Online, mobile, omnichannel, untethered, data mining, automation, and remote
communication are all now buzzwords surrounding the new technologies and resources
financial institutions have to help them re-invent their branch experience. Capabilities are
available today that were not imagined a decade ago. This is an exciting time for those
institutions that can look to the future and enhance their offerings.
While technology is driving change, it can also be a tremendous challenge for financial
institutions as they work to keep pace and even take advantage of the dramatic shift in
customer needs and expectations. Millennials, baby boomers, small businesses – all are
important market segments with very different wants and needs. Driven by technology,
the new demand is for a complete online presence, complemented by more flexibility in
personalized services, and specialized expertise available in every branch.
Suffice it to say, financial institutions of all sizes and in every geography a
Published By: PayScale
Published Date: Apr 11, 2016
We now have Traditionalists, Baby Boomers, Generation X, Generation Y, and coming soon Generation Z all potentially in the workforce at the same time. Each generation has defining characteristics, demographics and priorities.
How do you determine how to compensate, motivate and reward this increasingly segmented population?
This PayScale whitepaper has the answers:
- Defining the generations
- Connections to the skills gap
- Generational priorities for compensation
- Offering the right compensation mix
- Generational needs for communication
- Where to start
Published By: Salesforce
Published Date: Nov 19, 2015
Based on responses from more than 1,100 adults who currently have investments, the research found the wave of millennials (ages 18-34) entering the market is not only putting pressure on financial advisors to use newer technologies in managing their money, but also pushing even Gen Xers (ages 35-54) and baby boomers (ages 55+) toward more modern financial tools, such as modeling on mobile devices or online portfolio rebalancing.
" How Millennials and Baby Boomers are Shaping the Today and Tomorrow of Retail The Power and The Money
- Get latest trends on global consumer shopping behavior across online, mobile and in-store channels
- Read what differentiates millennials from baby boomers
- Learn how to give every individual the experience they are looking for so nobody is left behind
- Surveyed: 13,250 consumers, 12 countries - Australia, Brazil, China, France, Germany, Italy, India, Japan, Mexico, Russia, UK & USA "
With fewer people entering the workforce and a shortage of certain skills, develop strategies now to address skills shortages. Read about the opportunity presented by Baby Boomers and how to leverage Boomers for competitive advantage.
For the hospitality industry, it’s an important question that
needs unequivocal answers. After all, millennials, comprising
individuals born between 1981 and the late 1990s, now
represent the largest generational demographic in the U.S.
With a population of 83 million, they outnumber baby boomers
and Generation Xers, and wield enormous spending clout –
an estimated $200 billion annually. A hefty share of that pie
is earmarked for hospitality: 77% of U.S. millennials say they
visit a restaurant once a week or more, and each millennial is
projected to spend an average of $3,900 on travel this year.*
In 2015, the number of Millennial employees (those born between 1982 and 2004) will exceed that of Baby Boomers; by 2030 Millennials will represent 75% of the workforce, according to the U.S. Bureau of Labor Statistics.
En 2015, le nombre d’employés dits de la « génération millennials » (personnes nées entre 1982 et 2004) dépassera celui des « baby-boomers » et, d’ici 2030, cette nouvelle génération représentera 75% de la population active selon les statistiques de l’organisme américain « Bureau of Labour ».
Employee engagement is being challenged by the increasing diversity of today’s workforce. From aspiring Millennials to aging Baby Boomers — working in a complex mix of full-time, part-time, contingent, temporary, and contract roles — the 21st-century workforce is more diverse than ever, challenging organizations to build and support a corporate culture that fosters employee engagement and drives the employment brand.
The millennial generation is larger than baby boomers or Gen X. 46% have booked a hotel room with a mobile device, 20% have checked into a hotel with a mobile device. Millennials are expected to spend an average of $3,900 on travel this year alone. Our research report discusses how millennials are driving change in the hospitality industry and what you need to do to win the hearts and minds of millennials.
The best workforce is an engaged workforce — employees who feel emotionally connected to the organization and who are willing to put in discretionary effort voluntarily, as a natural manifestation of their commitment to their jobs. Your challenge is to find creative new ways to nurture and sustain this level of engagement in a workforce that may have as many as five generations working side by side — Silent Generation, Baby Boomers, Gen X, Millennials, and Gen Z.
The millennial generation is larger than baby boomers or Gen X. 77% visit a restaurant once a week, and they are expected to spend an average of $3,900 on travel this year alone. Our research report discusses how you can win the business of this unique group of individuals.
With massive numbers of Baby Boomers starting to retire, one of the greatest challenges facing human resources managers is replacing the decades’ worth of invaluable knowledge and skills possessed by experienced Boomers. This white paper will examine the changing workforce, the skill gap crisis, the importance of managing and developing your workforce, and the most practical and effective ways to go about it.
Almost 20% of baby boomers will retire in the next 5 years, taking essential knowledge with them and vacating a significant number of leadership roles. With the Millennial generation now making up the majority of the workforce, outnumbering Gen X-ers, they will undoubtedly have to fill the gaps left by those heading into retirement.
While this might be a startling prospect for some organisations, the best approach is to embrace this shift in personnel and train your Millennials to be the managers and executives you want – and need - them to be.
We all know it’s taking longer and becoming more costly to land key talent as unemployment remains low and voluntary turnover increases. Several other factors — retiring baby boomers, the need for technology savvy workers, and companies’ increasing demand for new employees — are all creating one of the most urgent talent landscapes in more than a decade.
"Have you ever caught yourself assuming that all Millennials are active athletes and all Baby Boomers are more sedentary? By making generalizations about employee health goals based on age groups, you risk misunderstanding your employees and their wellness goals. View this webinar and see how you can:
* Manage your wellness program by defining your workforce according to personas
* Motivate each employee based on fitness goals - regardless of their generation
* Increase engagement with targeted communication and attractive incentives
Have you ever caught yourself assuming that all Millennials are active athletes and all Baby Boomers are more sedentary? By making generalizations about employee health goals based on age groups, you risk misunderstanding your employees and their wellness goals. Instead, try managing your wellness program by defining your workforce according to personas.
The U.S. workplace is undergoing one of its largest transformations in the past 40 years. Although the magnitude of this evolution is difficult to notice when viewed in short time frames, by 2020, the percentage of employees in the workplace from the Baby Boom and Millennial generations will have completely reversed from the composition in 2010, with Millennials increasing to 50% of the U.S. workforce and Boomers decreasing to 25%. Because of their size, these generations already exercise significant influence on the workplace and will undoubtedly impact the nature of work well into the future.
Published By: Curalate
Published Date: May 03, 2016
By the end of 2015, millennials are set to overtake Baby Boomers as the largest living generation in the U.S. By 2017, they will carry the bulk of the spending power.
The problem? This tech-savvy generation of consumers is also incredibly diverse. The key to effectively engaging millennials is recognizing that a “one-size-fits-all” strategy simply won’t cut it.
In this guide, you’ll learn:
- 14 influential millennial personas, from the “Brogrammer” to the “Millennial Mom”;
- How to engage each of the 14 millennial personas through relevant imagery;
- 5 proven ways to monetize your visual content across multiple marketing channels, from social to your website.
Fill out the form to get your free guide, and start building lasting relationships with your millennial customers.
Three generations – Baby Boomers, Generation X, and Millennials – currently make up about 97% of the U.S. workforce, according to the U.S. Bureau of Labor Statistics. This white paper places a spotlight on Lenovo devices powered by Windows 10 Pro that allow such a diverse workforce to thrive.
Keep your workforce and systems current for faster DevOps, deployment, and management of cloud, analytics and mobile applications. Learn about updated, intuitive mainframe tools that are easy-to-to use for both millennials and baby-boomers.
? Three generations – Baby Boomers, Generation X, and Millennials – currently make up about 97% of the U.S. workforce, according to the U.S. Bureau of Labor Statistics. This white paper places a spotlight on Lenovo devices powered by Windows 10 Pro that allow such a diverse workforce to thrive.