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The Generation X (Gen X) definition includes anyone born between 1965-1980<\/strong>. Sandwiched between the Baby Boomers (born 1946-1965) and Generation Y<\/a> (or Millennials), they make up around 20% of the US population<\/strong>. This makes them the smallest post-war demographic group, but an important group in the working world.<\/p>\n <\/p>\n <\/p>\n Their unique upbringing shapes Gen X\u2019s values and characteristics.<\/strong> At home, they grew up with higher divorce rates <\/strong>amongst their parents and more two-income households. This meant they had much less adult presence in their childhood<\/strong> and teenage years, leading them to be nicknamed the \u201clatchkey generation\u201d<\/strong>. They had to fend for themselves (and look after younger siblings) early.<\/p>\n They have also experienced major geopolitical and economic change<\/strong>. Born into the Cold War, they\u2019ve seen the fall of the Berlin Wall, the AIDs epidemic, the dotcom boom and crash and the global financial crisis. In their working lives they\u2019ve lived through multiple recessions<\/strong>.<\/p>\n The combination of all these factors has made them resilient, flexible, and self-reliant<\/strong>, both inside and outside work. They are independent, analytical and hardworking, with an entrepreneurial \u2018can do\u2019 spirit<\/strong>, as displayed by notable Gen Xer Elon Musk.<\/p>\n Having been through a lot of change makes Generation Xers characteristically laid-back and calm<\/strong>. They don\u2019t feel the need to make a lot of noise around their achievements. That doesn\u2019t mean they shun recognition, but that they don\u2019t actively demand it.<\/p>\n <\/p>\n Gen X has learned from childhood just to get on with things and focus on what you can change. They therefore take a pragmatic view of any challenges<\/strong> they face and have strong problem-solving skills. They are still ambitious and willing to learn.<\/p>\n <\/p>\n Millennials may be seen as the first tech native generation, but Gen X were responsible for creating the internet as we know it<\/strong>, founding companies such as Google and Amazon. As such they are tech-savvy, but not tech-dependent<\/strong> like subsequent generations. Essentially, they experienced the analogue world that came before tech<\/strong>, and saw its advantages and disadvantages.<\/p>\n <\/p>\n <\/p>\n Unlike their baby boomer parents who focused on their careers rather than their home life, Generation X workforce takes a much more balanced view.<\/strong> They have a strong work ethic, but also want a fulfilling home and social life<\/strong> too. That means they won\u2019t just chase additional promotions and pay rises for the sake of it.<\/p>\n <\/p>\n Perhaps due to their upbringing, which saw minimal adult involvement, Generation X are very focused on family and personal life.<\/strong> They have lots of hobbies and spend a great deal of time (and money) on their families, whether caring for children or helping parents who are living longer.<\/p>\n <\/p>\n Gen X has seen a lot of change, and this has made them independent and resilient.<\/strong> However, at the same time they crave security, which can be seen in their desire for a strong family and social life. It also manifests itself in a need for safety and a lack of risk taking, both at home and work.<\/p>\n <\/p>\n As a generation that spans the analogue and digital worlds<\/strong>, Gen X has experience of a range of communication styles. They are equally happy with face-to-face meetings and picking up the phone as sending an email or using social media. They like working in teams, are adept at building strong, interpersonal relationships<\/strong> and loyal to their friends.<\/p>\n <\/p>\n <\/p>\n The majority of Gen X are now in their 40s and 50s, meaning they have been in the workforce for many years. They now make up around 35% of employees, and over 50% of managers. <\/strong><\/p>\n <\/p>\n Research by Zety has shown: For 86% of Generation X workers, work-life balance is important and excessive overtime is a relevant reason for quitting their jobs. Many Gen Xers even want a separation between work and personal life<\/strong>.<\/p>\n As part of their desire for independence and work-life balance, many Xers want to work from home<\/strong>. A EY US Generation Survey<\/a> in 2022 found that 29% of Gen X respondents who plan to leave their jobs in the next year said home office options would encourage them to stay.<\/p>\n <\/p>\n Their experience has been one of tremendous economic change – recessions, layoffs and restructuring. No wonder job security and financial security are more important to them than career fulfilment<\/strong>.<\/p>\n <\/p>\n 25% of Gen Xers have been with their current employer for more than 12 years. However, Gen Xers do not have the unwavering loyalty of the baby boomer generation<\/strong>. They are committed to a life outside of work.<\/p>\n <\/p>\n Gen X is clear in what they want from employers:<\/strong><\/p>\n <\/p>\n \u00a0<\/strong><\/p>\n <\/p>\n <\/p>\n Gen X is very much the middle generation, acting as a bridge<\/strong> between the buttoned-down but hard-working baby boomers and the creativity and purpose of millennials and Gen Z. Generation X workplace characteristics mean they are highly invested in their jobs but want balance<\/strong> and are only loyal if their needs are being met. They have less interest in purpose but are equally committed to receiving open and direct feedback around their work.<\/p>\n Get to know all generations in today\u00b4s workplace. Understand what Generation X, Y and Z<\/a> really wants and what you should focus on as a company. Our deep dives will help you.<\/p>\n <\/p>\n There were over 53m Gen Xers in US workforce in 2022, a smaller number than millennials. However, given their length of service they hold over 50% of management roles<\/strong>, meaning that many of their challenges they face are about managing multigenerational workforces<\/strong>.<\/p>\n As well as successfully managing teams, they do have to deal with a range of other issues that impact their engagement and loyalty:<\/p>\n <\/p>\n As a generation that combines analogue and digital skills, Gen X can be targeted equally through online and offline channels<\/strong>. They are happy to interview face-to-face as well as using social media and smartphones to build virtual networks and target opportunities<\/strong>.<\/p>\n There are number of things that Gen X is looking for from employers:<\/p>\n There\u2019s a common misconception that Gen X are loyal and don\u2019t leave their jobs, particularly as they get older. However, that\u2019s not the full picture \u2013 if you don\u2019t meet their needs Gen X will have no qualms about quitting<\/strong>. 2022 data from Visier showed that Gen X were leading the Great Resignation, with 37% more 45-50 year olds leaving companies in Q1 2022 compared to a year earlier.<\/p>\n These are the most common reasons for Gen X leaving a role:<\/p>\n <\/p>\n Given their age, Gen X are currently in the \u201copportunity decade\u201d when they will rise up to the top of organisations or seize new opportunities. Many are seeking change, either in their working or personal lives <\/strong>as children leave home and they become more senior.<\/p>\n As they currently hold a great deal of a company\u2019s intellectual capital, they need to be nurtured and engaged<\/strong>. However, given they are sandwiched between two larger, noisier generations (baby boomers and millennials), they can be overlooked by businesses<\/strong> and taken for granted. This led to Pew Research nicknaming Gen X as the \u201cneglected middle child\u201d <\/strong>stuck between baby boomers staying longer in the workforce and growing numbers of millennials below them.<\/p>\n So firstly, don\u2019t take Gen X for granted<\/strong>. It may feel that they\u2019ve been around for a long time, and that they just get on with their jobs without complaint. However to get the best out of Gen X it is essential to meet their needs, especially when it comes to management, feedback and communications:<\/strong><\/p>\n <\/p>\n \u00a0<\/strong><\/p>\n Workplaces are likely to currently have a mix of four generations<\/strong>, from baby boomers down to Gen Z. While this not an equal split, with more and more baby boomers retiring, there are still significant differences between generations and how they want to be treated \u2013 by managers and their colleagues. It is up to companies to bridge this divide by understanding their individual needs<\/strong> and providing managers with the right training to avoid bias and to get the best from a multigenerational workforce.<\/p>\n Read all about the advantages of multigenerational teams and learn how to lead them successfully in our blog “Multigenerational Workforce<\/a>“<\/u><\/p>\n <\/p>\n Managing teams comprising Gen Z, Y and X requires leaders to take a personalized approach<\/strong>. They must meet the individual needs of every team member, providing them with the right experience that motivates and retains them<\/strong>.<\/p>\nFocus on Generation X<\/h2>\n
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What are the main characteristics of Gen X?<\/h2>\n
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Quiet and self-effacing<\/h3>\n
Pragmatic<\/h3>\n
Tech-savvy, not tech-dependent<\/h3>\n
What are the values of Generation X?<\/h2>\n
A desire for balance<\/h3>\n
Focused on family<\/h3>\n
A need for security<\/h3>\n
People people<\/h3>\n
What does Gen X think about work?<\/h2>\n
Work to live<\/h3>\n
Job security<\/h3>\n
Loyalty, but within limits<\/h3>\n
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What are the main differences between Gen X, Gen Y and Gen Z?<\/h2>\n
Gen X wants:<\/h3>\n
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Gen Z<\/a> wants:<\/h3>\n
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Gen Y<\/a> wants:<\/h3>\n
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What are the challenges of Gen X in the job market?<\/h2>\n
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How can companies target and recruit Gen X?<\/h2>\n
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Why do Gen Xers quit their jobs?<\/h2>\n
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How can employers motivate and inspire Gen X?<\/h2>\n
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How can Gen X, Y and Z work together?<\/h2>\n
How Tivian helps you successfully lead multigenerational teams<\/h2>\n