Generation X forms a significant portion of those working. Statistically, they form 31% of the entire labor force in the US, as per Trendlines.
That’s the second-largest share in the country’s workforce, only after millennials, who comprise 36% of the labor force.
These stats highlight the significant presence of Gen X in the
workforce and their critical influence on organizational performance.
This guide provides essential insights for managers, including Gen X's key traits, effective management strategies, motivators, and tips for fostering a positive work environment tailored to this generation.
Generation X is the demographic cohort preceding millennials (1981 to 1996) and coming immediately after Baby Boomers (1946 to 1964). It constitutes people born between 1965 and 1980.
Often called the "lost generation" or "forgotten generation," Gen Xers have witnessed transformative events like the fall of the Berlin Wall and the invention of the personal computer.
Here are some key traits of Generation X:
Let’s understand the values that drive Gen Xers in the workplace:
Instead of constant supervision, Generation X finds it more enjoyable when given autonomy in how they work and solve challenges.
However, as Millennials become a larger part of the workforce, their influence has brought new expectations for flexibility and technological integration, which Gen X managers must increasingly consider.
Collectively, Gen Xers want an appropriate work-life balance and a work environment that allows one to be a husband and father or a wife and mother without undue compromise.
Most are in their productive working years with children, and many are also now balancing the needs of elderly parents, so family-flexible schedules are appreciated.
Generation X employees value and are loyal to employers willing to fund their personal and professional development. Otherwise, they won’t think twice when better opportunities present.
The pragmatic Gen X prefers stability at work and high compensation. They apply pragmatism at the workplace and are into security in their working environment.
Born during the shift from analog to digital, Generation X readily embraces technological changes, but only when they see clear applications and tangible benefits.
That means Gen Xers can have the potential to help you make your business more social media savvy, and many know how best to leverage AI for a more efficient and effective workplace.
Some employees suffer from micromanagement, which is also one of the significant complaints of Generation X in the workplace.
Gen X loves autonomy at the workplace, and so:
Gen X employees value their work and the families they care for. So, have a working structure providing an excellent work-life balance.
For remote employees, creating structured work boundaries can help them to effectively manage professional and family obligations, which is a priority.
To help maintain this balance:
Gen X occupies middle to top positions in their professional career. Hence, professional training is essential.
To help Gen X employees develop in their careers:
Generation X employees value having their efforts and talents recognized, though they may not seek lavish compliments like younger generations.
To show appreciation effectively:
Self-reliance is characteristic of Generation X, but they also like to act in unison where appropriate. Hence, balance between people working independently and collaborating through:
Generation X employees have their own issues in their place of work, including:
Generation X employees are highly skeptical, especially when they perceive that leaders do not understand the nature of their work.
To overcome this:
Usually, Generation X employees have increasing workloads and personal responsibilities. This can become a dangerous situation that leads to burnout if left unchecked.
Ensure that you properly manage their workload by:
Although often comfortable with technology, Generation X may resist change, especially if they don’t see its immediate value.
To manage this, explain the benefits to them before implementing new tools and systems. Thorough training on new technology can also help avoid resentment.
Before optimizing on LinkedIn to attract promising talents, consider retaining the ones you already have. It’s more cost-effective and better for the organization than recruiting.
And while most Gen X employees prioritize long-term stability, 57% would accept a better opportunity within the next 12 months if they don’t see growth opportunities and their needs being met.
To minimize the turnover rate:
Because Generation Xers have a lot of experience and adaptability, they’re better placed to lead.
To harness their potential as leaders:
Retaining Generation X requires an employer to focus on engagement, development, and fulfillment.
Professional growth is one of the top priorities for Generation Xers, who want to move up the leadership ladder or make lateral movements that keep them engaged and bring new challenges before they retire.
Strategies to Foster Career Growth:
For example, if implementing AI for a more efficient and effective workplace, train these employees to use the technology, allowing them to contribute meaningfully without needing to take on management responsibilities.
Do you know that according to Gallup, well-recognized employees are 45% less likely to switch jobs? Have this in mind when dealing with Gen X.
Strategies for Meaningful Recognition:
As Generation X employees get older, they are more likely to face health challenges that hinder them from achieving an appropriate work-life balance and productivity. The responsibilities of caring for both children and aging parents can make their lives even more stressful.
Here are strategies for supporting their wellbeing:
As Baby Boomers retire, Generation X is stepping into leadership roles, blending traditional practices with modern flexibility.
Strategies for Preparing Generation X for Leadership:
Generation X plays a pivotal role in the workforce, bridging traditional hierarchical workplaces and modern, tech-driven environments. By supporting their growth in career, autonomy, health, and leadership, companies can keep Gen X employees motivated and engaged. Investing in their development and well-being ensures a win-win for both Gen Xers and the organization.
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