Generation X include those who are born between 1965 and 1980 are looking for a healthy work and lifestyle compromise, a balance that is flexible and satisfies their financial, family and personal needs.

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

The majority of Gen Xs are now over fifty 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 a 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.