Generation X, born between 1965 and 1980 (some sources use 1964–1979), falls between Baby Boomers and Millennials. As of 2025, Gen Xers are aged 45 to 60. Though often dubbed the “Forgotten Middle Child” generation, they represent a critical cohort in leadership and organizational continuity
| Birth Years | Age in 2025 |
|---|---|
| 1965–1980 | 45–60 years old |
They comprise around 65 million people in the U.S. and hold over 50% of managerial and leadership roles, despite comprising a smaller share of the broader workforce.
Gen X is shaped by early digital evolution, economic turbulence, and cultural shifts—resulting in traits such as:
Additional traits include reliability, loyalty, skepticism of authority, and collaborative problem-solving.
They thrive when trusted to complete work independently and dislike excessive oversight.
Flexibility, remote work options, and clear boundaries matter—they typically “work to live,” not live to work.
They appreciate constructive feedback and value consistent coaching over formal annual reviews.
Although more loyal than Millennials, Gen X expects mutual respect and fair treatment. Many feel overlooked in leadership progression, especially with Boomers delaying retirement and Millennials favored for digital skills.
They value meaningful contribution, diverse work, and the freedom to act—balancing ambition with pragmatism,
Gen Xers bring experience, leadership, and stability. With many reaching their peak career stages—but often bypassed for the C‑suite—they remain an underutilized asset across industries. Their influence spans cross-generational team dynamics, and their balanced work styles can foster organizational resilience.
To attract and retain Generation X, organizations must offer flexible, respectful, and empowering environments, paired with genuine recognition and growth opportunities. When aligned with their values of autonomy, stability, and purpose, Gen X employees become trusted pillars and drivers of sustainable success.
