Last year, Agilus introduced the UnSalary Guide to help employers navigate a new era shaped by pay transparency and instant access to salary data across platforms. With legislation like British Columbia’s pay transparency mandates now in effect, the once-secret salary has become less central to attracting talent. Our 2024 UnSalary Guide explored how factors like fit, culture, values, mobility, and professional development have emerged as key drivers for job seekers.
This year, the focus shifts to another crucial factor: generational synergy. For the first time, five generations coexist in the workplace. While this diversity fuels innovation and creativity, it also brings challenges in communication and collaboration. Forward-thinking businesses recognize the need to understand what motivates each generation to improve not only retention but the overall work experience. To discover more about the impact of different generations on Canadian workforce, read our blog series “Creating Generational Synergies Series”.
At Agilus, we’ve developed resources to help employers harness this synergy and create workplaces where everyone thrives. Dive into our latest insights on GenX and their vital role in today’s workforce.
Generation X (Born 1965-1980) in Canadian workplaces:
Generation X, the generation succeeding the Baby Boomers has made a significant impact on Canada’s workforce. Although Baby Boomers are still very much a part of working teams in Canada, many of them are now nearing retirement or have already retired. Generation X is playing an active role in the Canadian economy. According to the Global Leadership Forecast Report for Canada, they hold 57 percent of leadership roles and will continue to grow into more senior positions.
This generation was born between 1965 and 1980, grew up in a dynamic era marked by cultural shifts, economic uncertainty, and the birth of digital technology. Their formative years featured the rebellious sounds of punk rock and grunge, iconic films like The Breakfast Club and Star Wars, and the rise of MTV, which brought music and pop culture directly into their homes. Many Gen Xers remember the buzz of early video game consoles like Atari and Nintendo, as well as the thrill of renting VHS tapes from the local video store. With cultural touchstones ranging from flannel shirts to mixtapes, Generation X has left an indelible mark as the bridge between analog traditions and the digital age.
Some key characteristics of Generation X:
Often recognized for their self-reliant and pragmatic approach to work with a tinge of skepticism, the Generation X attitudes were shaped by the economic uncertainty and evolution of technology in their lifetime. They prefer structure in their work . Where possible, Generation X seek opportunity to grow and have an entrepreneurial mindset.
Generation X value work-life balance and flexibility, though they maintain a strong dedication to achieving professional goals. They are result-driven, focus on quality and efficiency, and often challenge outdated processes or hierarchies to find better solutions. They appreciate leaders who offer autonomy, respect their expertise, and lead with a collaborative mindset. This generation prefers constructive feedback, excels at team dynamics and value recognition that aligns with their priorities. They aspire to have meaningful work, opportunities for growth, and financial rewards.
Much like the music of their youth—whether it was Nirvana’s grunge rebellion or U2’s hopeful anthems—Generation X strikes a balance between independence and innovation, leaving a lasting impact on today’s evolving workplace.
If you are managing, leading or working with Generation X, understanding their challenges and key drivers can enable you to leverage the opportunities this generation brings to your team:
Challenges faced by Generation X in workforce:
According to the 2021 Canadian Census, 29.5% of Canada’s workforce comprises of Generation X or GenX as they are commonly referred to. GenX is the smallest work cohort among the four generations and deal with a fair share of challenges in their workplaces:
Ageism: Generation x is probably the last of the generational cohorts to face age-based discrimination in workplace. A Report suggests that Gen X workers are often passed over for roles due to their age, especially as employers see young people as more malleable. The same report also pointed that several professionals of this generation are pressured to subtly change their education information, such as not indicating their year of graduation or degree to avoid being discriminated against due to their age. This generation faces ageism from both sides of the generation spectrum. As they are approaching their 50s-60s they are likely to begin experiencing subtle forms of ageism. Preconceived notions and assumptions about their adaptability or energy levels, their technology acumen or their ability to comprehend new ways of business are often observed within workplaces. They are perceived to be too “old” for some roles or promotions and may also be passed on due to the generational stereotype of them being too rigid, or set in their ways.
Stereotyping: As discussed earlier, preconceived notions are one of the biggest issues this generation faces. Several stereotypes persist about Generation X, such as being overly self-centered, possessing a cynical attitude and displaying high risk behavior. These stereotypes can lead to unfair treatment, including fewer opportunities for professional growth. Additionally, such biases may hinder the acceptance of their ideas, affect their ability to collaborate with their teammates and limit their participation within the teams, leading to knowledge and skill gaps. Another common stereotype that exists for this cohort is that of being “slackers,” when in fact the reality is that this generation is eager to contribute to and stay in workforce. They are motivated to keep working and seeking opportunities. This is evident from a survey -referenced in an article by BBC, where only 2.6% of GenX were keen on taking a career break after major layoffs, whereas 9% Generation Z and 4.5% Millennials reported taking major career break after a layoff.
Work-Life balance & well-being: Did you know that Generation x is often referred to as the “sandwich” generation or even the “middle child”? It is because this generation is juggling careers while caring for aging parents and raising children at the same time. Reports show that this dual responsibility can lead to stress and time constraints. According to a report, 29% of 35-44 years age group and 20% of 45-54 year age group was “sandwich caregiving”. Despite this dual responsibility, Generation X give importance to work-life balance; more than their preceding generation. This can be credited to the fact that this generation had to endure their parents being at work for extended hours and witnessed the mental and physical health implications that a lack of work-life balance brought. Generation X value flexibility and aspire to produce high quality work without having to sacrifice personal lives.
Technology: Generation X witnessed the most rapid technological advancements and transformations during their lifetime that laid the foundation for our modern world. These technologies were the founding stones to the emergence of social media, the rapid growth of digital communication, and the evolution of artificial intelligence that we see today. In spite of this, one of the biggest challenges for this generation remains adoption of new technology. While younger generations often adapt quickly to the latest gadgets and digital tools, many Gen Xers face challenges in keeping pace. This may stem from limited exposure to technology during their formative years, a preference for familiar routines, or feeling overwhelmed by the rapid pace of technological advancements.
Opportunities for Employers:
The participation of GenX in the workforce brings significant opportunities for Canadian workplace:
Bridging generational gap: According to research conducted by Deloitte, the approaches of different generations to technology, communication, and work ethics are the most difficult aspects of working together. Employee morale, output, and cooperation are all susceptible to these obstacles. If you are a business leader looking to bridge generational gaps within your team, Generation X’s experience is valuable in bridging the gap between the boomer and millennial generations. Not only does this generation understand traditional work values, but they also possesses the adaptability to embrace modern approaches. Their experience with hierarchical structures enables them to relate to Boomers, while their exposure to technology and evolving workplace dynamics helps them connect with Millennials and Gen Z. With this unique combination, GenX can foster collaboration and mutual respect among diverse age groups making them an ideal team member to bridge gaps between multiple generations. This generation can potentially create opportunities for open dialogue, knowledge sharing, and the integration of varied perspectives, ultimately fostering a more cohesive and innovative work environment.
Problem Solving: Perhaps it is the timing of growing up during significant cultural and technological shifts, or the fact that they are simultaneously in caregiver role for two generations that has equipped Generation X to be prepared to overcome obstacles and take ownership of solving problems. Reports state that Generation X are excellent problem solvers and business leaders should acknowledge that one of the biggest strengths of this generation is their resourcefulness and independent thinking. They are poised to finding practical solutions to complex challenges and streamlining workflows. So, when it comes to finding someone who can take charge of complex situations and find a solution, Generation X are more likely to be determined to solve a problem or issue compared to other generations.
Reciprocal Learning & Knowledge Transfer: According to DDI’s Global Leadership Forecast, Gen Xers hold over 50% of all leadership roles and are also highly qualified. Around 70% of Generation X holds a college degree or higher education. With this combination of formal education, and the inclination to learn, this generation presents a great opportunity for businesses for reciprocal learning & knowledge transfer. Whether it is acting as mentors, imparting their institutional knowledge and practical expertise; or reverse mentoring where they are learning about emerging trends, digital tools, and innovative approaches from younger team members, Gen Xers are in a position to participate in the unique dynamics of knowledge sharing. This reciprocal learning leads to development of synergy between generations within the workforce. For example, CNBC reports that Generation X is actually leading digital transformation in the workplace. This is probably owing to their exposure to technological evolution during their coming-of-age era.
Upskilling Programs: One key element of bridging gaps between multi-generational team members is providing upskilling, reskilling and other learning opportunities. Statistics show that 47% of Gen X are keen to take advantage of upskilling opportunities. Another research shows that approximately 68% of Gen Xers believe in continuous professional development, actively seeking opportunities to enhance their skills and share knowledge with peers. Their intrinsic motivation to learn and adopt new skills, can help employers retain this generation in the workforce. Providing training opportunities can enable this generation stay competitive and engaged.
Conclusion
Generation X are leaving an indelible mark on the Canadian workforce. Their expertise, dedication, and leadership continue to shape industries and inspire younger generations. Recognizing their value and addressing their challenges are essential steps toward building an inclusive and resilient workforce. Employers should create talent strategies that honour their legacy while creating the workforce of tomorrow.
Leading a multigenerational team requires cultivating an inclusive environment where everyone feels valued, respected, and empowered to bring their unique strengths. Successful businesses in Canada recognize the value of seeing beyond stereotypes and look for opportunities. They recognize that while generational traits may stem from shared timelines and experiences, they don’t define individuals. Prioritizing clear communication, encouraging mutual respect, and tailoring approaches to meet individual motivations and needs can help leverage the diverse strengths of multigenerational teams and instill a feeling of value and belonging.
Building common ground is a shared responsibility. By understanding what drives each generation, we can close gaps, foster collaboration, and unlock full potential of a diverse team.
At Agilus, our experience of working with multi generational and diverse candidates, enables us to understand the nuances of recruiting talent from different generations. If you are looking for more resources on how to drive success from a multi-generational workforce, watch our recorded webinar and download our free workbook today.
