Millennials have had their moment in the spotlight. Before them, Generation X ruled the workforce. And between those two generations? That’s where the Xennials live. Born between 1977 and 1983, this microgeneration has a unique perspective on the nature of work.
Associate Professor of Sociology at The University of Melbourne, Dan Woodman says Xennials grew up during a unique time (between 1977 and 1983 when the original Star Wars trilogy was released) with an analogue childhood and an introduction to early technology in young adulthood.
Most Xennials have clear memories of their first email address, online game, or cell phone, and made it through college without social media and smartphones. They learned how to research in a physical library.
THEY’RE HIGHLY ADAPTIVE
Xennials know there is always more than one way to navigate a project and deliver value. Remember, most of this generation have owned cassette tapes, CDs, and an mp3 player. To them, music is music, regardless of its delivery. They have a unique ability to think abstractly and find new solutions. They are equally comfortable learning from a book, or a blog, or listening to an audible recording.
Xennials are just starting to recognize themselves as a unique micro-generation, separate and distinct but with a valuable blend of pre- and post-digital life.
Although not a huge wave like Baby Boomers, Xennials aren’t just young Gen Xers or older Millennials. Many of them have a foot in both the Millennial and Gen X generations, giving them unique perspectives and abilities to appreciate a “hard copy” and our new digital reality.
As Xennials work in a multi-generational workforce, they face some unique problems. Too much information and a sea of data have put the expectation of instant gratification and consumption of information higher up on the shelf than in the pursuit of truth or wisdom.
The importance of money is another concern, looking for purpose and meaning instead of only financial success and redefining wealth to include more than mere money. Xennials aim to reach beyond superficial self-help into a larger development of Faith and a yearning for adventure and changing the world.
On the other hand, Xennials have a combination of Millennial idealism and Generation X realism, giving them strong convictions and follow-through. They care about more than merely putting in their time. They connect to the organizational mission — a hallmark of engagement — and they’re very adaptable multi-taskers.
When it comes to the workplace, the Xennial generation has been taking care of business for almost two decades. They’re an under-tapped resource in today’s quickly evolving workplace.
The next time you need to build a team or tackle a difficult project, seek out the Xennials in your workplace to leverage these top traits and bridge the generational gap that could be holding your team back.
Xennials know there is always more than one way to navigate a project and deliver value.
Remember, most of this generation have owned cassette tapes, CDs, and an MP3 player. To them, music is music, regardless of its delivery.
They have a unique ability to think abstractly and find new solutions. They are equally comfortable learning from a book, or blog, or listening to an audible recording.
Xennials can interpret, translate, and relate to just about anybody and can quickly adjust to different points of view.
They experienced analog culture so they aren’t lost when Boomers reminisce about a simpler time or outdated method of working. And because they’ve adopted new technology along the way, they can roll with Millennials, too.
Xennials have strong opinions but tend to be less vocal than Millennials, so coaching is an effective way to leverage their unique point of view. Frequent check-ins offer an ideal opportunity to see how projects are progressing and ensure the best ideas aren’t overlooked. '
They learned early on (from Baby Boomers and Gen Xers) to respect the chain of command as a way to navigate their careers, so sometimes you’ll need to overtly ask what they’re thinking to hear their ideas.
The traits above make Xennials great trainers, mentors, and partners in the workforce and a great resource for workplace coaching.
Employers should take note of their Xennial employees and work with their strengths and unique perspectives to develop and lead employees, groups, and initiatives.
To learn more about creating a coaching culture in your multi-generational organization, contact a member of our coaching staff today.