Most demographic workforce publications seem to focus primarily on two generations, the Baby Boomers and the Millennials. However, nestled between those two larger groups is an often forgotten group called the Generation Xers. Because of their smaller size, uncomplaining attitude, and independently strong work ethic, Gen Xers often make up the organizational core of middle managers and senior staffers that are so essential to company operations. In 2015, the first Gen Xers turned 50 years old. While Boomers have continued on in the workforce, Gen Xers have stepped up and diligently focused on getting the job done with little fanfare and even less recognition. Being the first generation to be facing retirement without a pension or faith in social security, they are also generally more financially secure (with mobile 401Ks and IRAs), confident in their skills, and independent in their outlook on life.
While 68% of Inc. 500 CEOs are Gen Xers, they represent the smallest generation in the workforce, and the majority of them are still being over-looked at work. Gen Xers represent the current and future leaders with both the wisdom of experience and the technological savvy to drive strong performance. While the media continues to focus on the Boomer’s extended transition to retirement and the engagement of Millennials who will eventually represent 40% of the workforce by 2020, the forgotten Gen Xers (who only make up 20% of the workforce) could become a flight risk. Told to be patient and wait for their turn, frustrated Gen Xers could potentially depart for better opportunities along with the retiring Boomers and leave some organizations with an inexperienced cadre of unprepared Millennials.
Gen Xers seeking career advancement may start to feel impatient or even passed over. Unlike their Millennial colleagues who often change jobs frequently (every six months to two years) and have some knowledge of the job market, Gen Xers often stay in positions longer and lack insight into their true value. They may also have become too specialized within a single organization and thus lack the ability to translate their knowledge, skills, and messaging to broader cross-industry settings. The combination of limited insight and narrow organizational experience can result in risk aversion towards stretching beyond immediate career opportunities. This tendency may reinforce the organizational norm of taking the Gen Xer for granted. The counter to this dynamic is to fact-check the market and engage in a series of stretch experiences and deliberate practice to reposition for an opportunity that is yet to come.
In the age of Ask Siri (or Cortana, Google, or Alexa), fact-checking the value of a job is harder than it appears. Jobs of similar titles at different companies are not the same jobs. Even jobs of similar titles at the same company can be very different. Web sites that offer salary comparisons like salary.com can provide broad ranges, but these ranges are only general guidelines. The best and richest intelligence is human intelligence, and it is gathered by speaking with professionals at the companies being researched. Many professionals respond positively to requests for informational interviews, and utilizing LinkedIn combined with traditional networking can yield tremendous insight into current and future opportunities.
Armed with more accurate information, the Gen Xer is in a much better place to assess the next career move. Sometimes the information learned is that the current position still brings satisfaction, and the best strategy is to stay and see what develops. Remaining in the same position can yield many rewards including greater vacation time accruals, accumulated raises, organization navigational skills, and a strong pool of social and expertise capital essential for highly regarded reputations. Conversely, the information learned could be that the Gen Xer is not in a good situation and should seek new opportunities. Regardless of whether a Gen Xer should go or stay within a position, more information is valuable, and the Gen Xer is better prepared to plan the next move.
Tonya Osmond, EdD, LPC, is a Career Consultant and President of Quantum Career Consulting, LLC. With more than 20 years of career counseling experience, she is a licensed professional counselor in both Maryland and Virginia.