RE-ENGAGEMENT EINER VERLORENEN BELEGSCHAFT IN DEUTSCHLAND

There is a lot of misconception and bias in the business world about Gen-X. German Gen-Xers are not exempt from this.

🔹 They are subjected to ageism.
🔹 They are the first to be terminated in business.

However many Gen-Xers have critical soft skills and experience which Germany desperately needs at this point of time. How can we start re-engaging with them, and motivate them with more up-to-date skills and win this lost generation back in workplace. 

The Great Gen-X Engagement Disconnect

Gen X grew up alongside technology. They are the first generation to work with personal computers, and they are the first adopters of exciting new innovations the World Wide Web, and cell phones. These seasoned workers are loyal, effective leaders who excel in collaboration and hold a wealth of experience and knowledge.

👉 They face increased barriers due to biases among hiring managers

In a global study entitled “Meeting the world’s mid-career challenge,” a non-profit employment organization 'Generation' found that entry-level and intermediate workers between the age of 45 and 60 face increased barriers due to biases among hiring managers, as well as reluctance among workers to learn new skills. We see increased reports of ageism and it has tremendous negative effects on German economy. (Source: Cnn)

To begin, HR professionals must understand that ageism is a type of discrimination based on the number of years a person has lived. This is when an organization or institution systemically discriminates on the basis of age. In other words, it's built into the workplace culture. Not hiring Gen X or failing to promote them could be examples of this kind of ageism. It's baked into the organization's DNA from the start, and it undermines the diversity, equity, and inclusion strategy that most companies claim to have.

👉 They are underrepresented in leadership and promotions

Gen X should be next in line for the positions currently held by retiring Baby Boomers. But for many of them the situation is otherwise. At home many are sandwiched between their elderly parents and growing children. And at work they are the neglected middle child between Baby Boomers who are staying in the workforce longer and the up-and-coming Millennials, and they are increasingly underrepresented in leadership and promotions. This gap is much wider for women and minorities of Gen-X.

According to Harvard Business Review, Gen X workers have been promoted at rates 20-30% slower than Millennials. Over the past five years, both Millennials and Baby Boomers were more likely to have received two or more promotions than Gen Xers, who received just one promotion or none during that time period.

👉 Their loyalty and contribution is not recognized

Gen-Xers have spent years cultivating the necessary skills and experience that helped them progress in their careers. Despite being highly-skilled for the job, a Metlife report found that compared to other generations, Generation-X employees have the lowest job satisfaction. Known as the sandwich generation and who were born between 1965 and 1980, Gen-X workers often feel that their salary either does not reflect their loyalty to the organisation or their work contributions. (Source: Entrepreneur Magazine)

👉 They are burned out

Pandemic burnout, regulatory pressures, Zoom-fatigue, so-called process improvements in workplaces, changing market demand, and other factors are driving many employees in their 50s and 60s into early retirement or to seek other opportunities in various other industries. (Source: HR Dive)

So no one should wonder when people in this generation feel less content at work, less secure, and less engaged.

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