuable. To achieve this, they seek to realize goals and values through their work. This differs from person to person, from team to team, and from organization to organization.

Work as Value is a method that has a profound impact on both the organization and the well-being of employees. When work aligns with personal values, it fosters greater employee engagement and commitment to the organization

Personal growth

Self-confidence

Motivation

Vitality

Meaningful and effective support that resonates with everyone

Our Employee Assistance Program (EAP) delivers personalized support for every life stage by aligning with the values, preferences, and communication styles of each generation within your organization.

Baby Boomers

(1941 – 1955)

Baby Boomers grew up after World War II, during a period of economic growth and social changes. They are known for their strong work ethic, loyalty to employers, and extensive experience.

They value formal communication and stability and may be more reserved when it comes to embracing new technologies.

This generation respects hierarchy, often demonstrates competitiveness, and strives for financial independence, with many wanting to continue contributing to the world even after retirement age.

Generation X: The Connector

(1965 – 1980)

Generation X came of age during times of economic change and the rise of computers and is known in the workplace for their independence, flexibility, and pragmatic approach.

They are adaptable, value a good work-life balance, and are technologically proficient.

This generation is often skeptical of authority but also loyal to companies that provide growth opportunities. They prefer informal communication and prioritize results over mere presence.

Millennials

(1981 – 1996)

Millennials experienced the rise of the internet and social media and are often known for their focus on technology and diversity. They favor work models that allow for personal growth and autonomy.

They appreciate employers who understand that productivity is not confined to traditional office hours or locations and prefer a hybrid work model.

For this generation, work is more than just a way to earn money, so they seek meaningful work that aligns with their values. They are motivated by opportunities to contribute to something greater and often look for organizations with a strong social commitment or a clear mission.

Generation Z

(1997 – 2012)

Generation Z grew up with digital technology and the internet, and they are known for their preference for flexibility, a good work-life balance, and inclusivity in the workplace.

They prefer fast, direct communication, enjoy working with the latest digital tools, and are strong advocates of hybrid work models, where they can choose between working in the office or remotely.

Inclusivity and diversity are not only important values for this generation but also expectations. They want to work in environments where differences are celebrated, and everyone feels welcome. Companies that actively promote these values have an advantage with this generation.

Loyality Pragmatic Flexibility Diversity

Every Generation Has Its Challenges

Watch the video

The Power of a Generation-Inclusive Workplace

26%

of the Dutch population experienced mental health issues in 2022.

39%

39% of Gen Z in the Netherlands suffered from a mental disorder over the past 12 months.

63%

of Dutch Millennials are currently dealing with work-related mental health issues, such as stress.