Generation X Characteristics
Emelia Lute
According to liveaboutdotcom, some common workplace and worker values/mindsets associated with the Boomer generation are work-centric and workaholic, independent and self-assertive, goal-oriented and career-focused, competitive, and self-actualized. Together, these values and mindsets suggest a generation that prioritizes efficiency and efficacy in the workplace but has little regard for a work-life balance, with work tending to be the center of their lives.
Workplace values are the most important guiding principles for how, when, and why employees work. Over time, these values have become increasingly progressive in the workforce, transforming from work-centric ideologies to person-first mindsets. Where Baby Boomers were content with devoting their lives to the work they found, Millennials and Gen Z seek purposeful devotions that serve both themselves and the communities they care about. For employers, understanding how the changing times result in generations with different workplace and worker values will not only help to better understand your employees but will also help to ensure the workplace environment you cultivate attracts, retains, and empowers all of your people.
We are living in extraordinary times. The AI revolution has swept us with its undeniable power and limitless possibilities. It's one of those once-in-a-lifetime events that shape generations. For most, it has ignited hope and excitement for the future. For some, it has brought an unsettling feeling for the future of humanity. Whatever it might evolve into, one thing is sure- it will change how we live and work.In the words of James Clear[1]:
Like the current AI revolution, many events have shaped how we think, act and live. Understanding the history of how groups of people sharing the same demographics evolved in response to such events and experiences gives us great insights into the future of humanity.
The Greatest Generation refers to Americans born in the early 1900s and came of age during the Great Depression and World War II. American journalist Tom Brokaw[4] popularized the term. In his own words:
This generation is often characterized as having experienced social and economic turmoil that shaped their values and worldview. The majority of the 16 million Americans who served in World War II were from this generation. Some of the characteristics that are often attributed to them:
The term Silent Generation was popularized by a 1951 Time Magazine article[5]. It was used to describe the generation born between 1925 and 1945, who, as young adults in the 1950s, was described as "silent" when compared to their parents, the Greatest Generation, who had fought in World War II, and compared to their children, the Baby Boomers, who were known for their vocal and demanding attitude. The following core values shaped their characteristic behavior:
The Baby Boomers are Americans born between the mid-1940s and the mid-1960s. This generation is called the Baby Boomers because of the significant increase in the number of births in this era after World War 2, after which the soldiers returned home and started their families.
Also known as Gen X, Generation X refers to the generation born between the mid-1960s and the early 1980s. The term was first used by the photographer Robert Capa[7]. He used it to describe a certain attitude, outlook, and mentality of young people after World War II, which he saw as skeptical of traditional values and institutions.
Some see millennials as the most narcissistic, others as the burnout generation, raised to be perfect and set up for failure. Others see them as the most diverse and socially conscious, changing the world for the better.
As this generation is still very young, it is difficult to identify the characteristics that will define them accurately. However, some of the trends that are being observed among Gen Alpha include the following:
These technological advancements have had both positive and negative effects on Gen Z. On the plus side: an abundance of information is at their fingertips, allowing Gen Zers to broaden their knowledge, access resources and be proactive in their learning. Social media can also offer social support from peers or others, which may be especially beneficial for marginalized young people, such as sexual and gender minorities. On the other hand, too much screen time is linked to depression and anxiety, low self-esteem and poor body image, eating disorder behaviors, inadequate sleep and other health problems. Additionally, technology is changing the economy and the nature of work, increasingly requiring postsecondary education to prepare young people for new jobs, leaving many low-income Gen Zers vulnerable as they enter the workforce.
While millennials came of age during an economic boom, Gen Zers were shaped by the economic pressures their families and communities faced, like the financial stress of the rental market. Thus, they value the stability that comes with conservative spending, stable jobs and smart investments.
Most generations tend to be more left-leaning than the previous generation, and Gen Z is no exception. While Gen Zers look a lot like millennials on many key issues, they are the most politically progressive generation yet. They are the generation most likely to see the advancement of LGBTQ rights as a positive development. Even among Republicans, Gen Zers take a more progressive stance on social issues: they agree that Black Americans are treated more unfairly in this country, they believe the government should play a greater role in solving problems and they are more likely to attribute climate change to human activity, as opposed to natural patterns.
This is the first defined generational group. It refers to those born between 1926 and 1945, so these are people who lived through World War Two. The name comes from an article in Time magazine from the 1950s, and alludes to the fact that the children of this generation were taught to be seen and not heard. According to Dr Abramson, this group are:
There are a few conflicting ideas about where this generation starts. Pew Statistics says 1997, Statistics Canada says 1993, and the Resolution foundation says 2000. Wherever it really begins though, we can safely say this group is young, and has never known a life without tech. That might be why their alternative name (coined by American psychologist Dr Jean Twenge) is iGen. Some of their characteristics include:
But in an age where people are growing up with tech that older generations are going to have to use, especially at work, that traditional approach needs to be chucked out the window, according to Dr Abramson. She adds:
And soon, new kids will be on the scene: the next generation has been dubbed Generation Alpha by social researcher Mark McCrindle. They are young (the first will have been born in 2010) but they will eventually become a very large cohort in their own right.
There are more workers from the millennial generation than any other cohort.2 Members of Generation Z, the most racially and ethnically diverse in U.S. history,3 are merging into the labor force in growing numbers. Gen X, known for its embrace of work-life balance,4 is well-represented. Baby boomers, though no longer the largest living adult generation,2 still swell the job ranks from their No. 2 spot. And members of the Silent Generation, born between 1928 and 1945, have the deepest employment roots of all.
HR managers know that employees have their own unique talents, expectations, and perspectives, but where they fall on the generational spectrum may certainly help shape what they bring to the workplace.
The millennial generation, which is sometimes called Gen Y, is the largest in U.S. history9 and, not surprisingly, the fastest growing cohort in the workplace. Studies show that members of this generation embrace training and development opportunities and want to be highly engaged in meaningful work. A striking generational difference, according to one study, is their embrace of change. In the study, 76.9% of millennials polled said they were open to change, contrasted with 37.5% among baby boomers and 20.7% for Gen Xers.10
People born during the Gen X years prefer to work more independently than colleagues from other generations and have entrepreneurial tendencies. But they also enjoy working with mentors and being involved in organizations that offer growth opportunities.11 They may also have well-developed technical skills.12 More than half the Gen Xers polled in a survey characterized themselves as loyal to their employers.10
Employees from this generational cohort have been described as loyal and dedicated. They value communication, collaboration, and teamwork. They are less likely to take risks than colleagues from other generations.12
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Gen Zers believe in the importance of dialogue and accept differences of opinion with the institutions in which they participate and with their own families (Exhibit 5). They can interact with institutions that reject their personal values without abandoning those values. The fact that Gen Zers feel comfortable interacting with traditional religious institutions without abandoning personal beliefs that might not be broadly accepted by these institutions also demonstrates their pragmatism. Rather than spurn an institution altogether, Gen Zers would rather engage with it to extract whatever makes sense for them.
Gen Zers, with vast amounts of information at their disposal, are more pragmatic and analytical about their decisions than members of previous generations were. Sixty-five percent of the Gen Zers in our survey said that they particularly value knowing what is going on around them and being in control. This generation of self-learners is also more comfortable absorbing knowledge online than in traditional institutions of learning.
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