Generation Xers
Who Are These People?

They are the generation between the ages 20 to 33. Approximately 40 million in number, they are a racially diverse group. Most grew up as “latchkey kids,” learning to be self-reliant and good problem solvers. Consequently, they are good at getting the job done.

Because of the United States’ diminishing status as a Super Power and other changes in the global economy, Xers have found jobs more difficult to secure and maintain than previous generations did. As they watched their parents lose their jobs to corporate downsizing, Xers know there is no such thing as lifetime employment. In addition, political scandals, such as Watergate and government deception, have created a basis for them to be distrustful.

Xers are comfortable with technology, having grown up with video games, ATM’s, microwaves, computers, etc. They focus on the end results, therefore it is important to know upfront why information is needed. They like to be involved and look to control their own destinies. They resent and resist being force-fed.

Are they lazy, whiners, cynical, disloyal, arrogant with a short attention span?

Xers regard companies as places to grow, not places where they will grow old. Their focus is on gaining skills and knowledge that will qualify them for the next job. That could be either in the current workplace or some place else. Loyalty extends to those that provide them with what they want. Consequently, it is good business and smart management to give Xers new projects that require adapting old skills and acquiring new ones.

Xers make job decisions based on a number of factors, just like anybody else. One that is more important to them, than previous generations, is the availability of training and opportunities to grow. Since long-term employment is not in today’s business picture they know this is critical to their “marketability.” However, should your company be one that provides training, the Generation Xers may not leave so quickly. They will see your company as a good place to be, since it provides opportunities for continuous development.

How do I deal with them as employees?

As stated above, training is important to Generation Xers, but how they are managed is also important. It is part of keeping them involved. They look for a manager who will coach and develop them, invite them to contribute, and recognize their efforts. If this atmosphere is not provided, they will leave when the opportunity presents itself. 

The manager should provide information about the “big picture” for the company and the industry. Opportunities need to be given to achieve an objective, which promotes the company’s goal. As part of this, the Generation Xer needs to be able to figure out how to reach the goal.

In addition to providing opportunities to grow and develop with some independence, the successful manager of a Generation Xer should be sensitive to family needs. With dual income and single-parent families, the roles of men and woman have changed. Both desire, and need, to have a balance between work and family.

Any effective manager realizes that he/she must make adaptations to each of the personalities that make up his/her staff, versus staff having to adjust to the manager. Understanding people and the factors and environments that have impacted their lives, as with the Generation Xers, are skills of highly effective leaders. 

References: K. McClure “Can Generation Xers Be Trained?” Training & Development, March, 1997

One thing Generation Xers don’t like is being called “Xer!” This is due to a lot of negative publicity.

So, are Generation Xers the lazy, whining, cynical, disloyal, arrogant, scatterbrained people they are purported to be? After reviewing this material, it should be apparent that some of their traits and desires are valid and also belong to others who do not fall in this age bracket. 

Maybe Generation Xers are not so far out of the mainstream or vice versa! Maybe learning to deal with them as employees boils down to developing good leadership skills.

If you can use some team building to help different generations better understand and work with each other, contact the Bresnahan Group at 505-922-1973 or e-mail BresGroup @ 4u.net.

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