How Do You Engage and Retain Gen X?

How Do You Engage and Retain Gen X?

Guest Post by Kim Henderson

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As the economy roars forward, companies are in a battle not only to hire capable talent, but also to retain the workers that are assets to the organization.  Much has been written about the impact of the Baby Boomers and Millennials in the workplace. However, what about the smaller Generation X cohort that is sometimes the forgotten middle child of the generations?  While they may be outnumbered by the Millennials and Boomers, their influence has shaped US companies during years of technological advancement and corporate change. What are the characteristics of Gen X, and what do they want from their employer?

 

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Independent 

The Gen X group born between 1965-1980 was often referred to as latchkey kids.  This term was used because a number of them came home alone after school because both parents worked. This fostered a sense of self discipline and autonomy. These individuals had to self-manage their own activities and make decisions based on judgment in the absence of an adult. Gen X learned not to depend on others for constant direction; they created their own outcomes.

 

Adaptable

Gen Xers childhood predated the internet, personal home computers, and cell phones. They had to learn evolving technology as well as embrace and master it to be successful in corporate America. From the generation that used the first cordless home phone, to commanding the world of work on a smartphone, their actions illustrate the ability to adapt, pivot, and embrace change.

 

Self-Reliant

This cohort has experienced two Gulf Wars, dot com bust, 9/11 tragedy, The Great Recession, and Covid.   All of these events came with a great loss of jobs and retraction of the economy. Gen Xers have managed to navigate some of the most unprecedented events in history that impacted careers and livelihoods. Their resourcefulness helped them thrive and develop the expertise needed to stay relevant in the workforce in the midst of those events. 

 

So how do we retain talent in this type of climate? Companies need to realize that what they were doing in the past doesn't necessarily apply today. They need to revisit all their assumptions and test each one of them one by one. Employers sometimes have this misguided sense that if someone leaves they can just easily replace them and that's a really expensive mentality to have.

 

 

What Does Generation X Want from Their Employer? 

Growth and Development

Invest in Gen X workers continued growth and development.  Whether it be formal classroom leadership training, conferences and seminars, or online courses, help them enhance their skill set. They already have a wealth of business acumen, so modernizing their tool kit benefits them and improves results for the organization. Most of Gen X has been working for decades, and any job can become repetitive and monotonous if skill sets become stagnant. Create a culture of learning and design training programs that address the needs of mid-career professionals.

 

New Projects & Meaningful Work

Invite them to lead new company projects and initiatives. In addition, consider offering Gen Xers a different role outside of their comfort zone that teaches them a new talent.  They likely have a distinguished track record of tackling new assignments, so keep them energized with new leadership responsibilities. Evaluate your process for promotions. Is it based on performance data?  Many in this group want to achieve the next level of success within a company. Engage in dialogue and determine what is important to them in their career trajectory. 

 

Flexibility

Some Gen Xers want enhanced flexibility to care for children, parents, or pursue outside interests.  Flexibility desires may reach beyond the ability to work from home periodically. Moreover, some may want to take on a part time role or become an independent contractor supporting their current team.  Some workers may simply want more vacation days. One size does not fit all when it comes to flexibility, and people have different motivators – ask them.

 

Companies should be more involved in society to express the message they want to send by being active and visible in the local community through charitable organizations, professional groups, and sponsoring networking events. Apart from being visible to the community, promoting the company's excellent, innovative, and unique features on the internet can greatly help in attracting talents as they are becoming more tech-savvy.
 

 

Mentor Others

Every organization is engaged in succession planning as the life line for business continuity.  Gen X is an irreplaceable asset of industry knowledge and expertise.  Many want to mentor, teach, and help the next generation succeed in their careers. They have a command of workplace dynamics and want to impart their skills and coach new leaders to excel in the organization. 

 

The Generation X Influence

As pivotal members of corporate work teams, Gen X is 53 million strong in the US labor force. This group is often described as autonomous but driven to make a difference and have an impact. By using different methods to engage Gen X, we can align to their values and retain them for decades. 

 

*This article was originally posted here The Staffing Stream

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Do you have some questions? Dennis Harabin at Relax Tax can answer them! 

 

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