Talent Solutions Playbook

Generation X

Seeking stability

Generation X (1965-1980) values flexibility, as these workers usually have responsibilities for aging parents as well as their own children. However, they tend to emphasize financial stability over purpose, equity, or advancement. Generation X tends to be drawn toward traditional benefits, such as employer-sponsored healthcare and retirement options and competitive salaries, as well as greater autonomy at work. They are comfortable adapting to new technologies and respond favorably to digital and face-to-face communications.

Expectations:

  • Flexible schedules, remote work
  • 401K plan with matching benefits and retirement bonuses
  • Tax-advantaged accounts (Flexible Spending, Health Savings, Health Reimbursement Arrangements)
  • Student Loan Assistance programs (more for their children than themselves)
  • Mortgage services

Tips

To attract and retain Generation X talent, employers should provide greater flexibility to promote work-life balance. Customizable benefits can empower workers to choose options that meet their life circumstances. Workers in this generation are highly independent and experienced. They prefer direct and honest feedback. Avoid micromanaging, provide opportunities for growth and
networking, and respect their experiences.

Tips

To attract and retain Generation X talent, employers should provide greater flexibility to promote work-life balance. Customizable benefits can empower workers to choose options that meet their life circumstances. Workers in this generation are highly independent and experienced. They prefer direct and honest feedback. Avoid micromanaging, provide opportunities for growth and
networking, and respect their experiences.

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Tactics

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Resources to Establish Talent Pipelines

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