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Gen X and Gen Y
Research Findings
May 2015

2
Contents
Key Objectives 03
Definitions of Generation X & Y 04
Generation X 05
Generation Y 10
Contrast between Gen X and Gen Y 16

key
objectives
• Get a good understanding of
Generation X and Y in order to manage
across generations and understand how to
communicate considering characteristics of the two
generations – which will help manage the
generation gap, reduce internal
conflict and enhance employee
motivation and productivity.

Definitions
GEN X
►Born after the Western Post–World
War II baby boom.
GEN Y
►Also known as the Millennials

Definitions
GEN X
►Birth dates ranging from the early
1960s to the early 1980s.
GEN Y
►Birth years ranging from the early 1980s
to the early 2000s.

Generation X –
Gen Xer’s

Compared with previous generations,
Generation X represents a more apparently
heterogeneous generation, openly
acknowledging and embracing social
diversity in terms of such characteristics as
race, class, religion, ethnicity, culture,
language, gender identity, and sexual
orientation
generation X insights
generation
X

• Gen-Xers are cynical. They distrust authority and large institutions including
corporations, religious institutions and the government.
• They are adrift and apathetic. They were disenfranchised by reduced familial
support and later technology – think video games.
• Entrepreneurial – They struggled to find jobs and this made them look for their
own income generating projects.
• Well educated but did not take the arts and sciences as seriously as following
generations.
• Technologically astute : They grew up without technology but have adapted it
and even invented it well.
• They are flexible and open to change.
• Even when they do care about what others think, they prefer to appear thrifty,
rather than flashy.
generation
X

• Unprotected childhood where this generation was allowed to roam and play
around. This has made them very individualistic
• They grew up in an ethnically diverse environment making them open to
accepting new cultures.
• Xers view the boss as an expert—someone whose hard-earned experience and
skill demand consideration and deference. Access to authority is limited and must
be earned.
• Gen X tends to be structured and punctual and linear.
• Xers also prefer to do things for themselves. They don’t trust others to get the job
done right and consider paying others for services they could perform themselves
inefficient
generation
X

Generation X lives to
work. They are very
independent. They
want to get the corner
office and the
trappings of success.

Generation Y –
Millennials

Millennials (Generation Y) have the reputation of
being the toughest generation to manage. They
grew up in a culturally diverse school and play
environment, are tech-savvy, enthusiastic, self-
centered, confident, well networked and
achievement-oriented.
Millennials are one of the best educated
generations in history.
generation Y insights
generation
Y

• They process information better when it has a lot of visuals
• Gen Ys want to be appreciated and understood
• Innovation attracts the attention of this generation
• Gen Y want faster processes
• Gen Y craves drama and emotional connection.
• Tech and Web savvy
• The generation are also attracted to organisations where technology is/are
the forefront of the company’s ethos.
• Prefer flexible working schedules and a more rounded work/life balance.
generation
Y

• Confident and ambitious. Expectations typically need to be managed as
Generation Y’s are confident to take on important roles within organisations
as soon as they begin.
• Generation Y wants to be involved and included. They expect openness and
transparency from management and colleagues and seek for this team
playing mentality within an organisation.
• Communication is important for Generation Y however it has to be on the
right terms. Sending a Generation Y an email, a tweet or a Facebook
message will receive an instant reply whereas a phone call may take a little
longer for a return
• Constant feedback, gratitude, relaying to someone they are doing a good job
are common characteristics of Generation Y
generation
Y

• As a general trend of thought, most Generation Y adults are more interested in
job fulfilment and satisfaction than they are large salaries.
• On average, Generation Y adults are more liberally-minded than people from
older generations.
• Approximately 65% of Generation Y says that they support same-sex
marriage.
• Generation Y is considered overall the most ambitious of all the generations.
• The medium of communication that Generation Y adults favour is the e-mail,
whereas most of their parents in Generation X would opt for the telephone.
• Teamwork is high on the agenda and regular team meetings and collaboration
with colleagues is preferred.
generation
Y

They will be quick to go online and search the
www as well as ask their own network of friends /
associates for information and stimulation. They
are learning-oriented and if they’re doing
something wrong they want to know about it now
so they can move on.
Source - Multigenerational Characteristics – Bruce Mayhew Consulting

Key contrasts
between X and
Y

1. A Different Concept of Authority:
Xers view the boss as an expert—someone whose hard-earned
experience and skill demand consideration and deference.
Access to authority is limited and must be earned.
By contrast, “Millennials think they can go in on the first day and
talk to the CEO about what’s on their mind. The millennial has
been raised in an environment in which she’s encouraged to
engage and question authority; why would she accept a lesser
bargain in the workplace? Managers thus need to understand the
benefit of shifting from “a command and control style to a more
inclusive management philosophy.
key
objectives
Contrast between Gen X and Y

2. A Different Set of Motivations:
Xers was a “very individualistic generation.“Generation X lives
to work,” while “Generation Y works to live.”
Generation Y has multiple passions and is more global than
any of its predecessors, as 70% of them say they would like to
work abroad sometime over the course of their lives.
Millennials are focused on making meaning, not just making
money.” This may well strike Xer managers and HR personnel
as too precious and lofty an attitude for the real world, but
that’s the reality that organizations have to come to grips with.
key
objectives

3. A Desire for a Different Sort of Work Environment:
Gen X tends to be structured and punctual and linear.
Millennials can be unstructured and nonlinear, which can be
maddening to the Xers.
Also, millennials are motivated by autonomy. They’re not
clock-watching pencil-pushers, and they’re not lazy; they fully
expect to be available to work 24/7 but they also expect the
ability to leave the desk behind and take a walk. You can’t
motivate millennials to join your company just by posting a
generic job listing that may suit their skills. They want to sense
what the larger company is about in terms of its mission and its
values and they want to see it modeled by its leaders.
key
objectives

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