Generation X

What is Generation X?

Generation X (Gen X) refers to people born roughly between 1965 and 1980. These are the boundaries used by Pew Research Center. Gen X follows the baby boomers and comes before millennials (Generation Y), who are followed by Generation Z. Today, Gen Xers are among the most experienced people on most teams, and many of them hold leadership roles.

The boundaries vary by source. William Strauss and Neil Howe, the authors of generational theory, place Generation X between 1961 and 1981. The boundaries also shift slightly from country to country, because Gen Xers came of age during different social and political changes.

Generations by birth year: table

Generation boundaries as defined by Pew Research Center. The boundaries for Generation Alpha are not settled yet, so its start year is approximate.

Why is it called Generation X?

The name was popularized by Canadian writer Douglas Coupland in his 1991 novel “Generation X: Tales for an Accelerated Culture”. Coupland said he borrowed the “X” from Paul Fussell's book “Class”, where it described people who opted out of social pressure, money and status. The letter X also stands for the unknown: a generation that did not yet have a clear identity.

Other names for Generation X

• The latchkey generation: many latchkey kids came home from school to an empty house while their parents were at work.
• Baby busters: the birth rate dropped noticeably after the baby boom.
• The MTV Generation: many Gen Xers spent their teenage years after MTV launched in 1981.
• The sandwich generation: many Gen Xers care for aging parents and their own children at the same time.

Generation X around the world

Gen Xers grew up during the final decades of the Cold War and started their careers in the late 1980s and 1990s, as the Berlin Wall fell, economies opened up and personal computers reached offices. Many lived through recessions and corporate restructuring early in their careers. That is why typical Gen X traits include pragmatism, independence and the ability to work under uncertainty.

Characteristics of Generation X

• Experienced leaders. Many Gen Xers now run teams and companies. Well-known members of the generation include Google founders Sergey Brin and Larry Page.
• Independence. The latchkey generation learned to rely on themselves early, so Gen Xers usually value autonomy at work.
• A bridge between analog and digital. Gen Xers remember life before the internet, yet were among the first to adopt personal computers and go online. For them, technology is a tool, not an end in itself.
• Work-life balance. Gen Xers put a high value on balancing work and personal life and appreciate employers who support it.
• A double load. As the sandwich generation, Gen Xers often combine full-time work with caring for children and parents.

How to work with Generation X

Gen Xers will remain among the most experienced specialists and managers in companies for years to come. To retain them and make the most of their experience, focus on the following:

• External learning. Gen X employees are promoted less often than millennials, yet stay loyal to their employers. They value learning and development through industry conferences, professional communities and coaching more than internal training.
• Autonomy and trust. Gen Xers work best with clear goals and freedom in how to reach them. Regular one-on-one meetings work better for them than constant oversight.
• Open feedback. Generation X values directness and readily gives and receives feedback, while rewards and recognition strengthen their loyalty.
• Benefits that reflect family responsibilities. Health insurance, pension plans and other employee benefits matter more to the sandwich generation than office perks.
• Flexibility. Flexible working hours and remote work help Gen Xers combine work with family care.
• Multigenerational teams. Gen Xers value companies that rule out ageism and combine the experience of senior staff with the energy of younger colleagues.

In PeopleForce, the Perform module supports this approach with one-on-one meetings with agendas, goals, feedback and kudos. In Core HR, routine HR processes can be automated with workflows, so experienced specialists spend their time on work that matters.