Generation X

The world is changing at a rapid pace. The workforce is no exception and is experiencing a dynamic that has never been seen before. This is the first time in modern history that five generations are working side-by-side (Rampton, 2017). Navigating the most generationally diverse workforce in modern history can be daunting for any organization. Five generations can offer many perspectives and thought patterns for an organization. Defining and understanding each team member will assist organizations in creating an environment that will be conducive to their unique skillset and needs. An individual’s age is one of the most common predictors of differences in attitudes and behaviors (Pew Research Center, 2015). Generations are defined as a group of people who share similar life experiences, values, and attitudes. Each generation has unique characteristics that can impact an organization’s culture and decision-making processes. An organization must fully understand this generationally diverse workforce to leverage this asset effectively.

Following the Baby Boomer Generation and preceding Millennials is Generation X. Generation X was shaped by the fall of the Berlin Wall, the dot com boom, and the evolution of the Personal Computer (Purdue Global University, 2022). Generation X comprises individuals born between 1965-1980 (Pew Research Center, 2015). This makes the approximate age range between 43-58 years old. The label for this generation was popularized by a 1991 book by Douglas Coupland titled Generation X: Tales for an Accelerated Culture. (Pew Research Center, 2015). Generation X is more educated and more independent than previous generations. Many members of this generation have been labeled latchkey kids because they were left alone to fend for themselves while their parents worked outside the home (Lambert, 2004). The family dynamic was a first of its kind, with the residual impact of high divorce rates and higher female participation in the workforce.

They are motivated by diversity, work-life balance, and their personal-professional interests rather than the company’s interest (Purdue Global University, 2022). Research also shows that Gen X members are quick to move on if their employer fails to meet their needs, especially if changes are implemented that impacts their personal life.

Human capital is the most valuable asset of an organization. Generation X comprises 33% of the current workforce (Purdue Global University, 2022). Organizations must continue to placate and cultivate this capital with precision to maximize the potential of each generation and what they have to offer. An individual’s age is one of the most common predictors of differences in attitudes and behaviors (Pew Research Center, 2015). Organizations must be in tune with these differences in attitudes and behaviors to maintain a competitive edge within the workforce. Generation X’s influence will be felt for decades to come, and organizations must keep them in mind while making plans for the future.

References:

Lambert, J. R. (2004). Beyond the “Goods Life”: Mass Consumerism, Conflict, and the Latchkey-Kid. Human Architecture: Journal of the Sociology of Self-Knowledge, 3(1/2), 103–108.

Pew Research Center. (2015). The Whys and Hows of Generations Research. https://www.pewresearch.org/politics/2015/09/03/the-whys-and-hows-of-generations-research/

Purdue Global University, (2022). Generational Differences in the Workplace. https://www.purdueglobal.edu/education-partnerships/generational-workforce-differences-infographic/

Rampton, J. (2017). Different Motivations for Different Generations of Workers: Boomers, Gen-X, Millennials, and Gen-Z. Inc.com. https://www.inc.com/john-rampton/different-motivations-for-different-generations-of-workers-boomers-gen-x-millennials-gen-z.html