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Millennials To Become Richest Generation — Here’s What We All Need To Know

Millennials

Millennials To Become Richest Generation — Here’s What We All Need To Know

Data shows that many millennials don’t have it easy compared to their parents’ baby boomer generation. Onerous college debt, tight wages, expensive real estate, and high insurance costs are big challenges they face and ones that weren’t as formidable to boomers when they were in their 20s and 30s.

But thanks to the wealth that baby boomers will pass on to their children, life will get easier for a sizeable percentage of millennials. They are expected to inherit $68 trillion from their baby boomer parents by 2030. That total is spread among 45 million U.S. households, according to a report from research firm Cerulli Associates.

Amid the biggest generational wealth transfer in U.S. history, however, financial planner Jeannette Bajalia says there are many important factors that both generations and financial advisors must consider to make the transfer go smoothly and avoid issues that could harm the financial legacy.

“Inheriting money is wonderful, but managing an inheritance can be difficult and risky,” says Bajalia (https://www.womans-worth.com), founder of Woman’s Worth®, an insurance and financial professional for four decades and the author of three books.

“Boomers, especially women, are worried about events that could take a big bite out of their children’s inheritance, such as long-term care and market corrections. And many financial advisors have to get up to speed on how to best serve millennials — a very different generation that looks at money management a much different way — while at the same time helping steer both generations in the right direction.”

Bajalia offers these tips to help boomers, millennials and financial advisors navigate the biggest generational wealth transfer ever:

Boomers: Start the inheritance conversation with your children. Studies have shown that heirs often blow through an inheritance quickly. This squandering can stem in part from being uninformed by their parents about the details of the estate. “It’s imperative to have that conversation with your children,” Bajalia says. “It can help your children make informed decisions, and bringing an advisor into the conversation adds structure and family trust. Parents should discuss priorities they had and impress upon the heirs how to handle the inheritance responsibly. If there is an indication of money management issues with the heirs, an estate planning attorney will need to add provisions to the legal documents in order to manage the distribution.”

Millennials: First, don’t rely on inheritance as an instant problem-solver. The inheritance shouldn’t be used as a new source of daily income, but mostly for the big picture. “With many millennials behind on retirement savings, a healthy inheritance is a way to kick-start it,” Bajalia says. “This is a great chance to pay down some college debt. Cash and other assets can help your future in numerous ways, but generally it’s wise to consult an advisor to learn about taxes and about how to construct a long-term plan including investments, particularly if the inheritance had IRAs as part of the pot. You can get back in the driver’s seat with an inheritance only if you don’t get in a hurry and take ill-advised risks.”

Advisors: Adapt to the first digital generation. Millennials were the first digital-savvy generation, making them a much different type of client to advisors compared to their boomer parents. They often educate themselves online about products. “Advisors need to learn how to connect with their clients’ children,” Bajalia says. “The younger generation expects a much different service experience than their parents did. They want better communication, convenience, integration of their financials through online portals, and readily accessible products — overall a customized experience.”

“Inheritance can be a life-changing event,” Bajalia says. “But so much depends on how the younger generation protects it and invests it. Boomers want to leave their children the best legacy possible, and advisors have a great opportunity to be that steady bridge between generations.”

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Jeannette Bajalia (womans-worth.com) is the founder and president of Woman’s Worth®, where she specializes in the unique needs of women as they plan for retirement. She is also president of Petros Financial Group and is an Investment Advisor Representative with Petros Advisory Services, LLC, a registered investment advisory firm. She has authored three books — Planning a PURPOSEFUL Life, Wi$e Up Women! A Guide to Total Fiscal and Physical Well-Being, and Retirement Done Right! An Ed Slott Master Elite Advisor and recognized as one of 20 Women of Influence by The Jacksonville Business Journal, Bajalia has over 40 years of leadership experience as a business owner and insurance and retirement income planning professional.

She has appeared on CNBC and Growing Bolder as well as in the Wall Street Journal, Forbes, Yahoo! Finance, Bloomberg Businessweek, USA Today, Retirement Daily, and the Jacksonville and Orlando Business Journals. She completed her graduate and undergraduate studies at the University of North Florida, and was selected as one of the 2019 Women of Distinction by the St. Johns County Girl Scout Council.

How Millennials Are Changing The Investment Game

Millennials are on the verge of becoming big players in the investment field.

Baby boomers, according to Forbes, are about to pass an estimated $30 trillion in assets down to millennials within the next few years. This generational transfer of wealth gives millennials many options on investing — starting with the investment firms they choose.

Understanding millennials’ mindset on investing and, just as importantly, learning their personality traits, preferences and dislikes, are crucial to any investment firm seeking to help them allocate their assets. For starters, millennials’ approach to investing is distinct to previous generations, and they handle money and choose the people who they entrust with that money very differently, too.

Those factors will have several ramifications for how assets are allocated in the next three, five, 10, 20, and 30 years. That’s why discovering how to connect with millennials so that they feel confident enough to trust you with their funds is critical.

How do millennials differ from previous generations, including their investment approach? Here are some revealing distinctions:

They’re more entrepreneurial. Whereas their parents, baby boomers, valued job stability and scaling the corporate ladder, millennials are more inclined to build their own businesses and take greater financial risks. They’re confident that even if they lose some money, they can earn it back — facts firms should consider as they approach this generation and brainstorm investment solutions.

They’re wary of Wall Street. After the Great Recession, many millennials were forced to take on student loans because their parents couldn’t afford college tuitions. So if they’re not entirely warm to the idea of Wall Street, what do millennials trust? Where do they see themselves putting the $30 trillion they’ll one day inherit? This group of investors favors commodities and options and they’re also more likely to put money in exchange-traded funds than their baby boomer parents.

They’re impassioned about helping the world. Millennials want to serve a greater purpose to humanity. This common trait has given rise to the concept of “impact investing” — intentionally putting money in companies or organizations that offer a financial return but also contribute funds toward creating a positive social or environmental impact.

They often don’t trust advisors. According to a study, 57 percent of millennials don’t trust advisors, believing they’re in it more for self-serving purposes than for their clients’ best interests. What they want is someone who wants to build a relationship with them and works toward gaining their trust.

So knowing how millennials and their investment thoughts are unique, how should investment firms navigate this young crowd of investors and best position themselves to reap the business of this generation, both today and in the coming years? 

Create trust and be transparent. Investment firms can build a foundation to better serve the millennial generation by fostering relationships, customizing your advice, and being clear about fees. For example, millennials, unlike baby boomers, prefer flat fees over commission-based pay models; that’s what they’re most familiar with through the advents of Uber and Netflix.

Explore technology. Millennials like technology but they also like simplicity and convenience. Look for ways to leverage technology to make experiences simpler, more self-serving, and more convenient for millennial users. Robo-advisors and digital investment content platforms and tools are just the start of the options available to explore. If they find it inconvenient or complicated to do business with you, they’ll do it with someone else.

Be a great communicator. While technology and self-service drive them, millennials also appreciate a human touch in the investment space, meaning a hybrid of tech and human would be the ideal mix for them. Find out how your millennial client likes to communicate — by text, email, messaging via a digital investment content platform, or on the phone. And when you are communicating, remember to be an advisor, not a dictator. Millennials appreciate insight, but they still like to be the one controlling decisions that impact them.

Use data to customize recommendations. Track clients’ online activity to gather data about them and use this in conjunction with their personal preferences to send them customized investment ideas, alerts, and recommended products.

It comes down to this: Millennials and baby boomers are as different as rotary phones and text messages, and newspapers and podcasts. And they’re just as varied in their viewpoints of success and allocation of material wealth.

Therefore, if advisors truly want to stay relevant in the investment game, they’ll have to work hard to build rapport with this generation and show good will to retain them as clients both currently and into the future.

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Gui Costin (www.guicostin.com), author of the No. 1 Bestseller Millennials Are Not Aliens, is an entrepreneur, and founder of Dakota, a company that sells and markets institutional investment strategies. Dakota is also the creator of two software products: Draft, a database that contains a highly curated group of qualified institutional investors; and Stage, a content platform built for institutional due diligence analysts where they can learn an in-depth amount about a variety of investment strategies without having to initially talk to someone. Dakota’s mission is to level the playing field for boutique investment managers so they can compete with bigger, more well-resourced investment firms.

talent retention

How Generational Gaps Impact Talent Retention & Recruiting Strategies

Workforce development in the modern age presents a new level of opportunities and challenges to companies seeking to enhance their talent pool. Factors such as technology innovation, information overload, and new generations entering the workforce require thought leaders and experts to identify the best options to meet company needs. In order to attain this, recruiters must understand potential employees at their core and visualize the potential value and growth for both parties. This level of expertise is difficult to find. Dozens of talent recruiting websites and services exist in the marketplace with a similar promise: guaranteed results. What they don’t guarantee is the right kind of results. If a company is provided with five candidates with years of experience, but lacking the knowledge, skills, and company culture needed to thrive, the “results” go stale and the process is restarted, resulting in a never-ending cycle with a low success rate. 

“This is a relational business, not a transactional one. If you view it as the latter, you’ll surely fail long term,” explains Anthony Fletcher, President and CEO of My Future Consulting. “Whether you’re in search of a new business opportunity or an exceptional candidate, I found that organic, genuine, and empowering relationships enable businesses to build a network comprised of the most talented, knowledgeable, influential, and accomplished professionals in the world.” 

Anthony Fletcher boasts a wealth of knowledge developed over 20 years managing Fortune 100 company’s operations, manufacturing, planning and sales. Through his dedication to understanding people, Mr. Fletcher demonstrates competitive knowledge required to develop a successful approach in matching the right people with the right jobs and beyond. My Future Consulting differentiates the recruiting process through a carefully developed process that considers the needs of both employers and candidates, ultimately ensuring life-long partnerships while tackling the challenges in workforce development head-on. 

Candidates in the modern workforce come with a variety of personalities, levels of skills, experience, and expectations. Furthermore, generational gaps create complexities that can be difficult to navigate, especially for a company looking to fill a vital position quickly and successfully. The hiring process has evolved significantly in recent years and now requires a granular approach to recruiting the right people to build a lasting team. Simply put, there is no “one size fits all” approach and it takes an expert in people to successfully achieve such results. That’s the difference My Future Consulting brings to companies in eight different industries, boasting a 93 percent employee placement retention rate. 

“’Your Future is Our Priority’” is embodied in every phase of the search process. Our end goal is to make the process both seamless and stress-free for all stakeholders,” adds Mr. Fletcher. “Unlike most recruitment firms where recruiting is approached transactionally, My Future Consulting approaches it as a relationship-based business. We take tremendous pride in critically evaluating necessary steps to ensure all of our clients have a phenomenal experience during each and every phase of the recruitment process. Additionally, 95 percent of our candidates and 90 percent of our clients lack the knowledge and/or resources to effectively negotiate salary and compensation. This is another reason why our services are greatly valued as we are able to propose a competitive compensation – a package that presents a win-win outcome for both the candidate and client.” 

Taking it a few steps further, My Future Consulting focuses on presenting candidates to clients that bring results through a thorough understanding of company culture and the differences presented in different generations of employees seeking a family of companies to grow with. Among the major differences in the talent market today is the emergence of Gen Z into the mix of millennials and baby boomers. Communication, experience, goals, and skills are unique to each candidate presented. An example of this is seen with the level of experience in technology. While a seasoned Millennial candidate presents skills in communication and writing, a Gen Z candidate with less experience might present a deeper knowledge of platforms vital to a company’s audience. If an overwhelmed supervisor is tasked with the responsibility to fill a position quickly, identifying these factors could very well be overlooked and the right candidate dismissed. 

“From a recruitment standpoint, it can be extremely challenging for Baby Boomers who may not be knowledgeable of the many social media platforms and networks that exist today, as this has become a primary connection point for most millennials, Gen Z and a few straggling Baby Boomers,” adds Fletcher. “Lack of engagement on the aforementioned could result in a competitive disadvantage in the war of talent that exists in today’s job market.”

More so than before, finding the right talent has proven to be increasingly difficult as more factors present themselves in a variety of industries. The workforce culture is changing while technology is advancing and companies are confronted with the need for change in developing a strong team. What proved to be successful previously is not guaranteed to work in the modern age. Hiring managers and business owners alike are beginning to realize addressing these challenges is best left for the experts to tackle. 

“For Gen Z and Millennials, technology is the most appealing aspect of a job and lack thereof will only lead to high turnover. Today’s candidates lean towards organizations that are always on the cutting edge of technology. For those companies that have an antiquated approach in running their organization, they are perceived to be out of touch, stifling the individual capability of the organization, thus leading to morale and performance issues – a recipe for mass exodus.” 

Understanding a candidate from a generational, cultural, and skills point of view is not something companies can rely on an average recruiting website or firm to deliver on. What many recruiters fail to understand is how to determine which candidates are ready for the next step in an industry and which candidates need some finessing for placement success. From the personalized, 10-point resume assessment services to its career transition services, the experts at My Future Consulting address recruiting from both sides to ensure the right candidates are set up for success and while companies are paired with the best option. Instead of isolating one side, both participants in the process are evaluated holistically, resulting in satisfied clients and employees. 

“Every search begins with the goal of it lasting. When uniting candidates with clients, we go into each search with the thought of it being a long-term business marriage,” adds Fletcher. “Long term viability is our end goal, so we go to great lengths to understand the needs and goals of both the candidate and the clients. Once we identify what we perceive to be the ideal candidate we begin to court them accordingly.” 

“Based on the unsolicited feedback we’ve consistently received from both the candidate and our valued client base, our unique methodology, timely and personalized style of communication clearly differentiates us from any perceived competitors. We firmly believe that effective communication is critical and serves as the foundation for our firm. It enables us to provide clear direction and impeccable service to our clients.” 

Another critical element in today’s workforce is the theme of diversity and inclusion – regardless of the industry. This directly ties in with the Gen Z and Millennial generations entering the workforce and what is expected as a standard, not a “perk.” There’s a direct correlation between company culture and employee satisfaction, quality of work, and most importantly, company reputation. If a company neglects its own culture (i.e. people), employees can lose motivation, creating more positions to fill, raising turnover rates, and restarting the never-ending cycle. If a company is known for extensive hours, poor culture, and lack of technology, a qualified candidate – particularly a Gen Zer, can become quickly disinterested and offer their skills to a competitor. Even worse is when that employee spreads the message of poor culture and working conditions to other potential candidates. Word of mouth plays an equal part in developing your company’s profile in the talent pool. 

Fletcher adds: 

“Jobs that lack an intense level of engagement from a digital space could lead to boredom, which if not addressed could result in high turnover. Gen Zers appear to be more motivated by security versus millennials, who tend to be motivated by purpose. This explains the constant job-hopping and indecisiveness when it comes to career choices among these generations of workers. This also shows how critical it is to know your employee’s career goals and motivations as well as talent opportunities.” 

“Work experience and skill set are equally critical when identifying solid talent to present to our clients. However, a vibrant, inclusive, and engaging work environment is where we expend immeasurable energy in to ensure that we’re putting candidates in a position to succeed from the moment their step on the campus of the new employer.” 

Taking it another step further is balancing the needs of both employers and employees once the right candidate has been identified and hired. This is one of the most critical steps once an employee has been selected and begins integrating into a company’s atmosphere – beyond the deliverables and daily tasks. An example of this is commonly found with Gen Z candidates and accurately assessing career paths against personal goals, expectations, and skills development. Today’s workforce requires career-mapping and consistent goal setting for success. 

“Gen Zers operate with an entrepreneurial spirit and work ethic, meaning they are high energy, self-motivated, and independent in thought. This poses a tremendous challenge for most hiring managers that typically oversee more traditional operations where policies and procedures not only guide, but sometimes place a stranglehold on employees and their success. Striking a balance is the key to success,” adds Fletcher. “Studies have shown that both Gen Zers and Millennials want to be catered to quite intensely. I believe that applies to all generations, but the latter is simply more outspoken about it. This can pose a problem to hiring managers that are Baby Boomers, as their inclination is to not to coddle candidates, leading to miscommunication and unmanaged expectations which ultimately results in loss of job opportunities, career advancement, and retention rates dropping.” 

From managing expectations to providing the right amount of challenges and feedback for this generation, it takes an expert in people to ensure the match is successful in the long-term. This is another way My Future Consulting differentiates itself among talent recruiters. It’s through the extensive knowledge and expertise offered that 93 percent of their candidates thrive in their new roles, followed through with consistent checks and balances to ensure retention is achieved. 

“We identify the five most critical skills sets that are required to be successful in the role we’re recruiting for and provide a detailed analysis of each that is included in our candidate submission summary. Once a candidate is converted to employee, our firm check-in with the candidate on day 60-90-180. No other search firm in the world has a similar practice. We send congratulatory gifts to the client and candidate up signing. We also celebrate the candidates 1st year anniversary and follow-up with the candidate twice a year to discuss performance, culture, and transition.” 

The My Future Consulting difference speaks for itself through satisfied clients and successful employees the firm has placed in a multitude of industries over the years. The unmatched knowledge found within the team of experts at My Future Consulting goes beyond addressing recruiting and retention roadblocks and spotlights the importance of company reputation. Not only does the firm take pride in connecting companies to candidates but takes the time to prepare the next generation of workers for their ideal job while growing businesses nationwide. 

“Over 95 percent of the candidates that we look to present to our industry leading clients are passive professionals, thus not actively searching for a new opportunity. We are often referred to them by trusted associates, both past and present. New business opportunities tend to arise from satisfied clients and business partners who refer new clients to our firm. In fact, 80 percent of our new business is a result of unsolicited client referrals. This data point, as you would imagine, makes us very proud as an organization,” Fletcher concludes. 

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Anthony Fletcher, Sr. (@Real_AFletcher) is the owner and president of My Future Consulting and Integrity Sports Agency. Drawing from over two decades of Executive Management experience in leading innovative solutions, staff building and talent recruitment, Mr. Fletcher founded My Future Consulting (MFC) in 2007. Working towards innovation based on his experience of matching the right person with the right job, this innovative staffing company has revolutionized how organizations meet their need with experienced and high-potential talent. My Future Consulting was founded on the principle that people are an organization’s most important asset and was ranked as a Top 20 Employment Agency in Chicago by Expertise.com in 2018 and 2019. 

Mr. Fletcher is a popular keynote speaker and can often be found sharing his story and insights on leadership, empowerment, and the importance of people with professional, civic, and community organizations. He is also a lecturer and visiting professor at colleges and universities throughout the U.S. 

Anthony lives in Orlando Park, Ill. with his family. He is a dedicated philanthropist and volunteer, serving as a chairperson and fundraiser for many area nonprofit organizations. Mr. Fletcher has raised over $54,000 for MS Walk and volunteers as an executive advisor to organizations, 

including the American Diabetes Association, Boys and Girls Club of America, and Feed Our Starving Children. 

GT Podcast – Episode 117 – Anthony Fletcher with My Future Consulting

Acquiring top talent is more challenging then ever. In this episode Anthony Fletcher, CEO and President, of My Future Consulting shares his expertise on what it takes to attract winning talent, and keep them.

Want To Do Business With Baby Boomers? You’ll Find Them On Social Media.

Forget those jokes about Baby Boomers and their supposed struggles grasping today’s technology.

They may have grown up in a black-and-white TV, rotary-phone era, but most Baby Boomers long ago adapted to the 21st-century digital world. And that includes social media, which they took to with almost as much delight as their children and grandchildren if recent studies on the subject are any indication.

As a result, any business or professional who wants to market to Baby Boomers needs to understand that reaching them through social media channels should be part of the strategy, says Jonathan Musgrave, owner and chief digital marketer for Steep Digital Marketing (www.steepdigital.com).

“I always tell people that educationally based messages are the key to getting traction when it comes to reaching and influencing people on social media,” Musgrave says. “While plenty of goods are sold on Facebook, for example, that’s not primarily why Baby Boomers, or anyone else, logs in each day.

“Instead, the reason they are addicted to social media is to see what’s new. What’s new with their friends, kids and grandkids? What’s new in the news? The best way to reach them and market to them is to position yourself as an educator; someone who is telling them what’s new.”

If that still sounds more like a way to reach younger generations rather than BabyBoomers, consider this: A study by Google revealed that Boomers and seniors spend more time online than they do watching TV. Also, 82.3 percent of Boomers who use the internet have at least one social media account, with Facebook being their favorite.

Musgrave says his company uses several approaches when creating effective Facebook ads, but many of these elements also can work for routine social media posts on a business or professional site as well. They include:

Images. It’s important to have compelling images to catch a social media user’s attention while they’re scrolling through their newsfeed and makes them stop to take a second look. “We use colors and font combinations that grab your attention immediately,” Musgrave says.

Captivating headlines. Headlines are the gateway to getting people to read the rest of your copy. “Shorter headlines are easier to read and get straight to the point,” Musgrave says. “We want things to be as easy as possible for people to understand what we are offering in their area.”

Engaging copy. Once the headline draws them in, you need to deliver with an engaging message. Musgrave suggests one way to do this is with questions. “Asking questions of your audience creates a desire for an answer to those questions,” he says. “This creates an open loop that makes the brain grab on tight. It acts like a ‘pop quiz’ and keeps the audience glued.” It’s also important to avoid buzzwords, he says. “You want your copy to be easily readable, and buzzwords usually do the opposite of that,” Musgrave says. “People do business with people who make things easier for them.”

“Facebook is the primary way Baby Boomers interact with content online, although you can find them on other social media platforms as well, such as Twitter and LinkedIn,” Musgrave says. “It’s critical that anyone who wants to do business with Baby Boomers understand that if you’re looking to reach them, social media is a good place to make the connection.”

About Jonathan Musgrave

Jonathan Musgrave is the owner and chief digital marketer of Steep Digital Marketing (www.steepdigital.com), which he founded in 2017. Musgrave leverages his 13+ years of experience in the financial services world to help financial professionals reach more than 8,000,000 prospects each month with social media advertising. Steep Digital Marketing has rapidly grown and was recently recognized as one of the top 100 Colorado Companies to Watch.