Here are eight reasons why employers can’t stand Gen Xers and the way they do things in the workplace.
The yearly check-in
This generation is used to getting feedback once, maybe twice a year. Now, though, it’s constant. Most workplaces have weekly check-ins and quick notes all the time. It’s supposed to be better for engagement.
But Gen Xers don’t really want that regular recognition. They’d rather handle things themselves and get the feedback later. That’s not going to go down well with managers.
The silent fix
Gen Xers are used to dealing with problems themselves. They’ll see an issue and won’t send a message or call for a meeting. That sounds like a good thing, right? But then it turns out that the issue needed more people involved.
It’s not until later that the situation comes to light, and by then, it’s much harder to deal with. There’s nothing wrong with being independent. But you can’t be that way when you’re supposed to be part of a team.
The inbox habit
Practically everyone in the office fires off quick messages on Slack or jumps on a call. However, not Gen X. This generation’s happy with writing full emails for everything. It’s just how they used to do work. Unfortunately, that creates a lot of timing issues.
Gen X is left behind while the rest of the team has moved on. It’s not exactly their fault. They prefer more formal communication styles, and that’s okay. But it’s not so great when everyone else expects a message back faster.
The old setup
Something works? Then Gen Xers will stick with it. It could be a program or a way of organizing tasks, whatever. Gen X are strong believers in ‘If it ain’t broke, don’t fix it.’ They’re a pretty practical generation. But that’s a problem.
Companies roll out new systems and ways of doing things all the time. Many in Gen X struggles to take those on board. Everyone else tries to move forward, yet Gen X’s trying to stick to the old one.
The experience card
Gen X also responds in another way to new tools. The boss might say something about AI or automation, for example. Gen X isn’t ready for that. Yes, a lot of them think that experience is what really counts. It’s way more important than any system.
But that’s not how things work today. Digital and AI skills are some of the fastest-growing in demand. If you don’t have those new skills, you’re going to be left behind. Sadly, that’s what might happen to Gen X.
The younger boss problem
Some of Gen X’s problems are a little more subtle. For example, they might hesitate when they’re supposed to take direction from someone younger. They’re not trying to be rude. But the age difference is there. It’s hard for Gen X to get over that.
Studies also show this. Apparently, big age differences between managers and employees annoy both sides. It doesn’t take long for the tension to start building. How’s an employer supposed to get over that?
The office memory
Work has always had a place. At least, that’s how it is in Gen X’s minds. They’re used to having an office and a desk, the same routine. That structure doesn’t really exist anymore. Now, it’s all about hybrid setups and shared documents. Don’t forget the online updates.
It’s too much for many Gen Xers. A lot of them find it hard to adapt to the new remote working style. No, that doesn’t mean they’re not able to use technology. But it’s much harder understanding the new remote-based work style, that’s for sure.
The public voice
Doing the work isn’t enough anymore. Employers want you to show it, too. You have to post online and share updates. Essentially, you have to make yourself part of the brand. That doesn’t come naturally to everyone.
For Gen X, work and personal life are supposed to be separate. Sharing company posts and social content? That doesn’t feel right. Still, employers expect their most experienced staff to be sharing in those spaces.
Sources: Please see here for a complete listing of all sources that were consulted in the preparation of this article.
