Generation X, born between 1965 and 1980, occupies a critical position in today’s workforce. As the bridge between Baby Boomers and Millennials, they are often caught between two vastly different generations with distinct work styles and expectations. Often referred to as the “latchkey generation,” Gen Xers grew up in an era of rising divorce rates, economic uncertainty, and technological change. These formative experiences have shaped their values of independence, adaptability, and a desire for work-life balance.
This blog will explore strategies for managing Generation X using a Diversity, Equity, and Inclusion (DEI) lens. By understanding Gen X’s unique approach to work, managers can create inclusive environments that foster cross-generational collaboration and maximize the contributions of this vital generation.
The Generation X Mindset: Independence, Pragmatism, and Work-Life Balance
Generation X is known for its self-reliance and skepticism of authority. Raised in a time when both parents were likely working or divorced, Gen Xers became independent problem solvers who value autonomy in the workplace. They are pragmatic, resourceful, and often see work as a means to achieve a better quality of life rather than an end in itself.
As Bea Bourne (2016) explains in her article Managing Multigenerational Workers: How Understanding Generational Differences Can Improve Organizational Performance, Gen Xers prefer working in environments where they have control over their projects and responsibilities. They value flexibility and autonomy and are motivated by opportunities that allow them to balance their professional and personal lives (Bourne, 2016). Managing this generation requires a deep understanding of these preferences to keep them engaged and productive.
Lindsey Pollak, in The Remix: How to Lead and Succeed in the Multigenerational Workplace (2019), also emphasizes that Gen X is highly adaptable, having lived through the transition from analog to digital work environments. This adaptability makes them a key asset for bridging the gap between Baby Boomers and Millennials, helping to create synergy between older, more traditional work styles and the more tech-savvy, collaborative approaches of younger generations (Pollak, 2019).
DEI Strategies for Managing Generation X
1. Offer Flexibility and Autonomy
For Generation X, flexibility is non-negotiable. They value control over how and when they work, particularly as many in this generation are now balancing leadership roles with caregiving responsibilities for both children and aging parents. Offering flexibility is key to keeping them engaged.
David Stillman, in Gen Z @ Work: How the Next Generation Is Transforming the Workplace (2017), notes that Generation X managers should be given the flexibility to lead in ways that work best for them, whether through hybrid work models, flexible schedules, or results-driven work environments (Stillman & Stillman, 2017). This flexibility is not just a perk but an essential part of creating an inclusive environment for Gen X employees.
Val Grubb, in Clash of the Generations: Managing the New Workplace Reality (2016), highlights the importance of results-oriented work environments where Gen Xers are evaluated on their output rather than the number of hours they spend at the office. This approach aligns with their desire for independence and allows them to deliver high-quality work while maintaining a healthy work-life balance (Grubb, 2016).
2. Provide Clear Career Development Opportunities
While Generation X values autonomy, they also want to see a clear path for career growth. Many Gen Xers feel that their advancement opportunities have been stalled by Baby Boomers who remain in leadership positions longer than expected, and they often express concerns about being overlooked as Millennials rise in the workplace hierarchy.
Bea Bourne (2016) notes that providing equitable access to leadership roles and development programs is critical to keeping Gen X engaged (Bourne, 2016). Creating transparent promotion paths and offering opportunities for professional development will help this generation feel valued and invested in the organization’s future.
Lauren DeLisa Coleman, in her Forbes article How Millennials and Gen Z Are Redefining Workplace Norms (2021), also argues that Generation X needs to be included in leadership development initiatives to prevent generational frustration and disengagement (Coleman, 2021). Organizations that focus on equitable career growth will be able to retain their most talented Gen X employees.
3. Respect Their Work-Life Balance Needs
Generation X is often credited with pioneering the work-life balance movement. This generation came of age in an era when long hours and loyalty to the company were still valued, but they also saw the rise of burnout and the toll that work took on their parents’ personal lives. As a result, Gen Xers are careful to set boundaries and prioritize family and personal time.
As Maddy Dychtwald highlights in Influence: How Women’s Soaring Economic Power Will Transform Our World for the Better (2010), many Gen Xers—especially women—want work environments that respect their need for flexibility and family responsibilities (Dychtwald, 2010). Offering flexible work schedules, remote work options, and family leave policies will help Gen X employees maintain their work-life balance while staying productive.
Lindsey Pollak adds that creating a culture that respects and supports work-life balance is essential for retaining this generation (Pollak, 2019). Organizations that fail to accommodate their need for flexibility risk losing some of their most experienced employees.
4. Foster Cross-Generational Collaboration
Generation X is in a unique position to act as the bridge between Baby Boomers, who tend to prefer more traditional, hierarchical structures, and Millennials, who thrive in collaborative, tech-driven environments. Encouraging Gen Xers to take on leadership roles that foster cross-generational collaboration can help unify the team and enhance overall productivity.
Paul Taylor, in The Next America: Boomers, Millennials, and the Looming Generational Showdown (2014), stresses the importance of finding common ground between generations to create a more cohesive workforce (Taylor, 2014). By positioning Gen X as leaders who can mediate between the different work styles and preferences of Baby Boomers and Millennials, organizations can create a more inclusive and collaborative workplace.
Val Grubb (2016) also emphasizes that Gen Xers can serve as mentors for Millennials and Gen Z employees, while learning from younger generations about new technologies and innovative approaches (Grubb, 2016). Promoting mentorship and reverse mentorship programs can foster mutual respect and knowledge sharing between generations.
How Generation X Can Improve Their Interactions with Other Generations
To build stronger relationships across generations, Generation X can take proactive steps to bridge the gap between themselves and Baby Boomers, Millennials, and Gen Z. Here’s how Gen Xers can improve their interactions:
- Embrace Leadership Roles: As the bridge generation, Gen Xers can step up and mediate between Baby Boomers and younger colleagues, using their adaptability to foster understanding and collaboration.
- Leverage Technology: Although they were not born into the digital age, Gen Xers should continue to embrace new technologies and platforms that Millennials and Gen Z rely on, positioning themselves as agile leaders in an increasingly digital world.
- Provide Mentorship: Gen Xers can pass on their pragmatic, results-driven approach to younger employees, while also learning from their tech-savvy counterparts in reverse mentorship relationships.
- Respect Traditional Structures: When interacting with Baby Boomers, Gen Xers should acknowledge and respect the value of traditional workplace structures, while finding ways to introduce more flexible, modern practices.
Conclusion
Generation X is a critical part of today’s workforce, offering a unique blend of independence, pragmatism, and adaptability. Managing Generation X through a DEI lens requires offering flexibility, clear career development opportunities, and work-life balance while fostering collaboration across generations. By understanding and respecting the needs of this generation, organizations can ensure that Gen X employees remain engaged, productive, and influential within their teams.
Cross-generational collaboration is the key to creating a more inclusive and productive workforce. Generation X is uniquely positioned to lead these efforts, helping to bridge the gap between older and younger generations. Organizations that support Gen X in this role will not only see improved performance but will also foster a workplace culture of respect and mutual understanding.
This blog is part 3 of a 5-part series that provides insights and tactics for managing multigenerational teams. A new part focusing on a specific generation is released each week.
Part 1 Managing a Multigenerational Workforce Through a DEI Lens
Part 2 Managing Baby Boomers in the Workplace Through a DEI Lens
References
- Bourne, B. (2016). “Managing Multigenerational Workers: How Understanding Generational Differences Can Improve Organizational Performance.” Journal of Applied Management and Entrepreneurship.
- Coleman, L. D. (2021). “How Millennials and Gen Z Are Redefining Workplace Norms.” Forbes.
- Dychtwald, M. (2010). Influence: How Women’s Soaring Economic Power Will Transform Our World for the Better. Hyperion.
- Grubb, V. (2016). Clash of the Generations: Managing the New Workplace Reality. Wiley.
- Harber, J. G. (2011). Generations in the Workplace: Similarities and Differences. East Tennessee State University.
- Pollak, L. (2019). The Remix: How to Lead and Succeed in the Multigenerational Workplace. Harper Business.
- Sabatini Hennelly, D., & Schurman, B. (2018). Bridging Generational Divides in Your Workplace.
- Stillman, D., & Stillman, J. (2017). Gen Z @ Work: How the Next Generation Is Transforming the Workplace. Harper Business.
- Taylor, P. (2014). The Next America: Boomers, Millennials, and the Looming Generational Showdown. Public Affairs.
