TOG Talks | Supporting Gen X in the Workplace

Welcome to The ONE Group's Podcast! We believe that every professional has a great story to tell, which is why we have set up TOGCast to share successful stories and top tips on how candidates and clients got to where they are today.

On this episode, we are joined by Julie Marsh from Be You Consultancy, who has shared her insights and tips on supporting Generation X in the workplace. 

Julie discusses ways employers can better support Gen X re-entering the workforce, career-changes or re-skilling, work-life balance, age bias and creating a supportive culture.

If you would like to be our next guest speaker, host or ask us a question, please email us at marketing@theonegroup.co.uk

Hosted by Leanne Davidson-Town and Producer Bex.

If you would like to be our next guest speaker, host or ask us a question, please email us at hello@theonegroup.co.uk

Hosted by Leanne Davidson-Town and Producer Bex.

Transcript

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Leanne: Hi and welcome to today's TOGcast, I'm Leanne and I'm joined by producer Bex and Julie Marsh from Be You Consultancy. Julie actually joined us a few months ago to talk about imposter syndrome and we released a webinar on that so if you're interested please take a look but today we're here to talk about supporting Generation X and getting them back into the workplace.

Leanne: So Julie do you want to kick us off by telling us a bit about yourself?

Julie: Yeah of course so hi everyone I'm Julie I'm the founder of Be You Consultancy and coaching offering HR consultancy coaching mentoring um services to businesses and also something called motivational maps and I think for me this topic really interests me because I am Generation X.

Leanne: Yeah well actually I printed off the definition of generation x they want less supervision and the ability to get down to work they want space to do their own work autonomy is important they view everyone as being the the same having a conversation immediately after an event is more relevant than waiting they like to hear feedback so they give it freely and they like to talk about personal and professional lives and it says here that the date of for Generation X is 1965 to 1981 but I think there's a bit of flex on that isn't there depending on where you look so that's really interesting actually because my parents are obviously Generation X so they would have influenced me but I am technically a millennial.

Julie: Rubbing it in.

Leanne: yeah sorry.

Julie: It's okay not jealous not jealous at all. You're completely right where the how we take in information as  children depending on our environment will shape how we see the world it's something in neuro linguistic programming called the the face map it's how we take in information that changes our behaviour in our states to then what we how we communicate and how we deal with certain situations so depending on influences will be dependent on how we see the world.

Leanne: Okay so our topic today then supporting Generation X in the workplace am I to assume then that they might have been out of work for a certain period of time

Julie: Yeah and I think there's I think there's lots of different factors that we've got going on so it could be that Generation X their children are just going off to to UNI flying The Nest so they' got that freedom so it could be that actually they're looking at changing their career options it could be that during Covid how we all had that I say generally we all had that reflection time I know I certainly did where you come to think about actually what is it that's important to me yeah so it could be that people are still on that journey of working that out but also it could be for health issues you know Generation X unfortunately hate to admit it we're getting older yeah so there's those I know it's such a rough ride isn't it and

Leanne: I feel as well maybe Generation X might have some confidence issues where they think they they're too old to maybe get the new job and they think the younger people will get the job over them because of their age potentially

Julie: Yeah 100% I think we've got obviously we did the webinar on imposter syndrome so very worthwhile checking that out that can come across especially when people have had a break from Workforce or they're thinking of applying for new jobs and what you find with females specifically we tend to feel that we need to be able to do everything on a job description yes before we apply for that job in the hope we might be successful whereas fortunately unfortunately if you're male you know need to do one or two things and you just think well actually I'm going to go for for it because we don't have that same output and perspective on applying for jobs so I think that can creep in yes as well.

Leanne: Actually I have a friend recently who's looking for a new job and she's actually Generation X and I sent her a job and there was one thing on there that she didn't have that they' asked for and I was like well go for it anyway because you never know because being in the recruitment industry we know that companies will accept people that aren't 100% right if they the right culture fit if they've got the right experience or knowledge or skill set so yeah definitely give it a go yeah.

Julie: It's a it's a huge thing and I think as well if um I know I've had conversations over the past couple of months where people have been applying for jobs but the thought process from those individuals has been actually cheaper labour we've got cost of living going on employers are looking for lower pay rates younger more in more inexperienced individuals may actually accept lower salaries.

Leanne: Because they also probably have less outgoings as well they might be living with their parents don't have the mortgages and the bills yeah.

Julie: Yeah definitely and I think all of that can build on to the the lack of confidence or that unknown so whether you want to move whether you feel strong enough to move able to move etc.

Leanne: So companies then to support um employing the Generation X people um they could be more flexible couldn't they in their approach and and maybe look at a more diverse workforce and have an older workforce as well as a younger workforce to get that I feel like you're laughing at me.

Julie: I'm not at all I'm not at all. I think it's absolutely fantastic and it's put on yeah because if we think about so if we think about Generation X in the workplace we're thinking about a group of individuals that want less supervision MH they want the ability to have that freedom have that autonomy but also they've been through probably the largest technological change yes that all the generations have seen because you know I remember and again also don't like admitting I'm Generation X I remember seeing my first computer but I was in secondary school right and I got my first phone when I was backpacking in New Zealand rather than just having it yeah as a teenager and being able to connect that way.

Julie: So we've had to adapt and change our mindset and because of that I think that's really led to an open-mindedness of anything is possible yeah so it's having it's having companies being aware of that being supportive offering the flexible working offering the hybrid condensed hours rather than having that set routine, especially after Covid because we've all changed how we feel about things and how we see the world what's important to us.

Leanne: Yeah and I think Covid has sort of taught everyone to be more flexible in their approach with anything not just the working world. It's funny what you said about changing though we were in the office the other day and a song came on the radio and I was like oh I remember this song it was the first record I ever bought and someone was like record laughed and I was like no an actual record yeah I had that but yeah so they obviously didn't have records when they were growing up so yeah, Generation X have literally seen landline phones even like Sky TV you know all of that come on board and it's like completely different now.

Julie: Oh 100% it really is and I think where we're where you're thinking about supporting the workplace it's then having a look at menopause policies and yeah supporting the older Workforce in terms of what they need to be able to continue to be as successful as they are if you think about it baby boomers are starting to retire have had the option to retire which is absolutely fantastic but you've then got Generation X moving into the sea Suite MH yeah and then as the generations form it will be the next and the next but I think for businesses it's that flexibility it's that communication the autonomy and actually that's going to change the culture of a lot of businesses.

Leanne: Yeah definitely yeah, so you touched upon it earlier when you said you know that Generation X would have experienced all the different technologies that have come around but that also means their skill set is going to be a lot broader because they they literally know how to use a fax machine you know they they going all that way back but yeah so they've obviously got a lot of skills and not only work related skills but life skills as well that they've had years of experience with dealing with even giving feedback you know something or receiving feedback something like that that maybe the younger generation aren't quite used to yet.

Julie: Definitely, definitely and I think that gives them a really good opportunity for mentoring possibilities and providing that that support and actually companies can set up something called reverse mentoring mhm where you've got the younger Generations mentoring the older Generations in Tech but then you might have the older Generations mentoring the young Generations in life.

Leanne: Oh I love that yeah that's really nice.

Julie: Because it's kind of paying it forwards and paying it back all at the same time a buddy system definitely.

Leanne: Yeah so you said earlier as well that they may considering a career change you know maybe they're coming up to retirement and they want less stressful or you know less working hours and they want a career change but potentially their confidence might be that they're not sure about going into the this new direction what do you think companies can do to to or they can do to support that transition.

Julie: I think really having that conversation so if they're internal employees and they're looking for that change have having that conversation thinking about your succession plan your bench and actually you don't always have to move upwards you could move side or down but appreciating what skill sets that actually brings to your organisation so you're not missing out on that talent.

Leanne: Yeah you're not going to lose them yeah.

Julie: Definitely and I think for attracting workforce it's actually that flexibility and having that sense of community Generation X were really the first generation that found it to be really important about what a company did so it wasn't just about going in having a job doing your hours coming home they wanted to be proud about what the organisation did the values what it meant and I think be able to show that within your recruitment stages or on your company pages will mean so much because you think of your corporate social responsibility or your ESG which whatever your terminology is that's going to be how you're going to attract the start of Generation X but also all the other Generations because that is something that's followed through.

Leanne: So if there is someone from Generation X looking for a new career path a new job change of direction networking could be a really good way to sort of open up some doors and reconnect with the working world do you not think.

Julie: Oh definitely definitely and I think networking is such an important thing. I know that I came from a world of thinking well network just an added thing that you've got to do but actually you are working you're working your net of potential customers contacts connections whatever it looks like so for me networking again after Covid has really really shifted it's gone from always being face to face to where you have virtual you have hybrid networking as well, there's apps where you can do networking and get support and and guidance and help so there's really the options are endless and I think that for Generation X is really really great because that enables that flexibility and our approach and our style bearing in mind all the changes and Technologies we've seen to pick and choose which one suits us and I like I still like doing face to face networking I really enjoy it but also quite like the online for the ease of it and actually that's more flexible at times that I need it to be.

Leanne: Yeah so they just need to go out there maybe find a few networking events and you never know who you're going to meet either and you might meet that potential new employer that's willing to you know give you a shot if you're if you come across really well in the networking event

Julie: Definitely, definitely it's about being able to connect with individuals and I think again the the joy of Generation X is we've got that experience we've had that exposure to be able to talk to so many different um ranges of individuals but also we've seen the technology so we can have the conversations about Twitter changing names and new platforms through to the fax machines yeah and do you remember the the dialling tone of the internet the internet and terrifying people.

Leanne: Yeah, yeah I think that's great as well because face to face as well you can really get your personality across and if they and if you mention you know that you are looking to re-establish your working career or take a change of direction or go part-time you know just meeting that person and if you have that face to face connection and build that relationship I think that's a really good place to start definitely yeah CU some companies you know there might be a bit of an age bias on who to recruit maybe they want the younger generation because there might be a less higher salary there for them um but yeah Generation X being a wealth of experience and if they can portray that in a way.

Julie: Yeah definitely and I'd say for the for the organisations think about the recruitment ads that you're using think about the words that you're using if you're saying mature if you're saying young um Junior all of those things we filter that information and think actually well a junior is someone who's younger is someone who's less qualified or mature isn't a 18-year-old that's actually had loads of life experience mature is someone who's this generation or that generation so that can normally come into play I think there's also the other thing to consider as hiring managers how how people feel if they've got someone they've got someone CV in front of them but actually they're really really qualified and not being scared by that because if you've got someone you're a you're a hiring manager let say you've got some on TV coming through and they outrank you in their experience and their qualifications how do you feel about it,  because it might be that you think not going to touch them going to be really difficult to manage or it might be and of course this is a more positive thing do you know what I can take all of their skills and experience if they know what the job is we're clear on that communication maybe they want the job that's maybe why they've applied for it yeah maybe we can use all of that information.

Leanne: That's a really good way of looking at it.

Julie: Especially seeing Gen X like to give feedback, so why wouldn't you do it.

Leanne: Yeah although I can see how that might be a bit annoying if you've got somebody that keeps giving you feedback you're like shush just do your job, get the work done.

Julie: Definitely, definitely. Sometimes it's wanted sometimes it's just not yeah.

Leanne: So there also might be opportunities out there for people that are in an established company they've been there for a while but they kind of just want to stop with a 9 to 5 grind they want a little bit more flexibility but they kind they still kind of want to stay with that company and do the same similar role what have you got any suggestions in that.

Julie: Yeah I think definitely have that conversation with uh the manager and of course involve your HR teams there will be technicalities in terms of the legislation in terms of taking break from your contract to employment and moving on to something like consultancy or freelancing but actually consultancy and freelancing really free up the time because it's down to the consultant of freelance when they work yeah so it takes that control side of the organisation and gives it to that person yeah and as someone who's a consultant that's it's absolutely mind blowing that it gives you so much more flexibility if you want to work great if you don't you don't yeah of course there's monetary things that come with that that you need to think about yeah but it's worthwhile having you think about it and actually through the last couple of years we've seen a real rise in the number of consultants and Freelancers searching for that work life 

balance Brilliance and I call it 

Brilliance because a lot of people think 

when work life Balance you've got to have 

a 50-50 split okay 

but of course you don't no it's the 

balance that's right for you 100% yeah 

so it's it really opens up those 

possibilities for an individual 75 25 

yeah why why 

not so Julie in your professional career 

have you had the experience of managing 

different age 

generations yeah I have I have and I've 

been really fortunate so when I was 

in the corporate world I was a leader 

for 15 years I was a senior leader 

within the UK for 10 so I've had 

experience of of managing different 

generations and sometimes it's worked 

really really well yeah other times it's 

been a sharp learning curve which has 

been really good because that's allowed 

me to develop as a person and drive 

that 

inclusivity some funny times I think 

where I've been caught out I had a 

team of about 16 individuals 

all absolutely fantastic so massive 

shout out to all of you that there 

was one particular one who's who piped 

up one day and said do you realise when 

you started work in this business I was 

still at 

school which of course is what everyone 

wants to hear yeah of course yeah so me 

with my straight face and my dark 

sense of humour was right get up pack up 

leave just leave she looked absolutely  

horrified oh no and then I was like 

no sit down car I'm working but it was 

that kind of shock moment of wow yeah 

and I think then when you start having 

to explain things that have happened in 

history as well that can be it can be a 

revelation that people of course don't 

have the same experience that you have 

they don't have those same filters yeah 

when I first started managing and I 

was managing someone of an older 

generation again it's a different style 

that you need to take on 

because it's really that situational 

leadership where you're adapting your 

sty to meet the needs of the the person 

the task that you're performing 

because you may not respond in the 

same way you may not have the same 

conversations I know with younger 

Generations it's talking about I'd be 

having conversations about splitting up 

with their boyfriends or their first 

migraine 

whereas older Generations it might be 

about their children going to UNI or 

health issues things like that so it's 

just being mindful of that but yeah it's 

definitely been an interesting journey 

and I imagine there's probably also a 

difference in the way they actually do 

their work so I feel like and I'm only 

saying this because I have a teenage 

daughter but the younger generation are 

more hesitant to pick up the phone and 

call somebody whereas the older 

Generations have no problem with that 

because that is how we communicated back 

then whereas now it's texting yeah yeah 

so sometimes I'll ring my daughter she 

won't answer and then she'll text me 

what do you 

want what you hold the phone I want to 

speak to 

you oh well this conversation has been 

so good thank you so much for all your 

insights on Generation X we like 

to end each Togcast with the one word 

which is just a word that we like to 

leave people with to ponder kind of sum 

up the whole conversation that we've had 

would you like to go first go for it 

I think my word would be inclusion nice 

I think I'm going to choose 

Brilliance nice producer Bex reversed 

mentoring yes fantastic I love that 

concept so thank you everyone for 

joining us today thanks Julie for being 

here too and don't forget to subscribe 

to Togcast so you never miss an episode 

bye bye