00-07 RECRUITING AND RETAINING GENERATION X'ERS
--Linda Gravett, Ph.D.
This is a question I’m often asked about Generation X’ers: who are they, and what do they want?
In this article, I will share comments made to me by 2000 Generation X’ers (people born between 1965 – 1976) during interviews between 1997 – 1999. The question I asked these workers was, “what attracts you to an organization, and what keeps you there once you’ve accepted the position?”
I believe it’s helpful to understand the world in which Gen X’ers grew up to better appreciate what this generation is seeking in the workplace. Children growing up in the ‘70’s were more likely than previous generations to be “latchkey children” or children of divorce. The babysitter for older latchkey children was often MTV, and these Gen X’ers grew into fiercely independent people…and workers. Many Gen X’ers were raised with computer technology and fully expect to have state-of-the art technology in their workplace. Because their parents were often on the losing end of downsizing and mergers, Gen X’ers tend to be less likely to feel compelled to stay with one organization for their entire career. Gen X’ers have seen public heroes “fall from grace.” In the 1970’s, President Nixon left office in disgrace. In the 1990’s, President Clinton was impeached yet he remained in office. Many Gen X’ers I’ve talked with said they want “less rhetoric and more action” from people in leadership positions.
The majority of Gen X’ers I interviewed told me that a company must convince them that there’s something in it for them as employees before they accept a position. The company recruiter must convince them that the product or service is one of quality, the company is in a solid position, there is a career development plan, and balance between work and family life will be possible. By the way, money is still an excellent incentive!
If you’re not already using the Internet, I suggest you begin using this excellent recruiting tool. Gen X’ers I interviewed recommended these sites:
www.careermosaic.com
www.careermag.com
www.monsterboard.com
If your company web site is well written and attractive, it can also serve as an excellent recruiting tool!
Whether you use the newspaper, trade journals, or the internet, remember to use snappy copy, charts or diagrams, and even cartoons in your ads. For the paragraph or two of text you used to include: use bullet points instead. If you have a diversity initiative and career development plan, be sure to note that in the ad.
How do you retain Gen X’ers once they’ve joined the organization? Many of the people I interviewed said that they didn’t want to job hop; however, they won’t stay with organizations that don’t have:
A meaningful Mission and Vision, with a specific role for the Gen X’er in fulfilling the long-term objective
The opportunity for face-to-face input to the supervisor and top management, especially for decisions that affect his or her job
A fun work environment that has a casual atmosphere
Work – life balance options such as telecommuting, flextime, and job sharing
Career development options, with individual development plans
The needs of Gen X’ers aren’t radically different from those of previous generations. With unemployment hovering around 4% and the shortage of qualified workers, it is definitely to employers’ benefit to listen carefully to Gen X’er recommendations about recruiting and retaining. Besides, being open to their suggestions can improve the workplace for workers of all generations!
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