Are you just getting over the generation gap that started in the 60s between the Boomers and the Silent Generation? Well, look who’s coming down the road. We aren’t exactly sure who they are yet, so I can only say they appear to be those born anywhere between 1961-1981 (78 to 85 million) to those born between 1965-1976 (46 million). Pick a number, but get involved or get out of the way!
They are sometimes labeled Baby Busters or Twentysomethings. William Strauss and Neil Howe identify them as the Thirteenth Generation (13th since the founding of the USA). At CASA Network we think of men and women broadly in three major groupings: 1) the Legacy Generations 0-44; the Bridge Generations 45-69; and the Sage Generation 70+.
As you may be painfully aware, the Silents and Boomers haven’t always gotten along. Now it’s the Boomers and Gen Xers turn, both wanting everyone to be just like them (don’t we all?). Of course it would make my relationships easier if everyone was like me, but that is not reality. Building bridges to these do-not-always-think-alike groups in order to effectively share in the transforming power of the gospel of Jesus is one of the great tasks of the Church.
What doesn’t motivate Xers?
Many Xers grew up in single parent families. More than a few watched their parents become workaholics, only to be downsized or outsized from their chosen careers. Work doesn’t define their life; it is simply something you do. They have little expectation of job security, so they tend to see every job as temporary. They resent being ‘characterized’ (as I am doing right now).
What does motivate Xers?
Individuality and relationships. These are more important than achievements. Xers want to be known and respected as individuals. Earning the right to be one is not necessarily the issue. Acceptance usually comes before listening will. They are the first latchkey kids to hit the workplace, the product of both parents working.
Work that is challenging. Xers respond to new challenges and opportunity to develop new skills. Training is a strong motivator. They want to be free to manage their time, work and lifestyle. They have short attention spans and have little interest in rehashing things or engaging in perennial meetings. They just want to do it.
Recognition and feedback. They relish being with mentors, bosses and coaches who give to them time, feedback, encouragement and wisdom from years of experience. Are they searching for what was missing when growing up? This is something the Church and its olders should capitalize on. It goes both ways. Olders learn from the youngers, too.
Meaning and purpose. Xers will respond to Boomers and Silents if substance is inherent in words so often used – empower, teamwork, communicate. They love an environment in which they are challenged by and enjoying what they are called upon to do. They believe performance is more important that dress style. They want to be informed, included and recognized.
Come to think about it, maybe Xers aren’t all that different after all!
