Generation X has long been the workforce’s steady hand – the group many employers rely on to keep teams moving, maintain continuity, and deliver results during times of change. Born between 1965 and 1980 and representing about a third of the workforce (31%), Gen X sits at the center of many organizations’ day-to-day operations and leadership benches. Yet, in conversations about talent strategy and the future of work, Gen X is often overlooked.

New findings from The Cigna Group’s 2025 Vitality in America research suggest that blind spot could be costly. The data shows Gen X workers are dependable, present, and less likely to leave their jobs. But many also describe a quieter reality: lower energy, fewer interesting tasks, and a persistent sense that their contributions are underrecognized.

When that dynamic goes unaddressed, even high-performing employees can begin to disengage. And because Gen X often continues to show up and deliver, the early warning signs can be easy to miss.

“Gen X is a highly capable, dependable cohort in the workforce, with tremendous value still to deliver. When employers invest in purpose, experience, recognition, and support, they can re-energize Gen X employees and strengthen performance across the organization.” Stacie Lukasiak, vice president of U.S. employer medical solutions, Cigna Healthcare

Health confidence is high – yet competing demands often prevent Gen X from prioritizing preventive care and well-being

Gen X employees feel confident managing their health. Nearly half say they have the knowledge and tools to live a healthy life. While most have developed at least one chronic health problem by middle age, they generally feel better prepared than younger groups to address these challenges.

That confidence, however, does not always translate into consistent action. Gen X workers are significantly less likely than younger workers to prioritize physical health, and many report falling behind on the habits that support long-term well-being. In the past month, 15% say they do not exercise (compared with 8% of younger workers). Fewer report having restful sleep (42% vs. 50% of younger workers) or mindful nutrition (39% vs. 43%).

Preventive care patterns reinforce this trend. Just over half of employed Gen X women report having a mammogram in the past year. About two-thirds of Gen X workers report they had a colon cancer screening in the past decade, and fewer than 6 in 10 had a dental cleaning in the past year.

The research points to a familiar explanation: competing demands. Many Gen X workers are balancing high-responsibility roles at work with caregiving and household obligations at home. Those pressures can create an intention-behavior gap, which is the space between wanting to take action and having the time or energy to follow through. The report’s qualitative findings reflect that reality.

“I don’t feel like I have enough time between working to support my family and other commitments … I don’t have enough time to prepare the meals that I think would help me be healthier or be physically active.” Gen X worker, female, 47

Over time, deprioritizing health can raise the risk of new or worsening conditions, higher medical costs, and reduced productivity at work due to absenteeism, presenteeism, and burnout.

Gen X workers are reliable, experienced, and loyal, but many feel underrecognized and under-energized

Gen X workers are dedicated and dependable, yet many still feel disengaged at work. In the research, 75% of Gen X workers say they feel confident in their ability to do their jobs well, compared with 66% of younger workers. They are also motivated: 68% say they are willing to work harder to help their workplace succeed.

They show up consistently, too. Gen X workers report being more physically and mentally present on the job, which benefits employers because both absenteeism and presenteeism can carry substantial costs.

Loyalty is another differentiator. Only 23% say they plan to look for a new job in the near future, compared with 33% of millennials and 47% of Gen Z.

Yet many Gen X workers describe feeling under-energized. Only 29% report high levels of energy or enthusiasm on the job, and just 35% say they are often pursuing interesting tasks.

When employees feel disengaged, productivity takes a hit. Gen X workers who describe their work as uninspiring are twice as likely to underperform or consider leaving their job, and three times as likely to feel distracted during the day. According to research from Gallup, this kind of lost productivity drained an astonishing  $10 trillion globally in 2025. 

Purpose, recognition, and support can help employers unlock stronger engagement and performance

The research points to a practical path forward: strengthen purpose, build consistent recognition, and create real support that makes follow-through easier.

“The moments that feel most meaningful to me are the ones helping directly solve a problem and it improves the workday of others.”Gen X worker, female, 49

Gen X workers said they value appreciation that is visible, specific, and consistent – grounded in real contributions and delivered through ongoing conversations, not just annual reviews.

“I would like to be acknowledged more often and told that what I am doing matters to the company as a whole.”Gen X worker, female, 45

By investing in purposeful engagement, targeted recognition, and practical support, employers can harness the full potential of Gen X and foster a more energized, resilient workforce. Taking action now not only benefits individual employees today, but also strengthens organizational performance for years to come.

“When employers make it easier to prioritize health and make it clearer why work matters, Gen X employees are more likely to bring their full strengths to the workplace,” said Lukasiak. “That’s good for people and it’s good for business.”