Generation X is Ready to Lead – But Must Stay Adaptive to Take the Reins

6 ways the “forgotten generation” can show companies it’s ready to take charge

The unemployment rate may be the lowest it’s been in years, but many workers ages 45 and older are faced with dwindling job prospects in what they thought would be the most prosperous point of their careers.

With Baby Boomers delaying their retirement – and younger, cheaper, more agile, and more demanding Millennials coming up fast in the ranks – Generation X is finding itself in danger of being passed over for leadership roles unless it adjusts.

Companies are escalating their efforts to find and hire Millennials; citing their passion, their energy, and the wisdom of grooming future leaders. Plus, they’re cheap.

A CareerBuilder study reports that more than 80 percent of employers planned to hire recent college graduates in 2018 – “up from 74 percent last year and 58 percent in 2008.”Internships for college students, tailor-made apprentice programs for graduates, and a variety of employee engagement and retention approach top the ways companies are targeting the younger generation.

Millennials comprised the biggest chunk of the workforce in 2017 at close to 40 percent, with Generation X at 35 percent and Boomers falling to 25 percent.

But companies who favor Millennials are missing out on the seasoned experience, maturity, and greater company loyalty that Generation X brings to the table. While many of the sweeping stereotypes aimed at Millennials are unfair, hiring managers and recruiters are quick to lament an alarming “soft skills gap” among recent graduates; these sought-after traits are essential in leadership roles, and include critical thinking and personal communication skills.

The value of Gen X

There is no one standard definition of the birth years of Generation X, but “George Masnick, of the Harvard Joint Center for Housing Studies, puts this generation in the timeframe of 1965 to 1984, in part because it’s a neat 20-year period.” At ages 34 to 53, members of Gen X are in the prime of their working lives, so it’s not surprising that employers see them as the most engaged. More than half of executives pointed to Generation X as the most invested in their work in a Small Business Trends report, compared to 23 percent who chose Millennials or Baby Boomers.

While Boomers are at or fast-approaching retirement age and Millennials are young and quick to job hop, Gen X possesses the best attributes of these generations: experience, priceless industry knowledge, and recognized expertise combined with many productive years remaining in the workforce.

Gen X witnessed the rise of the Internet and mobile devices, and they are comfortable with technology. At the same time, they grew up socializing without devices in their hands and they know how to use words and persuasion to solicit cooperation, build relationships, and achieve the results they want. They are natural interpreters between Boomers and Millennials because they can relate a little bit to each.

Gen X matured in the workplace in the wake of economic adversity, including the massive crash after the dot com bubble exploded as well as September 11, 2001. They were most likely latchkey kids.

As a result, they tend to hold few illusions about how easy it is to succeed. They are self-starters and they tend not to be high maintenance. They are also extremely entrepreneurial, demonstrating great problem-solving abilities, flexibility, and an openness to collaboration.

Gen X is loyal to companies that treat them well, exhibiting a preference for stability and a willingness to “put in their dues” before achieving promotions that are sometimes lacking in younger workers. They can be team players who are experienced enough to know their strengths and the best way to overcome their weaknesses.

As the economy dances around full employment, having seasoned professionals at the helm who possess the knowledge, dedication, and know-how to contribute to your company’s success is an undeniable advantage.

6 ways for Gen X to stay relevant

Armed with these powerful attributes, Gen X can overcome its position as the “forgotten” generation and reassert its value to employers. Here are some simple changes Gen Xers can make to shore up confidence in them as the rightful next-in-lines for leadership roles while earning the respect of younger workers:

•  Accept that the rules have changed. Once upon a time “do good work and you’ll be noticed” was a pretty airtight strategy for success. But the old hierarchical work structure put in place by Baby Boomers is being flattened by impatient Millennials, and employees who simply work hard and wait to be noticed are being lapped. Those who get ahead understand what work they do well, and are finding or proposing their own opportunities to do it.

•  Don’t stop growing your network. Retiring Baby Boomers are leaving critical holes in the network of mentors and allies that Gen Xers so carefully cultivated. To make sure your network stays relevant, you must constantly refresh its ranks. Don’t discount the importance of making connections with Millennials, regardless of their age or job level. In these fast-changing times, today’s junior employee can easily become tomorrow’s industry leader.

•  Forget about paying your dues. When Gen Xers complain about entitled Millennials, they are often referring to the old notion of “time in grade,” or the time an employee must spend at a certain pay grade or level within a company before achieving a promotion. Older generations hold fast to the belief that putting in this time is essential to gaining the experience and perspective necessary to lead. Millennials scoff at the idea that time alone makes someone more qualified, and insist that hustle and a willingness to learn and take on responsibility are enough to advance.

•  Learn about the latest communication platforms. Yes, life was simpler when picking up the phone or sending an email were the best ways to communicate. Now, different audiences demand different methods, and social media platforms like Twitter and Snapchat play an important role in today’s business landscape. If you refuse to learn how to use them, you’re going to be passed by. Pay attention to what platforms your colleagues and customers are using, how they work, and where the most important conversations are happening.

•  And while you’re at it …. If you find yourself saying things like, “I wouldn’t even begin to know how to use Twitter,” it’s time to upgrade your skills. Nothing makes you irrelevant faster than seeming useless or lost amidst the latest innovations in technology.

•  Embrace your inner Jan Brady. As part of the middle generation that knows how to relate to older and younger workers, you are in the perfect position to lead a multi-generational office. Gen X spent years frustrated by their inability to advance into positions claimed by Baby Boomers in the work hierarchy, and they recognized a need for work-life balance before Millennials made it chic. You are best positioned to understand the perks and challenges of the traditional structure and use your knowledge to shape an office environment that satisfies workers of every age.

Despite the media hype surrounding the newest members of the workforce, Gen Xers are primed to become America’s leaders long before Millennials will be ready to take their turn – and many of them have already done so.

Gen X combines knowledge, dedication, strong communication skills, and the technological ease with the ability to relate to members of every generation. By leveraging these unique strengths, members of this generation remain relevant – and ensure that companies don’t overlook the valuable workers who are right in front of them as the rightful heirs to leadership roles.

To learn more about how to improve your company’s workplace communication, as well as its sourcing, the candidate selecting, and onboarding processes, contact Karp HR Solutions today for a free consultation.