Because of this, Gen Xers tend to think of work-life balance as a necessary prerequisite to a company of employment. Many of these employees prioritize spending time with their family and are more likely to utilize their PTO than the Baby Boomers. As a result, this generation put more emphasis on creating work-life balance in their own lives. Many Gen Xers were exposed to the effect such a relationship with work had on the family unit. As a result, 80% of Baby Boomers report moderate to high levels of stress.Īs the children of the Baby Boomers, Gen Xers (typically born around the years of 19) grew up witnessing the long hours and poor work-life balance of their parents. Many of these employees are currently in senior or director level positions that require a high degree of responsibility. Baby Boomers tended to stay at companies for longer periods of time than following generations.
Because of this, work-life balance wasn’t a main priority or concern. Making a decent living was no small task, and in turn, this generation craved stability in the workplace and valued the opportunity for employment. Over the years, the knowledge and approach of work-life balance has been constantly evolving, and it might be helpful for employers to identify the difference in opinions among the Baby Boomers, Generation X and Millennials.īorn between 19, around the time of World War II, this generation was exposed to a lot of hardships at a very young age. Work-life balance means something a little different to everyone. But what exactly does work-life balance look like? Well, that’s where things can get a bit complicated. By creating a work environment that prioritizes work-life balance, employers can save money and maintain a healthier, more productive workforce.
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