The Forgotten Generation. The Middle Child. This is how Generation X is described.
It’s surprising that nearly one-third of the workforce can be so quickly overlooked. Employees born between 1960 and 1980 and are between 35-49 years of age are generalized by many employers with statements such as:
They live to work instead of working to live. They find their purpose in their work.
Career progression is linear. They really grew up thinking about climbing the “corporate ladder.”
They are taught to respect their boss and listen to authority. In turn they expect this when they become the boss.
Are you guilty of dismissing the value of Gen X candidates? Has your company focused too much on newbie development that it’s failed to invest in the middle? This is exactly how a 2014 Pew Research Center study described Gen X employees finding them to be consistently balanced between the two ends of the spectrum and also “fiercely independent and self-reliant”.
The insurance industry’s greatest talent acquisition challenge may be attracting and retaining executive level candidates. Gen Xers present a significant pool of future leaders. Here’s how your company might prepare a strategy to attract Gen X employees.
Understand The Earning Potential Is Important.Generation Xers are highly motivated to make money for several good reasons- mortgages, looming education costs and peak retirement planning years. Motivated Gen Xers want two things: a career and the opportunity to build wealth.
Wanted: Professional Experience To Be Valued. Gen Xers seek recognition and prestige. They grew up aspiring to management and the corner office.
They Crave Stability. A steady paycheck means something. Gen Xers are loyal to companies with reputations for taking care of people. When they feel compensation and value are aligned a sense of stability shortly follows. In turn, Gen X employees are the quickest to plant roots.
They Want To Be Leaders. The Middle Child syndrome, Gen X employees grow up with something to prove. They have a deep desire to make their own mark and be able to influence future generations, i.e. Millennials.
Gen X is packed full of future CEOs, COOs, Presidents and influential leaders aspiring to middle and upper management positions. Forgetting about their potential or underestimating your need for them may be trendy but in the long run hurts your company’s ability to create a dynamic, balanced corporate culture. Gen X/Y talent is all around. They just need to be given an opportunity to shine.
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