What Shapes Gen Xers?
Generation Xers were born between 1965 and 1976 when having children became unfashionable. The smallest generation in recent history started with the lowest birthrate in 10 years. The number of women who married dropped 47%. By the 1970s, 50% of Boomer marriages ended in divorce.
Gen Xers were latchkey kids. Many had working parents and came home from school to an empty house with no mobile phones. They learned to be independent spirits. Infrastructure increased for the boomers then families shrunk. Xers had what they wanted all to themselves.
The decadent 1980s were followed by a recession in the early 1990s. Xers saw their parents lose long-term employment and possessions. This is one key reason Xers do not have the same loyalty to an employer that previous generations did.
Entertainment changed the way Xers work. These kids had their own television programming. Sesame Street and MTV shrunk attention spans and bred a need for entertainment. Xers like fast-paced work environments.
Later in life, Gen Xers looked to create the families they missed. They marry later, have more children, and require a good reason to work late.
The Value of Gen Xers at Work
From an early age, Xers had the freedom to make decisions. Xers, known to be cynical teenagers, have turned that cynicism into critical thinking skills. Having been left alone to organize their time, do chores, and get homework done before their parents got home, Gen X managers today are entrepreneurial and independent. Xers make up more than half (51%) of leadership roles globally.
They are tech-adept, loyal, and committed to development. Though not seeking social interaction as much as generations before and after them in the workplace, Xers do place a high value on mentoring and helping others develop.
Communicating with Gen X
According to a Medium writer, Jenee, Gen Xers, “made a safe place for geeks, nerds, and outliers to call home in the forums, chatrooms, and social media platforms, but still stick to some more traditional forms of communication in their personal lives.”
Xers like email at work. They expect emails to be replied to promptly. They also gather much of their information electronically. They utilize online tutorials and still follow and read blogs.
Managing Generation X
The most enticing benefit you can provide to Generation X is time off. They are often caring for both elderly and children simultaneously. Independent Xers ask, “If the work gets done, why does it matter when or where I do it? Allowing four ten hour days, occasional or regular work from home opportunities, etc. has proven to draw this generation.
To ensure your workplace attracts Generation X employees, support their lifestyle. This is not a cyclical trend, but a crescendo for Xers and the next two generations at least. They want more flexible workplaces and spaces. Family time is very important.
Most of us prefer to be asked to perform a task, rather than being told. This is especially true with independent Xers. They prefer to work alone or in small groups and expect recognition to be individual. Xers would like to see an end to seniority-based advancement paths at work, they prefer that they are judged on a meritocracy.
Xers are looking for enjoyment in their work and will question rules that seem stupid to them. If meetings seem purposeless, they will question them. Xers should be asked to streamline paperwork and head up green initiatives. If they question the status quo, give them the job of finding a better way.
Xers want to be challenged, enjoy a fast pace, and want opportunities for personal development. Give them space to do their work and feedback when they’re finished. Let them work with their head down, but occasionally check in to ensure they aren’t burning out.
