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 The
reactions of people to entry of Generation X into the workplace
may be viewed as very similar to those reactions when the “long
haired hippies” of
the 60's entered the social scene.
But what makes Generation X so different? How do you communicate,
work with and manage an Xer? And what things do us Xer's
need to consider when working and communicating with other
generational groups in the workplace?
The term Generation X was first used in the 90's and referred
to the neXt generational group after the Baby Boomers,
hence the use of the term “X”. There is mixed commentary
and many studies on the time frame defining the birth of
Generation X. While Social commentators don't appear to
agree, common reference is made to a birth period commencing
in the early 1960's up until 1980.
Generation Xer's like their predecessors, the Baby Boomers
are products of a market economy, politics and social issues
of the era. According to Dunn-Cane, Gonzalez and Stewart
1999, “economics, changing demographics and technology
are all contrasting milieus between the old and new generations.
As a result, each generation has different characteristics,
behavioural traits and belief systems.”
Generation X grew up in an era very different to that
of their parents and grand parents. According to Cordeniz
2002, these latch key children often lived in double income
homes or lived with divorced or single parents; they entertained
themselves, watched videos, played on computers, heated
meals up in microwave ovens and grew up in the information/
technology age with ATM's and mobile phones. These children
saw their parents work long hours and spend time away from
the family unit. Children of this era remember how their
Baby Boomer parents dedicated themselves to the organisation,
only to see them become casualties following restructures,
downsizing or company closures.
This generation doesn't forget the past. As a result of
these times, Generation X emerged with a completely different
view of work and life. But these differences were not always
viewed as positive, especially by previous generational
Managers and colleagues who may have used terms like “disloyal”, “uncommitted”, “individual”, “impatient”, “disrespectful” and “materialistic” etc
to describe the Generation X employee. Often this lack
of understanding about the differences in generations has
lead to tension and discomfort in the workplace between
the different generational groups. This tension has also
increased as people developed stereotyped views about the
generations and expressed these opinions in the workplace.
Communicating, working with and managing an Xer is no different
to working with other generational groups, you just have
to understand what makes them tick. Below are some common
characteristics of Xer's you may have noticed:
- They are independent Problem solvers
and workers. These latch key kids are often viewed
as the “Just do it” generation.
- Individual strength approach to
team work- These employees believe that each team member
can contribute to the team effort from a position of
individual strength. They believe that high performing
teams are made up of strong diverse individuals who
focus on the task, not on conformance. (Karp, Sirias
and Arnold 1999)
- They are results focussed. Their
primary focus is the achievement of goals and objectives
not the fulfilment of mission statements.
- Value and accept individual differences,
alternate lifestyles and diversity in the workplace
and wider society.
- Technologically savvy and comfortable
with changes that speed up processes and makes them
more efficient.
- They value creativity, like to be
stimulated and look for better ways of doing things.
- Like freedom to carry on with clearly
defined tasks; they don't like to be micromanaged
- Like instant and regular feedback
and they will seek support from colleagues and managers.
This instant need for satisfaction is often viewed
as the result of living in the world of technology
where everything is processed quickly.
- Like recognition (not always monetary)
for the achievement of goals and objectives and seek
to be paid for their performance.
- They are dedicated to their profession
not necessarily to their organisation (this is a result
of seeing their parents/family members become corporate
casualties).
- They select work that aligns with
their values and gives them satisfaction and they will
change roles or organisations to seek satisfaction.
- They value development and learning
and seek to keep up their skills in order to maximise
and advance their career potential.
- They value their personal life and
will seek ways to manage their lives and relationships.
As you can see Generation X is different and has its own
unique characteristics. With attraction and retention being
the primary focus of many organisations lets look at how
you can communicate and work effectively with a Generation
X employee. In order to motivate an Xer, here are some
things to consider:
- Try to involve them in decision making
early in the process. Xer's often see things differently
and may have creative ideas that you can work with.
- Value their individual skills, strengths
and contributions.
- Give them the freedom to complete tasks
and to provide you with feedback.
- Be prepared to provide them with regular
feedback. If possible schedule regular informal catch
up times. Xer's are not keen on waiting for their 6 month
performance review discussion to speak with you or find
out what you think.
- They like to learn, so try to take
the time to provide detailed answers to their questions.
- They respond well to the use of mentors
or coaches for skill development in the workplace and
they are comfortable sharing information with other team
members.
- Provide access to training that will
enable them to develop and enhance their careers. This
generation seeks to drive and maintain their own careers,
so if they are not getting access to training or development
they will seek out other opportunities or organisations
that can assist them.
- Tap into their level of job satisfaction
by asking them what them what they want and what they
don't want in their jobs. They will tell you.
- Support them and provide access to
information or networks.
- Recognise and accept that Xer's value
their lives and relationships. They may seek access to
alternative or flexible work practices at any stage of
their life or career.
- They like laughter so try to make training,
offsite, meetings etc fun and challenging.
- Finally, while you don't always have
to accept their behaviour, don't expect Xer's to change
their values.
Xer's also need to consider what they can do to increase
their own effectiveness when interacting with different
generational groups in the workplace. In an article by
Augustine 2001 which looked at the ways that Baby Boomers
and Generation Xer's can work more effectively together,
the author suggested that professional generation Xer's
need to:
1. Communicate
2. Listen to Yourself
3. Practice Patience
4. Network
Here are some things to consider:
- Try to establish a form of two way
communication and be aware that your communication style
may not suit everyone.
- Be conscious of your reliance on impersonal
methods of communication such as emails, instant chat,
mobile phones etc in preference to talking or face to
face communication.
- Take the time to speak with different
generational groups, especially Baby Boomers as they
can teach you a lot about your job and how to survive
in the corporate world.
- While we are often viewed as the generation
who don't follow traditional, organisational or social
rules, be aware of the perceptions of your behaviour.
Some may see us as pushy, rude, demanding and impatient.
While we may not always like formality in the workplace,
it's important to be aware of the way you speak and address
people at all levels in the organisation.
- Be patient with others and understand
that previous generations adopted a working style that
enabled them to survive in the workplace. While times
may have changed the preferred working style and methods
of management from previous generations may not.
- Don't' expect other generations to
change their values or expectations in the workplace
quickly or at all.
- Find ways to support your self at work,
via networking and interacting with others who may have
similar styles or beliefs as you.
Interestingly, while we may have been born and raised
in different times when you look at the various ways to
communicate, work with and manage different generational
groups, we do have similarities and expectations about
how people should be treated. Interacting and communicating
with different generational groups can help to break down
barriers and foster a more co-operative and respectful
work place. It also has the advantage of enabling the different
generations to learn from each other and to share in the
rewards of their combined efforts.
Bibliography
Rebeccah K Augustine, Organisational Development Journal:
Summer 2001: 19:2. “Thanks, Kiddo!” A Survival Guide for
professional generation Xers.
O'Bannon, Gary, Public Personnel Management: Spring 2001:30:1. “Managing
our future: The generation X factor”.
Yu Hui Chan, Miller Peter, Leadership and Organisational
Development Journal: 2005:26, 1/2, “Leadership Style: The
X Generation and Baby Boomers compared in different cultures.”
Dunn-Cane Kathleen, Gonzalez Joan, Stewart Hildegarde,
Association of Operating Room Nurses, AORN Journal, May
1999:69 “Managing the New Generation”.
Cordeniz Judy, Journal of Healthcare Management: July/August
2002:47, Recruitment, retention and management of Generation
X: A focus on nursing professionals.
Karp Hank, Sirias Danilo and Arnold Kristin, The Journal
for Quality and Participation: July/August 1999:22, “Teams:
Why generation X marks the spot”.
Anonymous, Journal of Accountancy, August 2005:200, “Exploding
Generation X Myths”.
Salt Bernard, Review-Institute of Public Affairs: June
2003:55, “Baby boomer culture gets its comeuppance”. 
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