If you read my last blog (which of course you did!) you now have a better idea of how to work with and manage Baby Boomers. But what if you’re a Baby Boomer (born between 1946 and 1964) or a Millennial (born between 1980 and 2000) and you need to work more effectively with Generation Xers? THAT’S what we’re going to talk about this time.
Generation X refers to people born between 1965 and 1979. They grew up in the disco/pop/MTV era and witnessed the integration of the personal computer into our everyday lives. They are self-reliant (think “latch-key kids”), tribal and technologically literate. They work hard, but are more assertive in their quest for work/life balance than their Baby Boomer parents were. They are adaptable, creative and willing to go against the system if necessary. They prefer not to have a lot of rules.
Here are some tips for managing and working effectively with Generation Xers.
Don’t require a face-to-face for information exchange. If you call and they’re not there, leave a detailed voicemail rather than just “please call me back.” Or write them an email. It’s more efficient, and that’s what technology is for. And speaking of technology, you can attract, retain and motivate them by providing them with the latest technology and adequate resources.
Give them a task or project and let them fly. Gen Xers are motivated by the freedom to get the job done on their own schedule. They don’t do well with micromanagement.
Develop them. Gen Xers prefer managers who support their training and growth, and provide ample development opportunities. Give them stretch projects or put them in charge of something highly visible to spotlight their abilities. Provide them with frequent, specific and timely feedback to help them build their skills and position them for future career opportunities.
Value diversity and think globally. As this generation was growing up, the world was shrinking (in terms of perceived distance) due to the reach of new technologies and the influx of new cultures and nationalities into our communities. Generation Xers embrace diversity and want to work in environments that are not limited in scope.
Be genuine and direct. Generation Xers tend not to like managers who don’t “walk the talk.” Demonstrate your competence and show that you trust them by allowing them to work autonomously. Make your interactions with them purposeful, rather than just “schmoozing.”
And, whatever you do, don’t forget to make time for FUN!
Next time we’ll talk about how to work effectively with Millennials.
Till then,
Karen
