What exactly is Generation X?
- Forty-eight million Xers were born between 1964 and 1977 and more than forty million are active in the workforce.

Are Xers really the hard working, creative employees and entrepreneurs of the future?
- 67% of Xers cite their careers as "very important" elements in their lives, as opposed to only 54% of all adults.
- 80% of Americans trying to start their own business today are between the ages of 18 and 34.

Is job security really Xers' number one concern?
- 66% of Xers say that the lack of job security and economic opportunity is their number one concern.

Why should managers reach out to Xers?
- Only 30% of Xers say they would go to their boss or employer for help or encouragement.

Forget the slacker stereotype. Generation X is perfectly suited to the changing economy and changing modes of production. Xers are adaptable, entrepreneurial outside-the-box workers. The defining issue for most Xers is surviving in an economy without job and pension security. Whether we work for ourselves or for established companies, we have exactly as much career security as we create for ourselves. Instead of getting boxed in, we position ourselves as free agents in the career market. Xers are sole proprietors of our time, labor and creativity. We seek a new workplace bargain and we offer a new kind of loyalty.

How can leaders of established companies better recruit, motivate, and retain their young talent?
Self-building career security
Understand that Xers expect to develop career security by acquiring marketable job skills and expertise and seek creative opportunities to prove our value through performance.

The new implicit contract
Reflect a new "implicit contract" with young workers: Support Xers' self-building with learning opportunities and creative responsibility. In exchange, the company has a right to expect Xers' commitment to the company's vision and goals while we work there.

Creative independence
Xers excel at developing innovative solutions, but need clear goals and deadlines to mark the boundaries of our creative freedom. Focus on tangible end-results, not processes, when managing Xers.

Fast feedback loops
Feedback which allows Xers to constantly monitor our progress and make necessary adjustments nurtures self-confidence and encourages creativity. Instead of waiting for formal performance reviews, think FAST (feedback: accurate, specific, timely).