Gather around, and let’s sit by the fire. Today, I’ll tell you a story about a fascinating yet sometimes intimidating group of people. You’ll encounter them in your career, perhaps as colleagues, managers, or even mentors. They are Gen X.

You might recognise them at work – the ones who grew up with landlines and fax machines yet adapted to smartphones and Slack. Some of them might be your bosses, and figuring out how to communicate with them effectively can be the key to building a strong working relationship.

Hi, I’m Jeremie Gan, a Gen Z. My manager, Mark Cosgrove, is a Gen X. That’s an almost 30-year age gap – which brings a unique set of challenges in communication. The workplace moves at a breakneck pace, and what works for my generation doesn’t always resonate with his. Misalignment in expectations can lead to frustration, making it harder to collaborate effectively.

So, my fellow Gen Zs, let me share with you three key traits of Gen X – and how to work with them. Think of them as three “X” marks – like three strikes in bowling. Get all three, and you’ve got a “turkey” (a good thing, in bowling terms).

X1 – Independent, But Cautious

To understand Gen X, it helps to take a look at where they came from. Born between 1965 and 1980, this generation grew up during uncertain times. Divorce rates were climbing, many were “latchkey kids” who came home to empty houses while their parents worked, and they experienced significant world events like the Y2K scare, 9/11, and global financial crises.

This combination of independence and uncertainty shaped them into a generation that values self-reliance but is cautious when it comes to taking risks. In the workplace, this means they might unintentionally micromanage. It’s not because they don’t trust you – it’s because they’ve often had to depend on themselves to get things done right. And when it comes to new ideas, they may hesitate – not because they dislike innovation, but because they’ve seen trends rise and fall, and they approach change with a healthy dose of scepticism.

How to Bridge the Gap

If your Gen X manager seems reluctant to give you full autonomy, don’t take it personally. Instead, show them you’re capable by taking initiative. Ask for projects, present your progress proactively, and demonstrate results. Over time, they’ll start to trust that you can handle things independently—and that trust is the key to unlocking a more collaborative, less top-down working dynamic.

And when pitching new ideas? Be patient. Give them time to process your proposal and follow up a week later. They may need that space to think things through before they get on board. Remember, for them, slow and steady often wins the race.

X2 – Different Sense of Humour

Humour is a generational marker. What’s funny to us as Gen Zs – TikTok trends, absurdist memes, internet slang – might not land with Gen X. Their humour comes from 80s and 90s pop culture – grunge music, sitcoms like Friends, and movies like Ferris Bueller’s Day Off. Many of them grew up exchanging pager numbers, not Instagram handles.

This gap becomes particularly important when it comes to creativity at work. If you’re in marketing or pitching a new campaign, you might instinctively lean into the humour that works for younger audiences. But to get buy-in from your Gen X boss, you need to help them see why it works.

How to Bridge the Gap

Instead of assuming they’ll immediately understand your vision, connect your ideas to something they already relate to. If you’re explaining a TikTok trend, compare it to something from their generation (think viral commercials, Saturday Night Live sketches, or early internet memes).

And when presenting a proposal? Data is your best friend. Gen X values logic and results. If you can show why a trend works with engagement numbers or success stories, they’ll be much more likely to support it.

X3 – Not Big on Instant Communication

Gen Z has grown up in a world of instant feedback. We can check our credit score in minutes, get a loan approval within hours, and track food deliveries in real time. Naturally, we expect a similar rhythm in the workplace. But for Gen X, feedback often followed a much slower cycle – annual performance reviews, quarterly check-ins, and sporadic meetings.

This difference in communication styles can lead to frustration. You might feel like you’re working in the dark, while your Gen X boss might think your requests for feedback are excessive. Neither is right or wrong – it’s just a generational difference.

How to Bridge the Gap

One approach is structured but non-intrusive updates. Instead of asking for feedback constantly, try a system like Alan Mulally’s traffic light method, used when he was CEO of Ford:

• Green: Everything is on track.
• Yellow: Needs attention but not urgent.
• Red: Critical issue, immediate action required.

I use this in my own work—a simple weekly update where I categorise my projects by status. This way, my manager gets a clear view of what I’m doing without feeling like I’m constantly asking for approval. It also sets up a natural rhythm for feedback, reducing frustration on both sides.

Another tip: If you need immediate feedback, frame your request with a purpose. Instead of saying, “Can I get your thoughts on this?”, try “I want to make sure this aligns with our goals. Can you take a quick look?” A clear ask makes it easier for them to respond efficiently.

Final Thoughts – Get That “Turkey”

Gen X isn’t going anywhere, and neither are we. Learning how to communicate across generations isn’t just a workplace survival skill—it’s a career advantage.

So, next time you find yourself struggling to connect with a Gen X manager, remember:

1. They value independence, so earn their trust through results.
2. Their humour is different, so help them relate to new ideas.
3. They aren’t used to instant feedback, so adapt your communication style.

Master these three, and you won’t just survive – you’ll thrive.

And who knows? You might even get them to learn a TikTok dance along the way. Go get that “turkey”! 🦃