Executive Position Job Order  |  Executive Candidate Registration
Global Executive Search Recruiting Firm

Team-Building: Attracting & Keeping Gen Xers
- Executive Leadership Articles

RMA - Global Executive Search Recruiting Firm Solutions - Executive Search Recruiting Solutions Career Center - Executive Search Resources For Employers & Job Seekers Employers & Hiring Professionals - RMA Is Your Source For Top Executive Candidates Job Seekers & Executive Candidates - Your New Career Begins Here! Industry Expertise - Executive Search Recruiting Expertise In 30 Industries Company - Over 20 Years of Executive Search Recruiting Experience News & Articles - Executive Search Recruiting News & Articles Contact RMA - The Trusted Executive Search Recruiting Firm
Your Source For Top Executive Candidates
News & Articles »
News & Articles
Executive Search Firm News
Executive Leadership Articles
Follow RMA On Google+
Follow RMA On Facebook
Follow RMA On Twitter
News & Articles - Executive Search Recruiting News & Articles
Team-Building: Attracting & Keeping Gen Xers - Executive Leadership Articles

Team-Building: Attracting & Keeping Gen Xers

Executive Leadership Articles

Team-Building: Attracting & Keeping Gen Xers

It’s very easy to overlook the Gen Xers in your company. With Boomers delaying retirement and Millennials banging on the door with fresh, new perspective, the Xers stuck in the middle who’ve been with you for some time are most likely the steady, reliable mid-level managers you haven’t paid as much attention to. But a recent blog article for Harvard Business Review suggests that you take their pulse, based on a 2011 survey conducted by the Center for Talent Innovation that says 37% of your Gen Xers already have “one foot out the door” and are planning to leave within three years.

Gen Xers, defined as those born between 1965 and 1978 in the study (‘though often going to 1984 by some definitions), despite being categorized twenty years ago as the “slacker generation,” will share that they’ve settled into a kind of peace with their place in the culture. They may have delayed moving out of college and into the workforce, but they no longer lack ambition--according to the CTI study, 75% of Gen X women and 72% of Gen X men consider themselves highly ambitious. Perhaps not as bitter as they once were with their inheritance of the Boomers’ mistreatment of the planet (on a large scale) and their being raised in front of the television (on a smaller scale), most have settled into career paths similar to that of the generation before, but with marked differences.

Keeping in mind that people are complex creatures who resist being put into easy categories, some consistent traits can be attributed to these thirty- and forty-somethings. In contrast to the generations before and after, Gen Xers appreciate independence and enjoy the challenges of open-ended tasks, those whose results may be articulated but whose path is left to them to figure out. As the front-end of the consumption of hyper-edited music videos, a hundred TV channels, and frenetic video games, they may have longer attention spans than the Millennials, but they appreciate changes in pace and direction, even (or sometimes especially) if it means stretching outside their realms of expertise.

Remember that this is the generation that came of age with USA for Africa, Tiananmen Square, the end of Apartheid, and the crumbling of the Berlin Wall. Inheriting the Boomers’ belief in participatory social change, flavored by this historical perspective, Gen Xers volunteer their time more than any of the other working generations, according to a study of U.S. Census data by the Coporation for National and Community Service (http://www.volunteeringinamerica.gov/rankings/States/Generation-X-Volunteer-Rates/2011). Additionally, whether it’s the result of their early slacking or simply the passed-along belief in the value of education, Gen X is the most educated generation, according the the U.S. Census Bureau’s 2009 statistical abstract. As you strive to retain your valued Xers (or attract new ones), consider how you might appeal to these values, whether it’s recruting them for a new corporate responsibility initiative or involving them in education-related projects.

Flexibility is key to holding on to your Millennials, but your Gen Xers will appreciate it just as much: many of them delayed starting families and are now, in their their mid-forties, dealing with the struggles once attributed to employees somewhat younger than them. Issues related to childcare, balance, quality of life, and leaving a legacy are strong motivators, something that is true of all current working generations, but take time to consider how these concerns differ for your group of middle-agers.

Gen Xers occupy a unique spot in the current landscape, professionally and socially, and as the smallest (in numbers) generation, they can be easily forgotten. As you look to assemble, strengthen, and refine your team, it’s not a bad idea to resist that tendency and to spend some time considering the talents and preferences of this important part of your corporate culture.


RMA® Executive Search Recruiting Firm Locations:

United States & Canada:   Europe, Asia & Pacific:
  • Bangkok, Thailand
  • Beijing, China
  • Berlin, Germany
  • Hong Kong, China
  • Kuala Lumpur, Malaysia
  • London, England
  • Madrid, Spain
  • Melbourne, Australia
  • Moscow, Russia
  • Mumbai, India
  • New Delhi, India
  • Paris, France
  • Prague, Czech Republic
  • Rome, Italy
  • Stockholm, Sweden
  • Sydney, Australia
  • Tokyo, Japan
  • Vienna, Austria
  • Wellington, New Zealand
  • Zurich, Switzerland

Team-Building: Attracting & Keeping Gen Xers - Executive Leadership Articles

RMA Executive Search Recruiting Firm  /  News & Articles  /  Articles  /  Team-Building: Attracting & Keeping Gen Xers

Start at the Career Center

News & Articles Links: