Tag Archive for: Managing Gen X-er

Work for a Gen X-er? Here is How

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Gen X-ers are currently aged 28-43 and have been in the workforce for anywhere from 10 to 25 years. Many of them have risen to positions of power and authority; they’ve done so by being dedicated to the task-at-hand and achieving measurable results. Here’s what you need to keep in mind when you’re working for a Gen X-er.

Take Compliments Seriously

Gen X-ers are inherently scrupulous and cautious by nature. When a Gen X-er gives you a compliment, they really mean it. Gen X-ers were raised in an environment in which compliments weren’t handed out freely, therefore, they really have an impact when they are used. This also means that you should be careful about handing out compliments or criticisms to your Gen X boss. Remember that everything you say or do has significant meaning for your Gen X manager, so be mindful of that as you choose your words.

Ask Expectations

Gen X-ers will have a clear expectation of what you need to accomplish. If that’s not communicated clearly to you, there could be some ensuing trouble. Gen X-ers are known for being incredibly self-reliant and not necessarily great at collaboration or communication. In order to avoid workplace tension, ask your Gen X manager what his or her expectations are from you. This could be in general at work, for a specific task, or in a particular instance. However, you must know that in order to be on the same page, you will need to ask them to clarify.

Expect Analysis

Gen X-ers are skeptical, analytical, and dedicated to getting the current task-at-hand completed before moving on to the next one. Because of this, Gen X-ers tend to analyze a lot before they make a move and usually only take calculated risks. If you’re working for a Gen X-er, you should expect to have your work analyzed intensely by your manager. This isn’t necessarily a reflection on you or your work quality; rather, it’s a way for them to check and make sure the job can be completed to satisfy the way they want.

If you aren’t someone who does well with analysis, make sure to check in with them proactively instead of having them come to you with an unresolved question. If you have the opportunity to work for a Gen X-er, you should take it. You will learn a lot about prioritizing, being independent, and decision-making.

If you contact Award Staffing, we can help you figure out the assets and skillsets you should discuss when interviewing with your potential Gen X boss.

 

FINDING YOUR TALENT

Want to learn more about how Award Staffing can help your organization with your staffing and employment needs? Start by providing our team with a few pieces of information about yourself, and we will take care of the rest.

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How Minnesota Companies are Managing “Gen X-ers”

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If you are in the position of managing a Gen X-er, you will likely be dealing with someone who is extremely independent and likes structure. Gen X-ers are inherently skeptical and self-reliant, so they really need a manager who can be sensitive to that fact, but also provide enough input to get the job done. Here’s what you need to keep in mind when you’re managing a Gen X-er.

Provide Detailed Feedback

Gen X-ers are extremely detail-oriented because they only focus on one task at once. If you want to effectively leverage your relationship with a Gen X-er for the good of your company, you will need to provide detailed feedback whenever possible. This will help the Gen X-er realize what he or she did wrong/right so it can be applied to the next task-at-hand. However, it’s important that the feedback is given after the task or project’s completion so that they don’t feel as if they’re being micro-managed.

Don’t Micro-Manage

Gen X-ers hate being micro-managed. If there is a task that you need to have completed, give the Gen X-er a broad overview of what you need to be done, and when. Don’t ask milestones of them, and don’t check in with them. They will get the task done by the time you need it done, but any other form of communication could annoy them and actually deter them from doing their best work.

Give Autonomy

Gen X-ers prefer to find their own solutions to problems. Give them the autonomy to work by themselves or from home if that’s what they prefer. Gen X-ers don’t love working in group environments, because they find it an unnecessary distraction from getting the current task-at-hand completed. It’s also appreciated if you can let them come to solutions in whatever means they find necessary, even if it’s one that you wouldn’t have ever originally thought to implement.

 

FINDING YOUR TALENT

Want to learn more about how Award Staffing can help your organization with your staffing and employment needs? Start by providing our team with a few pieces of information about yourself, and we will take care of the rest.

  • This field is for validation purposes and should be left unchanged.