Like other generations before them, most Generation-X, also known as the sandwich generation, have adopted a stronger affiliation for stability and tradition as they age. However, employers may mistake the need for stability for the lack of ambition, resulting in many Generation-X professionals being overlooked for promotions as compared to their younger counterparts.
A Metlife research in 2019 indicated that Generation-X workers averaged 1.2 promotions a year, as compared to 1.6 for Millennial workers. This is of no surprise, as it takes more to be promoted in senior-level positions. However, Generation-X employees are likely to get turned-off by the stagnation of staying in the same position for five years.
work-life balance and stability key in retention for gen-x
Born between 1965 - 1980, Generation-X workers have more trust in their employers, especially if they are tenured employees. Demonstrating the willingness to learn is one of gen x characteristics, as well as developing their skills and talent to better negotiate their salary and benefits packages and promotions, and to secure a place of employment for better income stability.
However, generation X workers’ contributions are often forgotten and work credits are often shared with their team. With limited positions available at the top, it is a rat race amongst those in the middle-level to prove that they are capable and ready, which often result in the need to meet stretch goals. The career stagnation and lack of opportunities can drive Generation-X workers to look for jobs that offer them a more respectable position and higher pay.
key highlights of the guide:
- employers to be more involved and aligned with employee expectations
- create opportunities aligned with employees’ purpose and values
- offer benefits to support self-development
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