Gen Xs are beginning to fill leadership roles as baby boomers retire. Where boomers have the experience, Gen Xs have the qualifications.

Some Gen Xs have now hit the big 5-0 and are entering either the ‘opportunity decade’ or their mid-life crisis. Many are soul searching, seeking greater meaning in life and considering significant changes to their career direction and lifestyle. Here are some tips for effectively managing Generation X employees in the workplace.

How to stop this generous pool of knowledge and experience from going to greener pastures

Your style and attitude:

  • Avoid stereotypes and appreciate there are different personalities in the workplace. All team members have different aspirations and motivations.

  • Lead by example. Actively embody the traits and values you want your staff to emulate and give them reasons to be loyal.

  • Be genuine, authentic, collaborative, inclusive, aware and decisive.

  • Seek a role model to become your mentor, someone you respect, trust and want to follow, and who can guide your career wisely.

  • Be an exceptional listener.

  • Limit meetings to when there is a real need.

  • Deliver what you promise.

  • Be an advocate for your team.

  • Share your vision, exchange on the latest trends and show optimism for the future.

  • Avoid micromanaging.

Where boomers have the experience, Gen Xs have the qualifications.

Practices and processes

  • Give them flexibility and the ability to work independently.

  • When managing older employees, give them the opportunity to contribute. They want to make an impact on the business.

  • Allow them the opportunity to do things their own way.

  • Enable them to achieve quick wins.

  • Give them immediate feedback.

  • Provide them with opportunities to learn new skills.

  • Provide them with constant stimulus.

  • Provide them with dynamic information in a structured format.

  • Have a clear agenda for meetings and a single focus. Identify clear outcomes and aim for immediate results.

  • Consider carefully how you give advice, and help them realise the value of the advice.

  • Establish empathy and effectiveness. Prove you understand their concerns and address them with practical solutions.

  • Push the importance of an overall plan, but balance this with reference to short-term gains.

  • Address their concerns positively. Remember they are time-poor and want instant gratification.

  • Ask them what kind of contact they would prefer – email, phone, in person – and meet that request.

  • Have clear agenda and a single focus when meeting with them; and follow-up.

  • Use technology to communicate.

  • Incorporate humour and games into work activities and culture.

Some light bulb bright ideas

  • Provide them with flexible working hours and consider job-sharing practices.

  • Consider initiatives that help them save or make better use of time. They like using tip sheets, checklists and calculators.

  • Give them work that matters to the business and tell them why it matters and what impact it will have on the business’ success.

  • Create family friendly work practices.

  • Involve them in succession planning allowing them to design career paths.

  • Create family friendly work practices.

  • Involve them in succession planning allowing them to design career paths.