Discussions surrounding workplace trends tend to focus on the youngest generation, Gen Z, and how to engage them. They’re the fastest-growing cohort of employees, and I myself have written about them—topics like career minimalism and accomplishment hallucination . Millennials also get their fair share of attention, but what about Gen X?

Last year, a controversial New York Times article, The Gen X Career Meltdown , painted those born between 1965 and 1980, particularly in creative fields, as having largely obsolete skills. Many readers, however, disagreed. “A new article tried to write our obituary. We’re just getting started,” replied a Gen X author, Jonathan Smalls.

As CEO of a company with over 900 employees representing the full spectrum of generations, I firmly believe that each age range brings unique skills and experiences to the table. Nurturing Gen X employees is just as critical as Gen Z or Millennials. Here’s why.

Where Gen X Are Uniquely Qualified

Observing the dynamics in my company, one area where Gen X employees tend to shine is soft or “power” skills . Having come of age when working remotely was the anomaly, most Gen Xers are accustomed to working together in person. They spent the early years of their careers learning firsthand how to become effective communicators and collaborators, honing skills like active listening, and leading and participating in meetings. I notice that they’re naturally inclined to socialize with their colleagues throughout the day—things like water-cooler chats and midday coffee runs. While those interactions may be brief and casual, they’re valuable for building relationships over time, making people feel part of something greater than themselves.

One thing Gen Xers often don’t get enough credit for is their resilience. Throughout their careers, they’ve weathered multiple tech disruptions, economic crises, and more. Experts call them the original digital immigrants , having worked in both the analogue world, the digital world, and now, the AI-era.

As one commenter on Small’s article chimed in : “If we could ride the waves from vinyl to 8-tracks, cassettes, CDs, iPods, and streaming…If we leveled up from Monopoly to Atari, to Nintendo, Wii, Xbox, and Switch…We can handle this.” Similarly, a Gen X creative professional in the Times article, whose job at a conglomerate was eliminated, noted , “One thing I’m grateful for, and it’s a strength of my generation, is we weren’t promised anything. I was prepared to struggle.”

If Gen Z is associated with workplace anxiety , and not without good reason, Gen X is perhaps better known for its fortitude. As a leader in today’s rapidly evolving landscape, employees who bring this kind of energy to the workplace are invaluable. They can be the rising tide that lifts all of the boats.

But you can’t appreciate Gen X’s strengths without nurturing their needs, too. Here are some strategies I use at my company to keep Gen X employees happy and engaged.

How To Keep Gen X Engaged

Since founding Jotform two decades ago, I’ve mentored numerous founders and bootstrappers. I’ve seen the benefits in my own career—how it built my confidence in my own experience and expertise. It forces me to reflect on my path and the lessons I’ve learned along the way.

Creating a network within your organization where Gen X employees can become mentors is a great way to help younger employees build their skills, both soft and hard. Gen Xers are more experienced and specialized in their fields, according to research . While Gen Z employees may be hipper to the latest social media trends, Gen X professionals often bring the client communication skills and strategic perspective needed to turn those trends into teachable moments and bottom-line results. Meanwhile, Gen X employees build confidence in their unique and meaningful contributions to the team.

As the original digital immigrants, Gen X employees understand how to succeed with and without today’s tech tools and AI. They can bridge gaps between the then and now . As Megan Gerhardt, professor of management at the Farmer School of Business at Miami University, explained , “This makes them well suited to be mediators in generational battles between tried and true ‘old school’ approaches and innovative new ways of integrating tech into our workplaces.” For example, a Gen X manager can help a team figure out how to combine AI tools for faster content creation with their editorial judgment, client knowledge, and quality standards to deliver the best possible results.

In my experience, younger employees are more ready to request time when they need it, for personal and health reasons. Gen X is closer to the “grin and bear it” generation. They’re less inclined to prioritize health-promoting habits, according to studies , like exercising and getting restful sleep. The onus is on leaders to proactively encourage employees to take care of their mental and physical health and create policies that support them. At Jotform, we work to normalize taking time off, support flexibility in schedules, and encourage managers to model boundaries so employees feel comfortable prioritizing their well-being. I do the same, speaking openly about my need to exercise, spend time with my family, and fully disconnect sometimes.

Promoting these kinds of workplace norms not only curbs burnout and disengagement; it shows all employees that you care about their wellbeing and that they have firm footing in your company; that they may have decades of experience, but in some respects, they’re just getting started.