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Race Competition in Nature




Which category do you fit into to?

  • The Baby Boomer Generation – born 1946-1964. 

  • Generation X – born 1965-1979. 

  • Millennials – born 1980-1994. 

  • Generation Z – born 1995-2012.

  • Gen Alpha – born 2013 – 2025.


Baby boomers were born between 1946 and 1964. The end of World War II and the economic prosperity that followed led to a boom in births; hence the name “baby boomers.”

Here are a few characteristics of baby boomers:

  • They are competitive and driven. When boomers reached working age, they faced higher competition for jobs because of the rise in population. This led to a generation of determined workers who take pride in their career.

  • They value visibility into their work. This can make remote work environments challenging for them. In a recent GetApp survey, 48% of small business employees over the age of 56 said that their job satisfaction was higher when they were working in the office or worksite.

  • They have had to adapt to technology. Unlike the generations that came after them, boomers were not born into technology. By the time commercial Internet access was being sold to customers in 1995, boomers were well into adulthood, with the youngest of them 31 years old and the oldest, 49. 

They are retiring later than previous generations. Improved life expectancy combined with baby boomers’ strong work ethic has led to a majority of them retiring later than previous generations. According to Gartner, 36% of the current workforce in the United States is made up of employees above 65 years of age, and this percentage is expected to increase to 45% by 2028. Japan, Germany and Italy are also facing a “silver tsunami,” with more than 20% of their populations above the age of 65.


Generation X includes individuals born from 1965 to 1980. Though there are theories about the origins of the moniker “X,” many believe that the "X" refers to an unknown variable or to a desire not to be defined.

Here are a few characteristics of Gen X’ers:

  • They value autonomy. Often the children of two working parents, Gen Xers became independent and learned to solve problems on their own early on in life. 

  • They are well educated. The decline of manufacturing jobs at the time Gen Xers were leaving for college led to a generation that used education as a means for professional advancement. In a Gartner survey, 43% of Gen X respondents stated that they had graduated college (full content available to clients).

  • They are comfortable with technology. Gen Xers grew up on MTV, video games, and cable news. Because of that, Gen Xers are very comfortable with technology like computers and smartphones, along with learning new software or programs.

  • They prefer to create a clear separation between their work and personal lives. More so than their predecessors, Gen Xers value work-life balance. According to Business Wire, 41% of Gen Xers ranked time off as the number one perk.

What you should do for Gen Xers at your workplace:

  • Offer leadership opportunities. Gen Xers are ready to step into leadership roles as baby boomers retire, and their direct communication style and hands-off approach to getting things done make them excellent managers. Whether in the form of formal positions or mentorship programs, you should find ways to use the leadership skills of Gen Xers in your workforce.

  • Enable them to continue to learn. Like we mentioned earlier, Gen Xers value education. Offering opportunities to continue their education can improve their job satisfaction and likelihood to stay. You can accomplish this through eLearning programs or a tuition reimbursement plan.

  • Offer work flexibility. Our survey found that 53% of employees between the ages of 46 and 55 felt that work-life balance is better while working remotely. Additionally, 47% felt that job satisfaction is also better when remote. Offering the option to work remotely and/or choose when to work will improve your Gen X employees’ work-life balance.

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