Generation X, born between 1965 and 1980, is the middle generation in the current working population. Gen Xers, often called the ‘latchkey generation’ due to having grown up with parents at work, are very practical, self-sufficient, and flexible. Although the millennials are on one side and the baby boomers on the other, Gen X occupies a vital place in the workplace, occupying senior and management positions and managing conflicts in a multi-gen team. Managers and organizations that hope to recruit and keep this generation must know what this generation wants and needs.

Here are five things that are important to Generation X employees:

1. Work-Life Balance

Work-life balance is not a privilege but a need for Generation X. This generation has seen their parents working hard for their family needs and sometimes neglecting them. Hence, they also appreciate life and work-life balance more than other employees. Gen Xers are usually in a phase where they are sandwiched between their kids and their parents, who are becoming frail and needing care.

Employers can support this by providing flexible working arrangements like teleworking, flexible hours, or working compressed weeks. Offering flexible work arrangements, such as parental and caring leave, is another way that will appeal to this group of employees. It also identifies the fundamental technologies that would allow smooth remote working, including collaboration and access technologies. This means that when employers reflect the understanding of the personal priorities of Gen X employees, the latter will feel valued and motivated.

2. Probabilities for Career Development

Generation X is the most engaged in learning and development at work. While the millennial generation is known for its career-climbing mentality, Gen X is more about growing within their field and becoming experts. They are happy to have a chance to learn more and do so through training, workshops, or even through a mentor.

To meet this desire, employers should develop strong professional development plans. Such benefits as tuition assistance for higher education, certifications, and industry-related training are also very encouraging. Besides, allowing employees to switch to other positions or departments within the company, known as internal mobility, makes Gen Xers feel that they are developing within the company. Those organizations that provide opportunities for employees to improve their skills and abilities get highly productive employees and create an environment of excellence.

3. Job Security and Stability

Generation X, who went through economic downs like the dot-com bust and the Great Recession, is concerned with employment security. In contrast, while millennials might be more inclined to work on side hustles or start-ups, Gen X is more practical and advanced planning-oriented.

To meet this priority, employers should provide their employees with better remunerations, pensions, medical care, and other incentives based on performance. Sharing the organization’s financial performance and goals and objectives also fosters credibility. Gen X employees want their leaders to be truthful and take the initiative regarding employment security. Furthermore, building a culture of recognition and fairness—compensation, promotions, and opportunities for growth for those who work hard and make contributions—helps cement that perception.

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4. Autonomy and Trust

Generation X employees perform best in organizations that allow them to work autonomously and make their own decisions. Born in an era of do-it-yourself and self-dependence, they appreciate employers who give them room to work and make decisions without being supervised too much. Autonomy leads to efficiency, creativity, and innovation.

To meet this need, employers should develop a trust culture. Defining the expectations and letting the employees work out how they will achieve them is a good policy. Thus, the question of how often a teacher should check in versus how much freedom he or she should give students can be answered by saying that moderate control is healthy: not every five minutes, but enough to keep students on track. Giving Gen X employees a degree of decision-making responsibility and involving them in strategic planning makes them feel appreciated for their experience.

5. Respect and Recognition

Respect is one of the most valued elements in the workplace for Generation X representatives. They have worked for many years and deserve respect and recognition for their experience, skills, and productive work. They want employers to appreciate their work and give constructive criticism rather than empty words and gestures.

Recognition can take any form, such as monetary rewards like bonuses, trophies/ash, or even appreciation in meetings. Equally important is ensuring that Gen X employees can mentor the younger generation or manage important projects, thus becoming valuable within the company. This generation identifies with a workplace culture that embraces and encourages differences and people’s stories.

Also, it is equally essential to ensure that employees are treated with dignity and respect irrespective of their age, gender, or any other factors. Gen Xers have seen tremendous cultural and technological changes and are frequently the defenders of the rights of minorities. Organizations that embrace these values have a clear way of depicting their employees as being sensitive to the employees.

Generation X: Conclusion

Understanding the needs and expectations of Generation X is vital for creating a harmonious and productive workplace. This generation’s demand for work-life balance, career advancement, employment stability, independence, and recognition is a realistic and experienced approach to work. Such needs to be met by employers, and in return, employers get a loyal, skilled, and motivated workforce.

Today, keeping Generation X employees is not about the salary or the latest office gadgets and toys. It requires a real appreciation of their beliefs and a dedication to providing them with a context in which they can succeed. To this end, the following five areas should be prioritized to build strong and long-term relationships with Generation X employees: