Born between 1965 and 1980, Generation X currently makes up around 31% of the global workforce as of 2024–2025, quietly powering industries while often being overlooked in workplace discussions. Known for their independence, pragmatism, and resilience, Gen X traits reflect a generation shaped by both analog roots and digital transitions.
While many conversations center around Millennials or Gen Z, it’s Gen X who often hold mid-to-senior management positions, balancing operational stability with evolving business needs. This practical guide is designed to help HR leaders and people managers better understand Gen X at work: what they value, how they prefer to be led, and what keeps them motivated.
If you want to unlock better performance and retention in your mid-career talent pool, it’s time to pay closer attention to the generation holding it all together.
Gen X’s Role in Today’s Workforce
Gen X is often the steady force behind many teams. As of 2024, they make up over 51% of leadership roles globally, according to a LinkedIn global workforce report. Most are in mid- to senior-level positions, quietly managing people, projects, and performance without drawing too much attention to themselves.
They’re known for being practical, experienced, and adaptable. Gen X grew up with landlines and floppy disks, yet smoothly transitioned into today's digital environment. This dual background makes them comfortable working with both Baby Boomers and digital-native generations like Millennials and Gen Z. That’s why they’re often called the “bridge” generation — they naturally translate between generations, smoothing communication and teamwork.
From a workforce planning perspective, Gen X is essential. Baby Boomers now make up only 15% of the workforce, and they’re retiring fast. That leaves Gen X next in line to take on executive leadership roles. But there’s a limited window—most Gen X workers are expected to retire between the ages of 61 and 65.
If your company isn’t investing in Gen X now, you could be facing a leadership gap soon. They have the experience, the loyalty, and the trust of their teams. Supporting them today means stronger leadership for the future.
What Gen X Needs from Today’s Employers
Gen X employees aren’t impressed by flashy perks or trendy office features. What they really want is support that makes their work more effective and their time more respected. Here’s what they value most:
- Stability over flash. About 35% of Gen Xers say job security is their top priority, followed closely by work-life balance at 34%, according to Marsh McLennan. They appreciate steady pay, clear expectations, and long-term career visibility over short-term perks.
- Autonomy in how they work. Gen X prefers to work independently and doesn’t respond well to micromanagement. A report from the Project Management Institute highlights how project-based roles suit their style, since they value having the freedom to figure out how to get things done as long as the results are clear.
- Tools that simplify their workload. While Gen X is comfortable with technology, they don’t want it to slow them down. A survey by Zety found that 19% of Gen Xers identify as tech-savvy, but they are selective about tools. They want systems that are intuitive and useful—not just new for the sake of being new.
- Self-directed learning. Gen X likes learning on their own terms. This generation prefers on-demand, self-paced training over mandatory group sessions. They value content that’s practical, targeted, and aligned with their personal or professional goals.
Focusing on these priorities helps employers build stronger connections with Gen X employees and shows that their time, skills, and experience are truly valued.
Managerial Mistakes to Avoid With Gen X
Managing Gen X effectively means knowing what not to do. This generation is independent, experienced, and often overlooked—so getting it wrong can lead to frustration and even turnover. Here are three common mistakes to avoid:
- Micromanagement
Gen X values trust and autonomy. They’ve been in the workforce for decades and know how to manage their time and responsibilities. Hovering over their work or second-guessing their decisions can damage morale and productivity. - Assuming they’re disengaged or tech-averse
Despite not growing up with technology, Gen X adapted quickly and now uses digital tools daily. In fact, many are tech leaders in their departments. Assuming they’re behind the curve can come across as dismissive and out of touch. - Overlooking them in leadership development
With so much focus on Millennials and Gen Z, Gen X is often left out of mentorship and executive training programs. This is a missed opportunity. Many Gen X employees are ready to step into higher roles and already hold the trust of their teams.
Avoiding these missteps builds stronger relationships and keeps your Gen X team engaged, respected, and ready to lead.
How to Lead, Motivate, and Retain Gen X
Gen X doesn’t need constant hand-holding but they do need thoughtful leadership. If you want to keep them motivated and loyal, focus on giving them control, clarity, and room to grow. Here’s how to do it:
- Use asynchronous communication for updates
Skip the long meetings when a simple update will do. Gen X appreciates time-saving communication like emails, dashboards, or recorded video briefs. They want to stay informed, but they prefer to digest information on their own schedule. - Offer project-based leadership opportunities
Instead of forcing them into rigid management roles, let them lead meaningful projects. This gives them a sense of ownership without the bureaucracy. It’s a great way to recognize their expertise while keeping things flexible. Giving them space to lead also means trusting them to manage different work styles. If conflict arises, Gen X leaders are often well-equipped to handle it—especially when trained on tools like the 5 stages of conflict and how to manage them. - Make professional development optional but accessible
They don’t want forced training sessions. What works better is offering skill-building options they can explore on their own like online courses, certifications, or leadership toolkits. Make it easy to access, and they’ll take the lead. - Give them ownership of outcomes, not just tasks
Gen X wants to know the “why” behind their work. Instead of assigning repetitive tasks, let them own end-to-end projects. Trust them to deliver results, and give them space to figure out how to get there.
These strategies don’t just support Gen X, they also create a more empowered, productive workplace. When they feel trusted and respected, they’ll stay longer, lead better, and help you build stronger teams.
Help Gen X Thrive with On-Demand Learning
Gen X professionals value learning that’s efficient, relevant, and self-directed. Whether they're solving operational problems, driving innovation, or stepping into higher leadership roles, the right learning tools can make all the difference.
Support their growth with this curated Learning Path and targeted courses built for experienced professionals:
Learning Path:
Problem Solving: Root Cause, Results, And A Culture Of Solutions
Empower Gen X managers to dig deeper into problems, lead with results, and foster a solution-driven team culture. This path focuses on strategic thinking and sustainable improvements—ideal for leaders who want to move from reactive fixes to proactive change.
Recommended Courses:
- Master Your Business Analysis Skills
Develop critical thinking and analytical skills to assess problems, opportunities, and data-driven decisions. - Innovation And Change Management
Learn how to lead through change, spark innovation, and manage resistance—perfect for Gen X leaders navigating organizational shifts. - How To Write A Professional Business Plan
Build clarity and alignment with a well-crafted business plan that reflects both vision and strategy. - Building A Solid Execution Strategy For Your Business
Take action with confidence. This course helps managers develop execution strategies that turn goals into real-world results.
All courses are self-paced and accessible anytime, so your Gen X team can learn on their own terms—without sacrificing their packed schedules.
Final Thoughts
Gen X might not always seek the spotlight, but they are a steady force in today’s workforce, leading teams, solving complex problems, and delivering consistent results. Supporting them with practical, flexible learning is one of the smartest ways to strengthen your leadership pipeline and future-proof your organization.
If you're an individual looking to grow your skills on your own terms, the Skill Success All Access Pass gives you unlimited access to over 4,000 expert-led courses anytime, anywhere.
For companies that want to invest in Gen X team members, explore Skill Success Teams to enroll your workforce in curated learning paths built for leadership and performance.
Choose the path that fits—and start leveling up today.
