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During two Cross-Generational Conversation Day workshops I conducted recently, I posed the question: Which generation do you think can be the best bridge among the generations at work, and why? The small discussion groups, which were comprised of members of three generations, had lively discussions with input from each member of the group. On this question, the groups came to differing conclusions. More later on their thoughts.

Advisers and commentators have devoted much attention to the “big” generations – Generation Y/Millennials and the Baby Boomers. It is hard to ignore roughly 80 million people in each of those generations with strong voices and financial clout (current and potentially). Caught in the middle, and often feeling neglected, is the much smaller Generation X cohort of approximately 50 million people (U.S.).

By the law of supply and demand, you might guess that Gen X should gain big-time as this generation gains career experience and maneuvers up the typical career ladder. But instead, they feel sandwiched in between the Baby Boomers who are slow to leave and turn over control and clients and the younger Gen Y eager beavers. They tend to think themselves more valuable to employers than the Gen Y/Millennials because they hold more experience and knowledge beyond what can be stored in computers and are willing to stay at their organizations longer than Millennials as long as they are treated well and are afforded reasonable work/life flexibility.

While the two larger generations coming before and after them get the bulk of attention from the editorial side of the media and advertisers, certainly in the workplace it is unwise to neglect the Gen Xers. Here are 10 reasons why.

Gen X Assets

At this time in their careers and lives, members of the Gen X cohort:

• Have achieved considerable expertise in their areas
• Are peers of up and coming leaders and decision-makers on the client side
• Are positioned to have a realistic sense of the marketplace
• Have become hard workers
• Still use face-to-face communication, which has considerable advantages over electronic devices for building relationships and avoiding misunderstandings. Clients like the fact that Gen Xers are still comfortable using face-to-face and phone communication
• Are more flexible and agile in work style than older generations and more adaptable and open to challenge and variety
• Have greater acceptance of diversity than older generations typically, especially encouragement of more women in leadership and managerial positions
• Are more globally aware than Boomers, particularly in their work interactions
• Are faster than Boomers when it comes to adapting to new technology
• Share several important attributes with Gen Z, the next generation to be entering the work world (and primarily the children of Gen X)

These factors represent an intersection of generational attributes and the progression of worldview and behaviors that typically comes with age.

It’s Not All Rosy

On the other hand, Gen Xers do have certain liabilities as managers including impatience, typically poorer people skills than Boomers and occasional cynicism. These attributes frequently surface in their roles as supervisors and mentors of the younger Gen Y/Millennials and can lead to potential clashes between Gen X and Gen Y. Gen Xers tend to like to work autonomously and are proud of their independence and resourcefulness. Gen Yers, by way of contrast, like working in teams, collaborating, and want and need a lot of management guidance. They ask a lot of questions upfront because that is what they were educated to do, and they want to feel secure that they will do things right and garner praise. Millennials’ fairly pervasive (and admitted in my interviews and workshops) fear of failure is an important issue to address. Gen X finds this demand for continual attention frustrating, even annoying, and considers Gen Y to be coddled and over-protected.

What’s more, many Gen Xers have arrived at that treacherous time in the career cycle when they have greater demands from work and family than ever. And they are serious about having personal time and life choices. Like Gen Y, they are willing to work hard, but they want to do it their way.

Surviving an early reputation of being “entitled” and “slackers,” the generation spanning currently from about late 30s to early 50s has shown itself to be generally committed and hard working. Typically Gen Xers are so focused on their children that they choose responsibility over following their dreams, many claim. (That is a “lifecycle” issue common to other generations at similar ages as well.) They did not grow up repeatedly hearing that anything is possible for them as the Millennials did. And their journeys so far have not made them more optimistic that career paths to the brass ring by traditional definitions will be easy.

Gen X or Gen Y?

The most likely alternative to Gen X as the bridging generation would be Gen Y/Millennials. While the group selecting Gen X backed their choice with some of the reasons I listed above, the other multi-generational discussion group I referred to earlier quickly reached consensus that the better bridge would be Millennials. Among their reasons were:

• Gen Y/Millennials are more in tune with what works best for everyone at work.
• They place a higher value on diversity than other generations before them.
• They tend to have more similarities in outlook with Baby Boomers than either generation has with Gen X.
• They are team players and avid collaborators who like to consider everyone’s viewpoints.
• Their tech savvy will mesh best with the digital native Gen Z as they enter the work world.

Are Gen Xers Ready?

With the demographic phenomenon of a smaller Gen X cohort, organizations could be faced with a situation in which much of the next generation is either unwilling to sacrifice personal life or may not be suitably trained to take over the demanding responsibilities of leading their businesses to the productivity standards the Boomers sought and achieved.  Potentially, there are a lot of big shoes to fill and much needed ongoing cross-generational conversation. Will Gen Xers lead it or secede that initiative to Millennials, who are showing great interest from the grass-roots? Can and will Gen X be the bridge among the generations at work?

©  Phyllis Weiss Haserot, 2016

* The generational chronology for easy reference: Generations are defined by the similar formative influences – social, cultural, political, economic – that existed as the individuals of particular birth cohorts were growing up. Given that premise, the age breakdowns for each of the four generations currently in the workplace are approximately:

Learn about our *Generational Wisdom for Mentors and Mentees* programs as well as multi-generational team facilitation. Call 212-593-1549 or e-mail pwhaserot@pdcounsel.com.

For coaching, training and special programs on inter-generational challenges for and among 4 generations in the workplace and maximizing the potential of young professionals, call or email Phyllis for an exploratory talk or complimentary coaching session at 212-593-1549 or pwhaserot@pdcounsel.com

Phyllis is available to speak at your organization or at firm retreats on inter-generational relations and organizational effectiveness topics. Call or e-mail for a list of topics or to custom-tailor your own.