What is Generation X?
Generation X refers to those born roughly between 1965 and 1980. Dubbed the ‘forgotten generation’ due to their position between the often-discussed Baby Boomers and Millennials, Gen Xers grew up with a front-row seat to economic uncertainty, rising divorce rates, and the dawn of the digital age.
Gen X in the workplace is defined by resilience, adaptability and a strong sense of independence. They came of age during a time of shifting societal norms, rapid technological advancement and growing globalisation, and have had to evolve quickly to huge changes in work culture, from fax machines to smartphones and AI.
Generation X age range
The Generation X age range typically includes individuals born between 1965 and 1980. This places them in their early 40s to mid-50s today. Due to their age and length of service, many Gen Xers now hold mid- to senior-level leadership roles. The average age of CEOs from the FTSE100 is 55, and 80% of leaders at the UK’s largest companies belong to this demographic.
Generation X sits squarely between Baby Boomers, who are mostly retired or approaching retirement, and Millennials (also known as Gen Y), who are currently climbing the career ladder and starting families. With many Gen Xers in leadership roles, this provides a bridge between older, traditional management styles and newer, more fluid approaches embraced by younger generations.
Generation X characteristics
Key Generation X characteristics include pragmatism, independence and a quiet sense of ambition. Having navigated both analogue and digital worlds, they’re uniquely positioned to blend traditional values with modern expectations. The attitudes of Gen X at work are marked by a practical mindset and a strong work ethic, but they’re also not afraid to challenge outdated systems if it means improving outcomes.
Self reliant
Gen Xers tend to be extremely self reliant. Many grew up as ‘latchkey kids’ who came home to empty houses after school while their parents were at work. This upbringing taught them to take initiative and make decisions independently. In the workplace, this translates into employees who don’t need constant oversight and often prefer to be left to get on with things.
Tech savvy
While they didn’t grow up with smartphones in their pockets, Gen Xers are far from technophobes. In fact, they were the first generation to use computers at school and work. They’re tech savvy, but they tend to view technology as a tool rather than a lifestyle. They know how to use digital systems effectively but don’t rely on them in the way that younger generations might.
Family focused
Many Gen Xers are balancing careers with raising children or caring for elderly parents. This makes them deeply family focused, with a strong interest in working arrangements that allow them to manage their home life. They value employers who understand these pressures and offer flexibility without judgement.
Loyal – within limits
Generation X is often loyal to employers – but only if that loyalty is reciprocated. They’ll stay if they feel valued and fairly treated, but they won’t hesitate to leave if opportunities dry up or trust is broken. Their loyalty is pragmatic rather than emotional.
Gen X at work: What are their priorities?
Understanding the key priorities of Gen X in the workplace helps managers to keep this group engaged and productive. Generally speaking, these priorities tend to reflect the broader Generation X characteristics of independence, pragmatism and balance.
Job security
Having lived through recessions and redundancies, Gen Xers place high value on job security. They want to know that their roles are stable and that their employers are financially sound. This isn’t about fear, but about planning; they want to provide for their families and retire comfortably.
Career development
Despite being well established, many Gen Xers are still ambitious. They want access to career development opportunities that allow them to grow, pivot or upskill. They’ve already seen how industries can shift, and they understand that it’s never too late to take on a new challenge.
Work-life balance
For Gen X at work, balance is essential. Many are raising teenagers or supporting ageing parents, so they’re juggling multiple responsibilities. Offering flexible hours or hybrid roles is a powerful way to retain their loyalty. Policies like the right to disconnect matter to Gen X, because they help to support a healthy work-life balance.
Honest communication
This generation values straight talking and tends to get frustrated by buzzwords and jargon. They appreciate honest communication and regular, constructive feedback. They want to know where they stand and how they can improve, not be managed through vague platitudes.
Acknowledgement of their experience
Many Gen X employees feel overlooked as the spotlight often shines on Millennials and Gen Z. Recognising their experience and the value it brings goes a long way. When companies acknowledge their contributions and institutional knowledge, Gen Xers are more likely to stay engaged and committed.
7 ways to motivate Gen X at work
To keep them engaged and productive, companies must tailor their management approaches in line with the unique Generation X characteristics. We’ve put together seven strategies that can make a real difference to performance and retention for Gen X in the workplace.
1. Don’t micromanage
Micromanagement is a surefire way to alienate Gen X employees. They’ve been working long enough to know what they’re doing, and constant interference feels patronising. Instead of overseeing every detail, focus on outcomes and trust them to deliver.
2. Provide autonomy
Gen X thrives when given autonomy at work and space to make their own decisions. They’re not afraid of responsibility, and they prefer to manage their time in a way that suits them. Giving them freedom fosters accountability and boosts long-term job satisfaction.
3. Communicate openly and regularly
Gen X appreciates positive, constructive feedback, and likes to be kept in the loop about business decisions. Prioritising transparency through consistent updates and meaningful conversations supports engagement, while open and honest communication builds trust with this group.
4. Support remote and flexible working
Flexibility is a priority for Gen X, many of whom have family responsibilities or caregiving duties. Supporting hybrid working arrangements helps them to manage personal commitments while maintaining their professional output. It also signals trust and respect, which this group will reciprocate in kind.
5. Offer competitive compensation
Pay still matters, especially for Gen Xers thinking about university costs for children or approaching retirement. Competitive salaries, strong pension contributions and flexible benefits packages that allow them to choose relevant perks can make a huge difference in attracting and retaining Gen X talent.
6. Outline clear career pathways
Many Gen Xers want to keep progressing, even if they’re already in a senior position. Clear career advancement, mentorship opportunities or lateral movement can reignite motivation and help to motivate Gen X in the workplace throughout the entire employee lifecycle.
7. Recognise their contributions
Feeling seen and appreciated is key for engaging Gen X at work. Recognition is a cornerstone of motivation theory, and it’s particularly important for a generation that’s often underappreciated. Recognise milestones, project success and long-term loyalty to reinforce the value of Gen X workers and show your appreciation.
Get the most out of Gen X in the workplace with PeopleHR
Gen X in the workplace brings a wealth of experience, resilience and all-important balance. They value job security, clear communication and flexible working conditions, and will reward employers with hard work, loyalty and adaptability, making them powerful contributors when they’re properly supported.
PeopleHR can help you to unlock the potential of Gen X at work by simplifying key processes like feedback sharing, performance tracking, and providing flexible working arrangements. With tools such as performance review software delivering detailed employee insights, we help HR teams and managers to tailor their strategies to get the best from every generation.
Want to see our software in action? Book a demo today or contact our team for more information.
