Broaden your management style to motivate people of all ages, and pay particular attention to Generation Xers; they are leaders and trend setters in business.

Who is Generation X?

Generation Xers are people born between the mid1960’s and late1970’s, and, while diverse, exhibit characteristics that are unique to their generation and not just a typical rite of passage for anyone passing through their twenties. Learning something about these characteristics doesn’t permit you to disparage them, but rather helps you individualize interactions which then attract, motivate, and manage them.

Michael Sullivan, a partner in Fifty Plus Communication Consultants in Charlotte, NC, distinguishes generations by using “Drive-in’s, Drive-thru’s, and Drive-by’s” terminology. “Most Generation Xer’s,” says Sullivan, “are techno-literate and process vast amounts of information simultaneously. They are much more comfortable with diversity than previous generations have been and see global issues easily. They are entrepreneurial and self reliant and seek fun and meaning in their work. They are supreme skeptics and cynics and value authenticity and candor. They have no fear.”

When recruiting, retaining, motivating, or managing people in this age group, don’t expect blind loyalty. Gen Xers have grown up with corporate downsizing, massive layoffs, governmental scandal, and merged families. They expect change. “Besides being latchkey children, that’s why they are self-reliant and hyper-independent,” says Sullivan. Provide meaningful work and link what you do to improving humankind. Keep fun prevalent.

How to work with Generation Xers

• Give Gen Xers frequent training that relates not just to the job, but to their careers.

• Provide instruction and communication in multi-media. Talking heads, dull memo’s, and handbooks don’t work with this group. Use charts, photos, graphics, color, sound, techno-gadgets, and interactive, computer- based training. Let them lead your organization to new levels through technology. What’s hard for you is easy for them, and they’ll enjoy it.

• Coach, don’t lecture.

• Make feedback regular and specific. Annual performance appraisals are too late and bore them. They need frequent, rapid, specific feedback.

Take advantage of Gen Xers’ entrepreneurial spirit and creativity rather than requiring them to pay their dues and follow ineffective “ways we’ve always done it here.”

Sullivan concludes, “Try to understand. Spend time with them. Read some of what they read. Watch some of what they watch. Show them respect, and they’ll respect and perform for you.”