A Day in the Life of Working Baby Boomers and Gen Xers

Baby Boomers

Born between 1946 and 1964, Baby Boomers represented the largest generation to date in U.S. history. Unlike the Silent Generation before them, Baby Boomers have never been categorized as passive. They value high expectations and push hard to reach goals and make changes in the world. Though approximately two-thirds of Boomers are now retired, it’s still vital to account for Baby Boomers’ role in the workplace, still numbering 44.6 million, and absorb their thoughts about retirement and assess how they differ from other generations.

Famed for their work ethic and commitment to getting the job done, Boomers are known to ask how they can help improve the work ethic of Generation Xers and Millennials even when not asked to do so. Although intergenerational friction can be a normal byproduct of different upbringings, it’s safe to say that the work-life balance of boomers traditionally includes a little more work than life, a sign of a post-war generation. Boomers often represent a walking trust of organizational knowledge, between work ethic and sheer years of experience in the workplace: these older workers were less likely to switch employers throughout their careers.

With the expanding lifespan expectancy—and lasting impacts of the recent great recession—many Boomers aren’t cleaning out their desks the moment they turn 65. The percentage of individuals between ages 62 and 64 who are working or looking for work has increased over the past decade. Better health later in life, or it could also be a necessity for Boomers still trying to fund their retirement and pay off debt, could be a couple of reasons behind this trend.

Boomers have adapted their love of productivity with financial realities. Those delaying retirements want flexible workplace arrangements, including part-time schedules and the opportunity to telecommute.

Generation X

Generation X has many nicknames; “Slacker Generation,” “Latchkey Kids,” “MTV Generation,” and were born between 1965 and 1979. Squeezed between two huge generations, they make up a small band of 60 million.

Xers became pros at organizing their own lives, as during their earliest years the divorce rate between 1960 – 1980 more than doubled. They learned self-reliance early, like letting themselves in after school, microwaving their own dinners, or doing their homework. Because their parents were often mired in their own issues, no one was hovering over them.

Because of this, while at work, Xers tend to be more independent. They will frequently prefer to work on a task alone than as part of a group or team. They’ll provide the pros and cons to any assignment or project so, don’t take Xers incredulity personally. They grew up questioning everything and being the first users of many odd, now failed or obsolete technologies.

As managers, Xers tend to be risk-taking thinkers and are results-oriented, so they may not tell you how to do every step of the job. Xers tend to be hands-off, low face-time managers. When working for a Xer, ask them to clearly define their expectations. Xers are brutally honest simply because they care. They’ll speak their minds and play devil’s advocate to test an idea when they want someone and their project to succeed. Few Xers were regularly praised growing up being shuttled between households and activities, so don’t expect a lot of praise when working with a Xer manager. If you do receive a compliment from a Xer, you’ve done a great job.

Because of their unique childhoods, they are unwilling to sacrifice family time to earn a promotion. Xers do not believe more hours in the office creates a more productive, hard-working employee. They are very willing to prop up a sturdy barrier between their work and personal lives to protect their family life. By not indulging in current office trends of frivolity and fun and rather focusing on effective and targeted action, they’ll land that managerial position. During work hours they will provide 100% but the moment they’re off the clock, don’t expect anything work-related from them.

Conclusion

There are at least three generations in today’s workplace. Gaining a better understanding of their goals and motivations can be extremely helpful in learning how best to navigate not only your own workplace but those of your clients and suppliers as well.