Generation X – Multi-Generations in the Workplace Part 4

Generation X

As we continue our series on Multi-generations in the workplace, we will focus on Generation X.   Born between the mid 1960’s and late 1970’s, this generation, like all other generations, has unique characteristics.  But what advantages and challenges does it create in the workplace?

Gen X’ers were born during the Gulf War, and when the internet and MTV were on the rise.  Gen X’ers consider themselves free agents and are very independent.

Other characteristics/facts:

• Independent – This generation is more focused on gaining skills instead of seniority in one job.  They believe that the greater the skill set the better chance they have in obtaining that next opportunity.
• “Strong Technical Skills” – Entering the working force in a time that was very technologically savvy has created a generation of very talented technical workers.
• Work Life Balance – This generation started placing less importance on work and more importance on a balanced life style, working smarter and with greater output, but doing it in less hours.
• Interested in Learning – Although they may be seen as being “slackers” by the Baby Boomers because they don’t necessarily put their job above all else, they are very interested in learning new skills and taking on new challenges.
• Adaptable – Because they don’t necessarily put work as their number one priority, they have become very adaptable to an organizational trend of downsizing resulting in potentially numerous job changes.
• Influences – They were the first generation of kids known as the “Latchkey Kids”, and the first generation who may not do as well financially as their parents.

These are some of the experiences and qualities that have driven the personalities and work ethics of this generation.  Understanding their beliefs and experiences can help those from other generations understand how best to relate to them.

For instance, this is the generation that comes from parents that are workaholics, the Baby Boomers.  As such, they don’t want to repeat that life style of working 70-80 hour weeks.  If the Gen X’er works for a Baby Boomer, they may have difficulty finding common ground on what constitutes strong work ethics.

Again, understanding what drives the behaviour of your supervisor, co-workers or subordinates from this generation will go a long way in helping you have a better and more productive working relationship.  Understand what motivates them, and identify the different ways in which you approach things.

Do you know someone who is faced with this challenge?  Feel free to share this post by using the share links at the top of this page.  And catch up with Part 3 of the series Multi-Generations in the Workplace.