Continuing our series on the different generations at work, this week we will focus on Generation X. Born from 1965-1981, Gen Xers are often considered the “slacker” generation. Raised as “latchkey kids”, meaning both parents worked so they had to let themselves in the house after school, Gen Xers naturally question authority figures and are perceived as very adaptive to job instability.
Behaviors in the Workplace
Gen Xers tend to act independently, making them self-starters. Generally tech-savvy, pragmatic and competent, experts attribute their autonomy in the workplace to their shared experiences at latchkey kids. This self-managing approach means that micromanaging is not received well by this group.
Common Characteristics
Early experiences have caused Xers to strive to achieve that elusive work-life balance in hopes of avoiding what their workaholic parents endured. Xers tend to change jobs more frequently than Boomers or Traditionalists, often seeking new opportunities every three to five years.
How to Communicate
Appeal to their desire for independence by eliminating any micromanaging practices and delegating multiple jobs to them at once. Xers appreciate one-on-one time with their managers with the opportunity to receive ongoing feedback. Foster trust within your Gen X employees by emphasizing their results and achievements rather than the methods used to accomplish them. Be inclusive—keep them in the loop during key decisions because Gen Xers are natural problem solvers.
The bottom line: If you want something done, give it to a Gen Xer. This generation has been self-managing for years, so they gain a great sense of pride and accomplishment by getting stuff done independently. Got a great Gen X employee you want to keep? Retain them by developing family-friendly programs, such as flex time, telecommuting and job-sharing. These are of the utmost importance to the Gen Xers searching for work-life balance.
Do you need help navigating communication styles in the workplace? Let us know.
By Blair Koch
