Millennials are the ones thought of as early tech adopters and avid social media users, but you might be surprised to learn that
54% of Generation X leaders are knowledgeable about tech – just two percentage points behind Millennials.
Despite this, these seasoned workers are being promoted less often than their younger colleagues -- and not just in the world of tech.
Gen X workers, in their prime and at the height of their careers, are increasingly overlooked for advancement opportunities.
The side effect of this is that this generation is the least engaged at work.
The Gen X Engagement Disconnect
Generation X, born between 1965 and 1980, grew up alongside technology as the first adopters of personal computers, the web, and cell phones. These seasoned workers are effective leaders who excel in collaboration, hold a wealth of experience and knowledge, and are loyal.
It makes sense for Gen X to be next in line for positions held by retiring Baby Boomers, but that’s not often the case. Due to Baby Boomers who are staying employed for longer and Millennials who are assertive at pursuing career growth, they are increasingly underrepresented in leadership and promotions.
To help keep Gen X workers happy in your workplace, here are five engagement and retention strategies:
1. Be objective when hiring and promoting.
Don’t fall victim to unconscious bias during the
hiring process. Instead of assuming a millennial is the best fit for a technology promotion, consider if your Gen X employee has the same knowledge and credentials. Use data and
assessments to validate your decision-making process and provide equal opportunities for promotion and hiring to all qualified candidates. Also, consider the leadership value, institutional knowledge, and problem-solving skills your Gen X workers bring to the table.
2. Offer benefits that Gen X values.
Generation X workers want to feel financially stable and able to meet the needs of their families. According to a
MetLife study, better benefits are among the top factors that would persuade Gen Xers to stay in their current jobs. In addition, Gen Xers look for more flexible schedules, remote work options, and more responsibility.
3. Recognize and reward employees strategically.
This generation values consistent recognition for accomplishment and feedback from managers. Consider stages of life and work as you plan your recognition strategy. For example, Generation X workers value flexibility and development opportunities in addition to cash bonuses or stock options.
4. Use technology to supplement traditional learning.
Gen Xers feel comfortable with technology, so they appreciate a variety of learning development opportunities.
Technology-based learning such as self-directed courses and microlearning modules can be used alongside traditional seminars or on-site training workshops.
Personalize the learning experience based on skills and career goals, and provide opportunities for external learning like conferences or industry/professional memberships.
5. Make communication a priority.
Open communication is important to Generation X. Both positive and negative feedback, as well as
communication about company policies, changes, and project direction, is appreciated. Open door policies and consistent reviews are also important ways to connect with these workers as you align their work with their passions and strengths.
At work, Generation X wants to feel respected, empowered, and purposeful. They tend to be more loyal than younger generations, but if employers continually overlook advancement opportunities, they’ll find opportunities elsewhere. By reconsidering your employee retention strategies for this generation, however, you can
boost engagement and reward their loyalty with the things that matter most to them.
