Across the Great Divide: Target and Sell to 4 Generations!

Are you frustrated with lackluster sales performance? Are you still utilizing “a one size fits all” generic approach? In June of 2006, the Star Tribune Sales and Marketing warned that companies who were still practicing “one size fits all” marketing and selling tactics would experience (if not already) a flattening if not a decline in sales unless they  change their marketing strategies to appeal to each of the generations on their terms, their values, and their language. While the Boomers and Gen X account for more than 80% of the workforce and buyer, Gen Y numbers increase daily. Traditionalists, many of whom are now retired, are not the retiree of yesterday. In fact due to medical advances, the 85 and above age group is one of the fastest growing! This group is often overlooked as not having enough value to be considered. Perhaps we should think again.

Marketing and selling to these diversely driven generations is challenging yet possible. The better able you are to understand their thoughts, fears, and motivations, the better able you will be to market to and service them so they will hear you!

Traditionalists: This group is traveling, volunteering, leaning new hobbies, and some still work for the sheer social aspect of it. They are looking for ways to reinvent themselves and be an appreciated member of society. They are far from ready to be put out to pasture. Having grown up in times of depression and frugality, when they spend, they buy products and services that satisfy their basic conservative values. This generation is brand loyal more so than any of the others.

How they hear you: Your message is best heard by them when it rewards their discipline, hard work, and saving for later. Reinforce that they have earned the leisure time and retirement. The best is yet to come!

Buying style: They pretty much like to buy in the traditional way–face to face and personal.  Be willing to listen to their stories (even if they are unrelated to the transaction). Be thorough in presentation and pace it slowly. While they are now venturing onto the net for information and purchases, they will only make purchases if they can also contact someone by phone when they need help. And if you’re a known brand that’s in your favor!

 

Boomers: Optimistic and individualistic, they live to work, and have double the spending power of the previous generation.  They sacrificed all to live lavishly and largely and feel a sense of entitlement to do so. While not brand loyal, status branding will get their attention quickly. (BMW, Rolex, Lexus) Time is money! An interesting mix of instant gratification and deep personal fulfillment, they are also the ones who push for recycling and will pay more for products that support good causes. For example; a vineyard that charges a little more for their bottle and gives a certain percentage of the proceeds to the Humane Society.

How they hear you: Your message is best heard when your product or service enhances their status, gives them back (or saves) time, or makes political, social, or environmental statements. Send messages that motivate their desire for sophistication or acknowledges the impact they’ve had on society.

Buying Style: Their preference for buying is still face to face or on the phone, and they receive well the formal consultative/presentation approach. This group has become tech savvy out of sheer necessity. They are growing in their numbers of online purchases, because it saves time, provided they feel comfortable with representation of product. They are venturing, at varying degrees, into social media as well.

 

Gen X: Skeptical, mistrusting, and brand disloyal, they work to live. They love malls and shopping (often on Mom and Dad’s dime) and acquired taste and discerning eye for quality. Internet and wireless phones blossomed in their formative years. They expect to receive easy and personalized service at their convenience– not when you’re open. They are repulsed by hype and insincere pitches and can spot them quickly. They side emotionally with the common person and will buy things to help elevate the ordinary. They are cause sensitive and will often rally in support. They also think and make decisions communally (“mall” mentality). 

How they hear you:  Send messages that encourage their communal decision making preferences (would their peer group also agree?). Emphasize the immediate use and value. Speak to their desire to have control in their lives: more leisure/family time while also providing a sound economical and functional solution. Advertising is a pop culture to them; they respond to images, humor, music and a tad bit of irreverence. This will best get their attention. 

Buying Style: While comfortable with all channels, they like the face to face because it appeals to their need for socialization, entertainment, and fosters their communal way of purchasing. They usually have their research done prior, so they prefer that you get to the facts: Be straight, Be clear, Be authentic (don’t pitch), and demonstrate a genuine interest in them as a person.

 

Gen Y: Optimistic, confident and collaborative, coupled with their amazing dexterity in the use of technology, this group already has their goals for where they want to be by age 20, 30, etc. They seek solutions to get them there, but they want to be part of the solution. They will go online for product information before they look in a printed directory. They’re savvy and impatient and very much influenced by colorful and useful websites that they can easily find and navigate. They buy the “hottest” and the “coolest,” and their peer group is key to making these determinations.

How they hear you: Send a clear message that you have solutions. Use color, graphics, and sound and provide some type of guarantee. Solve their problems quickly and completely and you’ll have their ear. Prove that their peers agree. They are not brand loyal and prefer to actually “make the brand” through their collaborative influence. Post a blog asking for their input on a product or service before finalizing product or strategy to market.

Buying Style: This group is very individualistic and instant about their purchases, so they probably spend more buying time on the net than in person. They are big on viral marketing and won’t hesitate to tweet out their support of or denouncement of a product or service. They speak an abbreviated language and look for people to speak to them similarly. Content on the web is king–it must be unique, enticing, and solution focused.

 

It is important to remind ourselves that selling and marketing are not sciences, and that generational trends are not stereotypes.  Today’s marketing and sales professionals are being challenged like never before. Today’s buyers emerge from all four generations. It is the savvy organization that recognizes the importance of target marketing, most especially in today’s economy.

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Across the Great Divide: Reworking Work Across Generations

Balance of Personal and Professional life…Is it possible? How has the generational spread at work made it so?

In 1996 I was at the ground floor of a startup, Sprint PCS, who had a great vision and an aggressive business development plan for the evolution of wireless. At the same time, they professed (on cards they made us carry around) that they were all about many values, but one in particular: Balance of Personal and Professional Life. I also recall after many days of 18 – 20 hours of non stop work to get this off the ground, me and my peers saying to one another, when asked to go yet one or two more hours, “where’s MY balance of professional and personal”?..

 Time Magazine published an article called “Reworking Work”, in July 2005, commending Best Buy’s approach to maintaining productivity and employee’s happiness by providing them the ability to balance their lives and their work. Out of curiosity, I googled “reworking work” to see what other responses I might get and received several reponses: In Fast Company from December, 2007, there were 3 articles in the same publication addressing work issues, one whose title immediately caught my attention because the title was “Balance is Bunk!” (oh! I couldn’t not read this one) “There’s no place (to work) like home” (is this Dorothy trying a new approach?) and “A Brief History of Hard work, Adjusted for risk” (well I know I work hard!)

 A more recent response, again from Time, May 2009, featured several articles about changes in the workplace…but the one that caught my attention was “The Future of Work” which talked about what “perks” will look like and to whom they will appeal, and “getting off the ladder” which means that the days of “climbing the ladder” are pretty much done. Augmented with features on “why Boomers can’t quit” and “women rule business” it’s a dizzy-ing experience at BEST (no pun …no pitch)
So what does any and all of this have to do with Generations at work?

Well…if I were summarizing for the jury I’d say the following:

Balance is something that EVERY generation at work has WANTED: They just all didn’t think they could HAVE it!

Technology has played a big part in making it real. And Balance doesn’t mean 50/50…it means sometimes work wins; sometimes personal wins: The balance is that they all get to win at some time.
Traditionalists, dealing with the “great” depression and being grateful to have work, were not going to express discontent. Boomers, who out numbered the previous and succeeding generations, created the phenomena of the Workaholic mindset because they had to fight and compete for a finite amount of opportunities (as the world at that time saw opportunities).
Entrepreneurial-ship became the way of Gen X, who watched their parents sacrifice EVERYTHING, for the sake of work, and yet in the end, found themselves downsized and on the streets despite effort and loyalty. While Gen X has been labeled one of the most pessimistic of generations, I can hardly say it is without reason or cause. They aren’t pessimistic about everything….mostly about trusting the status quo. And supported by the next generation of Y’s (millennial) their voice is now being heard and considered. And technology supports the possibility as well.
Working “remotely” is a given today. Being able to stop, put the laundry into the dryer, and then resume your work is doable, thanks to technology. For many “Trads” and Boomers, there may even be a bit of resentment for the fact that “in their day” they had no choice but to be at the office and couldn’t juggle things this way; but may have liked to! While we have the ability to balance and flex, it doesn’t mean we’re not working as long and as “hard” as we would if we were chained to a cube from 9-6. In fact, the “flexibility” of working at home has actually increased work hours and days…yet has also increased productivity and sense of satisfaction. Would you call this balance? Is our stress any less? ….good things to mull over while you’re tweeting about your next blog!

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Across the Great Divide: The 4 generations and Technology

Stephen Covey takes the 7 habits a step (or habit) forward to an 8th habit. Why? Because, technology has altered what it takes to be effective in life and work today. We live in a world that works, communicates, and interacts profoundly differently from even just 20 years ago. Consider phones: mobile phones when I was a young professional were only as mobile as the cord was long! I spent summers as a kid, with relatives who had a PARTY LINE! For those of you too young to know….you shared a line with 2 other neighbors! (which was a great way to get the 411 on others!) What a contrast from the world of today where even kids have a phone that they can use virtually anywhere! And with all this connectivity, we often feel disconnected!

Technology has transitioned us from the Industrial Age to the Knowledge/Information age. Many would blame the layoffs, downsizing, and other turbulence in the corporate and business world we are experiencing on “the economy”. Stephen Covey’s bigger picture assessment: they are symptoms that the old system is not working and needs to change: painful but necessary. I would tend to agree.

This also helps us understand why generational differences at work are “suddenly” becoming such a big issue in the workplace.

Thanks to technology, people can work in “virtual offices” and the growth of “work at home” opportunities is challenging the existing “structure” of the organization. Technology has also had a profound impact on the way we communicate, now having to negotiate texting, tweeting, and other “non person” means of communication.

Both have divided the 4 generations into essentially 2 “camps” as a result. Misunderstanding breeds conflict. And, just because it’s old…do we throw it out? because it’s new…is it really better?

Organizational Gaps: Traditionalists and Boomers struggle most with flexible hours, work from home programs, and other “unstructured” requests by GEN X and Y-ers who feel that productivity should be measured by outcome, not “time served”. They want balance and this is one way to achieve it.

Tips for bridging the gaps on organizational conflicts:
Traditionalists/Boomers: Before vetoing requests for flex or work from home time consider the following: Can and will the work get done? Will the customers experience be adversely impacted? Could this improve morale? Productivity? Consider using flextime as a reward for performance; this makes it an incentive and takes the “fairness” issue out of the mix.
Gen X/Gen Y: Present a business case that supports the soundness of flextime/work at home program as a means of process/productivity improvement plan (what’s in it for them. We know what’s in it for you). Consider a trial period agreed upon by all parties to determine the impacts both pros and cons.

On Communication: Communication style and method is widening the gap between the two camps. While Gen X and Y, feel that texting and tweeting, and email are acceptable means to communicate under any circumstance, Traditionalists and Boomers find these methods depersonalizing, cumbersome, and erosive to language and grammar skills.

Tips for bridging gaps on Communication:
Traditionalist/Boomers: Be open to the efficiencies offered by IMing in place of email…when used properly, can cut way down on email “jail time”. This also demonstrates that you’re not against progress and technology when it makes sense. Open up a twitter account (ask for help from one of your X or Y workers) so that at least you can appreciate what it does and how it works and how it can leverage your organization.
Gen X and Y: When using written communication, remember that many of your readers are more receptive to written communication in more traditional, grammatical form. The abbreviated script of text may give them an impression of your level of professionalism that doesn’t work in your favor. Ask a Traditionalist/Boomer to mentor and coach you in this skill. Not only will they appreciate your acknowledgment of their experience, but will go along way to bringing you both to the same side of the communicational divide.

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10 steps to bridging the gaps

Myers Briggs, Tony Alessandra, DISC…what do these all have in common? They all agree that every individual has a preference in communication style, and that in order to really be understood or heard, you are more successful if you communicate in the receiver’s style.

Tony Alessandra puts it best when he talks about the difference between the GOLDEN RULE (do unto others as you would have them do unto you) vs. the PLATINUM RULE (do unto others as THEY would be done unto).

The same principle applies to cross generational communication. We have 4 generations of people working together in the same setting, yet, each of their lives have been shaped by very different experiences which have affected the way they view their jobs, careers, loyalty to and expectations of a company. (See www.generationgaprap.com for more background on the 4 generations)

If we are going to successfully work together, we need to understand how to communicate across the divide, in order to open the channels of listening vs. creating roadblocks and obstacles.

While each generation has its own unique views, there are some aspects that are shared among them as well.

Here are 10 tips on how to bridge across those gaps and create an environment that accepts all the great attributes of each generation:
Traditionalists
1. Respect their respect for the organizational chain of command
Boomers
2. Acknowledge their status, achievements, and accomplishments
Traditionalists & Boomers
3. Show respect for knowledge and experience gained through loyal dedication and selfless service
4. Appropriate business language: clear direct statements
5. grammatical correctness and word use accuracy
Gen X
6. Give them what…leave the how up to them (less direction, more autonomy)
Gen Y
7. Ask for their input: Be collaborative
Gen X & Y
8. Brevity: Get to the point early, and make the details easy to find.
9. Allow them to challenge your ideas, authority, and you
10. Use universally understood acronyms when appropriate (LOL)

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Speaking of Generations….

Thank you to all of you who jumped right in and had much to say about your generation and other generations and whether the researched information resonated with you or not.  The discussions were thought provoking, insightful, and spirited…yet they weren’t readily available to anyone other than me. And I thought, what a waste! I’m sure that many of the comments would have stirred a few more ideas and insights had they been shared. So I’m opening up the floor on this one. 

It was pointed out to me by a  Boomer, that I had not mentioned the Vietnam war as an influencing event  ( which I added afterwards) Wow! You’re right!  Thanks Paula! And that got me to thinking…no doubt it had a big affect on the Boomers, but not the same way the previous wars impacted the Traditionalists.

While our parents (the Traditionalists) felt that fighting in a war was honorable and what you did out of loyalty and support of your country, and did not question the rationale behind it,  Boomers did not all speak in favor or even in support of the Vietnam War. Remember the draft dodgers?

I remember many demonstrations against our involvement in the war and how this event served to provide us yet one more  issue that as a generation we questioned the status quo. What do you recall about this event? How did you feel about it?

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