Millennials continue to get razzed for being addicted to technology, social media, and texting. However, if you asked a Baby Boomer to leave their mobile device at home, delete their Facebook account, and never text again, you’d likely see them break out in a nervous sweat.
The truth is whether you are a Millennial or not, you exhibit Millennial tendencies that can be strong catalysts to thriving in tomorrow’s workplace.
Millennials are early adopters.
They were instant messaging, texting, blogging, and snapping selfies before anyone else. For example, social media was created by a Millennial (aka Mark Zuckerberg), adopted by Millennials, and went mainstream because of Millennials. It’s shocking to learn how many people have a Facebook account who once swore they’d never have one because it was for “kids.” Like Millennials, many non-Millennials are now much more open to adopting new innovations and technologies.
More and more brands are reevaluating their marketing strategies, product offerings, and brand experiences in an effort to earn Millennial loyalty. However, marketing to Millennials continues to be a moving target. But for many brands a shift towards Millennial marketing is worth the risk if they can earn the loyalty of the world’s largest and soon to be the most spending power generation.
- Target “deemphasizes” canned and bagged goods in their stores.
In an effort to appeal to Millennial consumers, Target will focus more on organic, fresher, and healthier foods. Products that are processed will be given less exposure and promotions. According to Fortune, Target’s goal is to “look less like Walmart and more like Whole Foods.”
Successful companies large and small use mentoring to tackle complex human resource challenges such as increasing employee retention and improving workforce productivity. Corporate mentoring is on the rise and in fact, 71% of Fortune 500 companies offer mentoring programs to their employees.
Today, smart organizations are realizing that a workplace mentoring program can serve the entire employee lifecycle. Mentoring new employees can improve new hire retention rates. Mentoring aspiring talent enables company succession plans. And reverse mentoring can ensure senior executives stay current with new business practices and technology. Read more