Managing Gen X could be the next big challenge for organizations. It is estimated that by around 2019; Gen X will be in charge of the workplace. What does managing Gen X entail? What is the generation like? Will managements be stretched to their limits in managing Gen X? Will they earn the same loyalty and respect they got from this generation that they got from the previous one/s?
What is Gen X?
After the baby boom generation, which relates roughly to those born in the post war period; the stage is set for the advent of the generation after that, or what is called Gen X, meaning those born from about the late 1970’s to the early 1990’s. Employment analysts surmise that these people will start to attain their highest productivity in around 2019, when they take up their professions or will be some years into it.
Why is managing Gen X considered challenging?
Managing Gen X is challenging for a simple reason: this is the first generation born after the Net took over our lives, so to speak. This generation is the first to be in this position, and sets the trend for being the generation that relies almost entirely on IT for almost anything it does.
In is out, out is in
Since gadgets are here to stay; we can expect that managing Gen X will be akin to managing these gadgets: here today, gone tomorrow. What implications does this trend have for the future of organizations? Employers will now have to come round to the fact that employees are no longer here to stay in the long run. This is the first principle governing the rules of managing Gen X.
Give up micromanaging
It is highly unlikely that Gen X will tolerate any bossing around or micromanaging from its employers. This is a generation that has grown up more independently than perhaps any previous one; so, for people of this generation, the most irritating trait is likely to be micromanaging from employers. They like to be left to themselves, because there are those many more opportunities for them to experiment with anything, be it gadgetry, work, or life itself. The best method in managing Gen X is to give them as much creativity and scope for improvement and experimentation as possible.
Another very important element of managing Gen X will be their tendency for job-hopping. It is next to impossible to expect this sprightly generation to stick around for years in the same organization or even in the same profession. For it, it is growth and job satisfaction that comes above everything else, including loyalty. Given that they form the typical global employee gang and the fact of being of very high ethnic diffusion; it is next to impossible to expect them to stay around.
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