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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. 

younger generation

How To Entice The Younger Generation Into Utility Careers

Unfortunately, there is a serious age crisis within the energy and utility sector at the moment. Many companies recognized, in approximately the 1990s, that they were facing a severe problem with the age demographics of their workers: younger people didn’t want to work in these areas, due to a number of factors such as better access to alternative education and a lack of faith in the sustainability or career options within such career pathways. However, this has only really started affecting business now, since the older wave of workers are beginning to retire, leaving energy companies scarce of any manpower. So, in these dire times, we must look to the younger generation to fill the gaps and become the new driving forces in the energy and utility sectors, but how can you entice them into joining your company?

Changing Attitudes

Of course, not all of your older workers are going to disappear overnight, so you have to consider the effect and impact that focusing on the younger generation might have on them, due to many cultural and societal clashes which are common between the differing ages of workers. Older workers may see younger workers as finicky and addicted to their material possessions – think less antiques and hand-me-downs and more iced coffees and mobile phones – which may create friction within the workplace which could put off younger workers. Make sure that any pre-existing staff are educated on diversity and how to be welcoming to the younger generation, and inform them of the changes which you are trying to make to the workforce, and the reasons behind your doing so. Education is the best way to avoid this being a problem.

Think Local

“Often, the best talent – and the most willing to work in our areas – is found locally,” says Richard Ford, an HR at Thesis Writers and Big Assignments, “since we often find that implementing training with the surrounding education centres and informational days for students is the way to go. Many kids from the cities won’t know much about creating electricity or the jobs which are involved with energy, but if we reach out to the students living around our workplace and teach them how they can go far in our business, often the pull to stay near home and find a stable job leads them to join a career in our sector, since they can often stay near family and childhood friends, and work and live in a town which they are familiar with.”

In short, education – not only of your staff, but also your possible future staff – is the way to go. Make sure that you are taking advantage of every opportunity to reach out into the local schools and colleges and inform the students of the career options which they have, which are closer to home than frightening and unknown office jobs in big cities with long commutes.

Appealing To The Younger Generation

“The current workplace has been shaped by the older, “baby boomer” generation, who helped to make the culture and social atmosphere of workplaces everywhere appear how they are today,” explains Amanda Wills, an HR at Dissertation Writing Service and Essay Services.

However, in order to appeal to the younger generation, you may need to make a couple of changes, keeping in mind the differing social climate of today. Generally, younger people are more conscious of their social standing, in regards to giving back to communities, so making sure that your company does a lot of work in the community is vital. Younger workers may also want to have more of a say in how the company is managed, so letting them take part in important decisions and making sure that everyone feels like their voice is being heard is also a good idea.

“Although they’re not ‘snowflakes’, younger people do require a different working climate to the generation which we are used to, which may make appealing to them seem a little difficult at first,” Jade Coates, a journalist at UKWritings and Boomessays, states, “but once you have put the changes in place, you’ll find it easy to attract younger workers and revive the life in your workforce, or so to speak! Education is usually the best method, but making sure that you are open and honest is also important, and keeping all rules and regulations (including social guidelines for your working staff) regularly updated is also a good idea, to remove any chances for friction or problems before they can happen.”

Summary

The younger generation may seem difficult to attract to jobs in the utility and energy sectors, but it only takes a little bit of change to get them on board. Investing in education opportunities and keeping your current staff up-to-date and welcoming is always a plus, and developing your workplace for the modern era by keeping the community and social morals in mind can make your company appear more inviting and viable.

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Aimee Laurence writes professionally for Top Assignment Writing Services NSW and Research paper help services. She has a personal interest in the energy industry and enjoys spreading her knowledge on the creation of electricity and the workforce behind it. Also, Aimee is a tutor at Student Writing Services.

 

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.

generation

What Buying Habits Tell Marketers About Each Generation

Each generation has unique experiences, lifestyles, and demographics that influence their buying behaviors, financial experts say. And studies show these distinguishing factors often lead to different spending habits between generations.
As a result, many companies are reaching out to consumers and trying to understand — and gain the attention of — these diverse buyers, says Gui Costin (www.guicostin.com), an entrepreneur, consultant and author of Millennials Are Not Aliens.
“This type of multi-generational marketing is the practice of appealing to the unique needs and behaviors of individuals within different generational groups,” says Costin. “In terms of finding and retaining buyers, companies cannot underestimate those generational differences.”
Costin discusses how the buying habits of different generations are influenced by environmental factors and how businesses must focus their marketing efforts accordingly:
Millennials. Now comprising the highest percentage of the workforce, this generation (born roughly from 1981 to 1995) receives considerable marketing attention. Many millennials grew up immersed in the digital world — a big difference from previous generations — and they think globally. “Attract this group early and earn its loyalty by appealing to their belief that they can make the future better,” Costin says. “Traditional mass marketing approaches do not work well with younger consumers. Be sure they know that your organization’s mission speaks to a purpose greater than the bottom line, e.g., globalization and climate change. Give them systematic feedback because they value positive reinforcement at accelerated rates and want more input.” 
Generation X. Following the baby boomers and preceding the millennials, their tastes are different from previous generations. “Because they have greater financial restraints, they often shop at value-oriented retailers,” Costin says. “On the other hand, they have a reputation of being incredibly disloyal to brands and companies. Generation Xers like initiatives that will make things more useful and practical. They demand trust to the extent that if your organization does not follow through once, then you are likely to lose them.”
Baby Boomers. This demographic group, with many now in retirement or nearing it, includes those born from 1946 to 1964. Health is a major concern, and change is not something they embrace. “They appreciate options and want quick fixes that require little change and instant improvement,” Costin says. “They do not like bureaucracy — but give them a cause to fight for and they will give their all. Focus on building value and they will be less price-sensitive. While this group may be aging, they’re focused on breaking the mold of what 60 and beyond looks like.” 
The Silent Generation. Born between 1925 and 1945, this group represents the oldest Americans and, Costin says, typically is labeled with traditional values such as discipline, self-denial, hard work, conformity, and financial conservatism. “It’s important to earn their trust,” says Costin, “as they believe that a person’s word is his or her bond. Patriotism, team-building, and sacrifice for the common good are appealing to this generation. As a group, they aren’t particularly interested in the information age; however, the younger members of this generation are one of the fastest-growing groups of internet users.”
“Communicating with customers in different generations can be challenging,” Costin says. “However, all generations appreciate honesty and authenticity. As environmental factors change, transparency and genuine interactions remain important to everyone.”

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.

5 Reasons Businesses Should Bare Their Souls To Customers

We live in the information age — aptly named because we have unprecedented access to information through many platforms. Researchers estimate that between television, radio, the internet, email and social media, the average person receives the equivalent of 174 newspapers worth of data every day. That means consumers have a lot to sort through and choose from when shopping for virtually any type of product. And studies show they demand more transparency from companies to help them make an informed decision. 

“This is especially critical in digital marketing,” says Jonathan Musgrave, owner and chief digital marketer for Steep Digital Marketing (www.steepdigital.com). “With information so abundant and readily available, companies are becoming increasingly transparent in an effort to engage the potential customer. They’re inviting potential customers into their world rather than talking at them.” Musgrave offers five ways that being transparent in digital marketing can win over customers:

Builds trust. “You deserve more than someone playing games with you and withholding information,” Musgrave says, whose digital marketing agency specializes in seminar advertising, lead generation and marketing automation for financial advisors. “The consumer expects and is entitled to know exactly what they’re signing up for. The financial advisors my firm works with, for example, tell us that they build such good rapport with their seminar attendees before the event occurs because of the way they’re featured on the event landing page. There’s a lot of ‘gotcha marketing’ going on in the world today, and no one likes to feel like they got fooled.”

Develops loyalty. Surveys show that the vast majority of consumers will be loyal to a brand that practices transparency. “Brands now have the enhanced opportunity to show their personalities and values due to the internet and social media,” Musgrave says. “So consumers expect to know more about companies than ever before. And if you give them transparency, they’re willing to pay extra for it.”

Shows authenticity. “To do digital marketing right,” Musgrave says, “companies need to take a deep dive into who they are, where they’ve been — warts and all — and show a vulnerability that potential customers can relate to. People can see themselves in what you truthfully present. The whole objective is to create a human interaction, and being authentic in this way is one of the most powerful things you can do.”

Pairs a great offer with great value. “Regardless of what you’re selling, there is some ulterior factor we’re using as an advertising carrot,” Musgrave says. “An example would be a time-share presentation; get a free cruise if you sit down and listen to them talk about some product they’re trying to sell you. But the carrot blinds you from the actual intent of the event. In order to be transparent and build good trust, the offer has to be paired with value.”

Increases efficiency. “Becoming more transparent through digital marketing can greatly improve a business’ efficiency by spending less time talking around product limitations and sidestepping customers’ concerns,” Musgrave says. “By not embellishing your results, you save time for more productive work.”

“Giving consumers access to all the information they need to know without masking your intentions is a proven way to build better relationships through digital marketing,” Musgrave says. 

Jonathan Musgrave is the owner and chief digital marketer for Steep Digital Marketing (www.steepdigital.com), which he founded in 2017. Musgrave got his start in the direct mail business, using his communication skills to craft powerful marketing messages that reached more than 1,000,000 households each month. He’s started his own wholesaling company that brought digital marketing tools to the financial advisor space for the first time in 2013 that were responsible for doubling sales for three consecutive years.

Why Businesses Must Grasp Millennial Thinking Or Face Economic Calamity

When it comes to shopping and buying, the Millennial generation appears to play by its own rules.

And businesses that fail to understand the Millennial mindset are destined to fall behind their competition – and perhaps plummet into irrelevancy, says Gui Costin (www.guicostin.com), an entrepreneur, consultant and author of Millennials Are Not Aliens.

“Millennials are changing how we buy, how we sell, how we vacation, how we invest, and just about everything else,” Costin says. “If you’re running a business, you have to pay attention to how they think and act.”

Millennials are the generation born roughly from 1981 to 1995, meaning that the older millennials aren’t that far from 40. There are about 80 million Millennials, or nearly one-third of the adult population in the U.S. – and that’s a lot of buying power.

Millennials grew up under very different circumstances than Baby Boomers and Generation X, though, and the way in which they came of age greatly influenced them.

One example is their relationship with technology.

“All of us, regardless of which generation we belong to, have been impacted by technology,” Costin says. “But the generation most affected by the digital, connected world are the Millennials. You could think of it this way: If technology were a geyser, Baby Boomers and Generation Xers have been sprayed by its impact, but Millennials got drenched.”

And their natural use of technology transformed the way they act as consumers, Costin says.

“Bargaining is a part of their process,” he says. “Because they are facile with technology, they rely heavily on their cell phones to price shop and hunt the best deals.”

Costin says there’s plenty that businesses need to understand about Millennials, but here are just a few other facts about their consumer habits worth paying attention to:

They let everyone know about their buying experiences. It is not uncommon for Millennials to candidly share details about their buying experiences, good or bad, on their public social media platforms. “This can translate to bad news for businesses that underperform or, conversely, great news for those that exceed expectations,” Costin says.

Big purchases can happen virtually. For many older people, it’s difficult to even conceive the idea of buying a car, for example, without ever physically seeing or touching it first. “Millennials do it all the time,” Costin says. “In fact, they are the very first of all the generations to make a large purchase without first performing an on-site inspection.”

Brand loyalty means something. No matter how fickle many people believe Millennials to be, they are extremely brand loyal, Costin says. In fact, 60 percent of Millennials say they almost always stick to brands they currently purchase.

Information is essential. Millennials scour the internet to learn about a brand or product before making a purchase. They check websites, blogs, or peer reviews that they trust.

Instant gratification is paramount. Because they have grown up in a digital age, Millennials are used to speed and immediate gratification. “They value prompt feedback and communication and do not like wasting time,” Costin says. “Think emails, text messages, and online messaging.”

“The environment you grow up in determines what you become accustomed to,” Costin says. “Gen Xers and Baby Boomers need to realize that how they grew up is affecting the way they are selling and marketing their organizations. But you cannot sell and market to Millennials the same way you were sold and marketed to.

“The good news is, many companies are listening. They are actively replacing dated, manual processes with more efficient, cutting-edge tools to promote the convenience and speed Millennials crave.”

About Gui Costin

Gui Costin (www.guicostin.com), author of 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.