Your next boss is probably a Gen Xer

It isn’t easy being a member of Generation X. At just 20% of the workforce, employees aged 32 to 49 are overshadowed by Boomers, who are usually their bosses (at least for the moment), and outnumbered by Millennials, who are nipping at their heels and hogging the limelight.

Often laden with debt, since many borrowed heavily for college and bought their first houses at the peak of the real estate bubble, Xers seem to feel they’re just slogging along in the middle, wondering if they’ll ever get a chance to move up.

Companies concerned with retaining key employees would be foolish to take Xers for granted. More than half describe themselves as “innovative,” “problem solvers,” and “team players”—traits that keep getting more marketable as the job market livens up.

The oldest Xers turn 50 this year, so they’ve been around long enough to have accumulated a heap of knowledge, and they’re eager to pass it along. Looking for managers who will nurture young talent? Almost two-thirds of Xers (62%) say they “want to be mentors, and 40% see themselves as teachers. That’s more than any other generation.

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Xers are also at an age where their experience qualifies them for senior management jobs, and they’ll be in demand as Boomers keep retiring. 

At $3-billion-a-year software firm Infor, for instance, “we have 13,000 employees, and a lot of them are Gen Xers, because it’s the age group that now has 15 to 20 years’ experience in tech, which is extremely valuable to us,” says Charles Phillips, a former Oracle co-president and now Infor’s CEO. “We pay close attention to developing their careers, especially their leadership skills.”

That’s smart, because professional advancement is hugely important for Gen Xers. They want to feel that their employer is invested in their success, and that there’s a clear path forward.

Want to make sure Gen X talent sticks around? Besides more money, which all three generations gave as the No. 1 reason they’d consider changing jobs—Gen Xers’ highest-ranked reason for leaving is not seeing a way to advance beyond their current role. If they can’t move up, they’ll move on.

Phil Mora is a business consultant, speaker, executive coach and CMO at Bold. I specialize in marketing and branding, online marketing, business development and entrepreneurship. A creative problem solver with a talent for strategic thinking and communication, I combine lessons learned from more than 15 years as a high-tech industry executive with my roots as a software technologist, product developer and startup marketeer. When I am not working on client projects, I am obsessed with with sports, fitness, wellness, nutrition and anything holistic: you’ll find me at the gym or outdoors training hard. Contact me here: I look forward to connecting with you! 

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