Series on Generations

Generations Across the Workplace: Gen X

• Flexible
• Informal
• Independent
• Skeptical
• Communication style: whatever is most efficient.

According to Purdue Global, if you receive a succinct text or a bullet-pointed email, most likely you are communicating with a Generation X co-worker, born between 1965-1980.

The value of independence may be a result of growing up as a "latch key" kid. It was not uncommon to wear a house key as a necklace so that they could unlock the door of their empty homes after walking home from school. This independent nature may be a contributor to why 55% of startups are by Gen Xer's.

Gen Xer's expect and favor diversity. The Civil Rights movements during the 1960's created pathways for Gen X to experience integration and social norms of diversity. Think about the 1980's. This was the emergence of the AIDS epidemic and also when we saw representations of celebrities and entertainers who were expressing their own identities and pushing societal norms. MTV, Star Wars and CNN all emerged in the 1980's. The Berlin Wall also came down.

Gen Xer's also expect balance between work and life. In fact, it is notable that Gen Xer's can be resistant to change at work if the change causes any detriment to their personal lives. Additionally, Gen Xer's are motivated by professional and personal interests, and less so by the company interests. Giving time to a Gen Xer to prepare for change as well as be part of the decision-making, can help retain an employee who may otherwise see the change as a reason to leave. Workplace shifts to reducing or eliminating hybrid/flexible work schedules may impact the ability to have work-life balance.

What are some guidelines for effectively retaining and motivating the Generation that will outnumber the Baby Boomers by 2028? As with any generation, recognize and adapt to the communication style that Gen X prefers. Long paragraphs or communicating after hours may lead to miscommunication.  Like with Gen Z, providing the What and the Why of a decision, and letting the Gen Xer decide the How, will support the employee value of independence and autonomy. Consider leveraging the flexibility trait by inviting a Gen X employee to help you problem-solve or take the lead on a project. And also respect their decision if they decline to assist.

As for technology, Gen Xer's had computers in their classrooms and cable tv in their homes. Remember Atari? This has helped to support adaptability to changing technology. Given that Gen Xer's are skeptical and efficient in their communication, leverage technology in a manner that overcomes resistance by demonstrating its efficiency.

As I write this, I am painfully aware that I am biased as a Gen Xer. Ageism is real and influences our values and the lens that we look through. Of all the "ism's" we face, ageism is a leading cause of miscommunication and conflict. Taking time to appreciate and understand the differences requires putting aside our own biases. Focusing on the workplace mission, not the individual needs, helps us to see that we have more in common as members of an organization. Taking time to listen to each other with curiosity supports a more collaborative work experience.