Experts warn: if they leave, it will be a disaster
Generation X is the largest and most critical group in the Polish labour market. People aged 45 to 59 now account for approximately 30% of the entire working-age population. They form the backbone of organisations as experienced experts, managers, and process leaders – a trend that is unlikely to change anytime soon. The importance of retaining this demographic was recently discussed by members of the GeeX study programme council – a social project designed to examine the needs and expectations of employees from this generation – during a panel discussion at the “Polska Moc Biznesu” summit.
For most labour market experts, the typical representative of Generation X is a loyal workaholic. This is someone for whom staying in the office until 6:40 p.m. is second nature and not necessarily a prompt for reflection on work-life balance. However, Generation X is primarily a generation in transition. They entered the labour market in the midst of a massive political and economic transformation, an experience that deeply shaped their careers. For years, they remained committed and loyal, often at their own expense. Today, observing younger generations, they see an alternative path. They are beginning to realise that the ability to say “stop” is crucial for their health and long-term professional activity.
During the “Polska Moc Biznesu” summit, Prof. Agnieszka Chłoń-Domińczak, Vice-Rector for Science at the Warsaw School of Economics, noted that Generation X is becoming increasingly aware of its role in the modern market. They are more frequently articulating their expectations, including the need for greater flexibility and a more personalised approach. She emphasised that this is a natural shift requiring a conscious response from employers; solutions designed for younger generations often fail to align with the experiences, motivations, and working styles of Gen X. In her view, organisations now face the challenge of learning how to respond to the needs of a generation that has remained in the shadows for years but now stands as a primary pillar of stability and continuity.
The Demographic Gap
Poland is entering a decade in which the number of economically active citizens will decline rapidly. Over the next ten years, the labour market is set to lose around 2 million workers. In this climate, ignoring the potential of Generation X would be a grave mistake. They are not a “pre-retirement” group; they are an organisation’s most strategic resource. Unfortunately, despite their vast experience, members of this generation are still too often judged by their age rather than their competence.
– This mindset is both flawed and short-sighted. Generation X possesses a unique skill set that younger employees often lack. They hold the “organisational memory” –they understand the rationale behind past decisions and can predict the potential consequences of change. They mentor younger staff, organise complex processes, and navigate operational relationships that cannot be mastered in a few months. For these reasons, “their departure from an organisation should be deferred for as long as possible – notes Tomasz Szklarski, labour market expert, co-owner of Enpulse, and the originator of the GeeX project.
Side by Side
Engaging with Generation X is no longer just a matter of corporate image. This generation ensures process continuity, high-quality operations, and operational security, enabling the stable functioning of the market. Retaining them must become a priority for all employers, across both the public and private sectors. The resilience of the entire economy depends on whether we can create conditions that encourage them to remain professionally active.
– Almost half of the Civil Service workforce is aged between 45 and 59. They are highly skilled and possess extensive experience. However, we cannot ignore that many will reach retirement age in a few years. There is a real risk of a skills gap that younger generations will not be able to fill quickly. I believe it is our duty as a public employer to create an environment that encourages these people to stay – offering flexible, developmental conditions that provide a sense of purpose and security. We want to show other companies that experience is not a barrier; on the contrary, it is one of our most valuable resources – explains Anita Noskowska-Piątkowska, Head of the Civil Service at the Chancellery of the Prime Minister.
– When I think about our company, I immediately see Generation X – they make up almost half of our workforce and are the foundation FAKRO has stood on for years. We believe that if the mind is sharp, age is irrelevant. People approaching retirement are not pushed aside. We sit down, talk, and plan. Often, a manager will hand over their position to a successor but remain part-time to lead projects and support younger colleagues. This isn’t a step back – it’s the best way to preserve knowledge. I see young employees stopping these experienced colleagues in the corridors to ask about nuances and stories. It convinces me: Generation X is the heart of our onboarding. Their composure and professionalism will be crucial for FAKRO for years to come – emphasises Paweł Dziekoński, Vice-President of the Management Board at FAKRO.
It’s Time to Act!
If Generation X disappeared from Polish companies tomorrow, the economy would grind to a halt. As the largest professional group nearing retirement, they are aware of their value but often feel invisible, working under immense pressure and teetering on the edge of burnout.
– Companies are increasingly seeking clear guidance on how to understand and support Generation X effectively. Today, this generation provides stability: they know the processes, remember their origins, train juniors, and take responsibility during crises. Yet, they are also the group most burdened by the frantic pace of recent decades. “If we want them to stay active –and demographics leave us no other choice – we must respond to their needs: flexibility, health support, and an environment free from age-related stereotypes. This is why the GeeX study was created – to help employers realistically support this generation and build organisations resilient to future challenges – concludes Tomasz Szklarski.
