Members of Generation X tend to be more cynical and skeptical than other generations. As a result, they can be hard to secure as clients, according to demographics expert Cam Marston, founder and president of Alabama-based Generational Insight.
Putting in time and effort to win over these clients can pay off, however, as they’ll likely turn out to be your most loyal clients.
“They’re the most loyal of all the generations,” says Marston, who defines Generation X as those between the ages of 31 and 43. “It’s an extraordinary amount of work, but once you get them, they tend to stick around for a good period of time.”
Marston offers the following tips for attracting Gen Xers as clients.
> Avoid hokey marketing tactics
Generation Xers tend to be wary of advertising and marketing, according to Marston. “The more you shout about it,” he says, “and the more glitz, glamour and lights, etc., the more they’re skeptical of it.”
If Generation Xers feel pressured to buy something, they may be scared away, Marston adds. “This cynical, skeptical generation is the one that says: ‘Is this something that you want to sell me, or is this what I need?’”
Use plain language to describe the services you provide, and explain how you’ll meet their needs. “Be very clear,” Marston says. “Tell them, ‘This is what it is, this is what it will do for you’.”
> Show that your services are competitive
When shopping for a new product or service — including a financial advisor — members of this generation are diligent about doing their research. Expect them to compare your products and services to others on the marketplace, Marston says. Show them what sets you apart from your competitors.
They’re also likely to rely on their peers for recommendations, so referrals can be extremely valuable within this generation.
“When you can get some Xers to endorse you,” he says, “the Xers tend to be a bit more interested.”
> Support your advice with research
As part of their tendency to do their research, Gen Xers are likely to verify any information you give them.
“They’ll use the technology available to double-check what you’re telling them,” Marston says. “Anticipate it.”
Impress these clients by giving them resources directly, he suggests. Provide them with websites that offer valid information, and encourage them to double-check the information you give them.
“That way, you can control somewhat the direction of their research,” he says.
> Set short-term goals
Most Gen Xers’ priorities involve near-term rather than long-term goals. “Everything they read says their lifespan is going to continue to lengthen, so the future is very far away,” Marston says.
To relate to clients in this generation effectively, talk to them about short-term objectives. Marston suggests even setting goals to accomplish by the end of a meeting with them.
“Hitting short-term goals gives you credibility as an expert,” he says. “As simplistic as that sounds, it will help them.”
Recently I completed a in-depth teleseminar on “How to Market to Generation X and Y" -For details on getting a copy of this CD please email me at: www.transitionman.com
Friday, October 8, 2010
Saturday, October 2, 2010
Generations X and Y are ready to take World Business
There has been considerable debate about the future as the Boomer generation builder-child and would handle the transfer of power Generation X and Generation Y to prepare to lead the business world.
A recent survey conducted by the Team of California shows that 51% of baby boomers and gardening very comfortable for the younger leaders. In fact, the survey shows that only 11% would be uncomfortable reporting to someone younger than them be themselves.
This isvery understandable and use the constructor generation, where the main interest is their experience in order to supplement their pensions. The general feeling is that they have their contributions so you do not need leaders.
In the baby-boom generation, the idea of retirement, not as much as the concept of training in the workplace is acceptable without the stress of high-level management positions.
The survey results show that both the older generations must obtainthe stigma of reporting to a younger and less experienced leader. This is good news for the management of high school, which now can easily groom the younger generation for leadership positions.
The process of Grooming
Multicultural Business Council (MBC), a cultural organization Empowerment near Detroit, Michigan, management has identified three stages of care Generation X and Y for middle and high schools. These steps are:
1. Inform leaders of the futureGeneration differences. The common characteristics, strengths and weaknesses and motivators of each generation can be easily identified through the understanding of the events and experiences of the generations as a whole instead. That is the purpose of forming a powerful knowledge for the generation of baby boomers and builders, as the talent of young workers and pull refer to this younger workers as they become masters. At the same time, generations X and Y do not belong to the experiences that haveformed and shaped the Baby Boomer generation and builders. MBC develops a short workshop on "Management of the Builders, Boomers, Xs, Ys and ZS, without your" The workshop is that all four generations of a better understanding of the problems in the workplace and to overcome misunderstandings between the divided generations. Once people understand each generation, they know how to create a harmonious and productive working environment. MBC workshop is available in a lineSizes around the world, hosted by Macomb Community College.
2. Assessing the future leader of polish their leadership skills. Under current projections by the governments of many countries, members of Generations X and Y needed to assume positions of leadership in an age much younger than their predecessors. Most of the estimated three to 10 years for the evaluation and development. Best Practices, as identified by the MBC to begin with a vote for thiscognitive, motivational energy, professional interests and personality traits. The evaluations are able to develop a growth for the individual to improve their leadership qualities before it is actually for the individual to take a position of leadership is needed.
3. Having a current plan secession for all key positions. In preparation, companies need to replace the secession plans to develop baby boomers retire. MBC recommends that the same estimates in the second step of the feed usedSecession plan. They found, Profiles International assessments of Texas will be offered excellent tools for the assessment and elimination of the planning process.
It 'clearly time to begin the transition of generations to turn over the management of the younger, while there is still time for new generations of construction and trained to be served, leaving the baby boom e. However, unless thefirst steps of this process are quickly running out of time taken.
Recently I completed a in-depth report on "How to market to generation X and Y" using social media. Go to: http://www.socialmediasalesreport.com/
Any questions, my speaking or training or
books/CDs email directly:
johnny@transitionman.com/
A recent survey conducted by the Team of California shows that 51% of baby boomers and gardening very comfortable for the younger leaders. In fact, the survey shows that only 11% would be uncomfortable reporting to someone younger than them be themselves.
This isvery understandable and use the constructor generation, where the main interest is their experience in order to supplement their pensions. The general feeling is that they have their contributions so you do not need leaders.
In the baby-boom generation, the idea of retirement, not as much as the concept of training in the workplace is acceptable without the stress of high-level management positions.
The survey results show that both the older generations must obtainthe stigma of reporting to a younger and less experienced leader. This is good news for the management of high school, which now can easily groom the younger generation for leadership positions.
The process of Grooming
Multicultural Business Council (MBC), a cultural organization Empowerment near Detroit, Michigan, management has identified three stages of care Generation X and Y for middle and high schools. These steps are:
1. Inform leaders of the futureGeneration differences. The common characteristics, strengths and weaknesses and motivators of each generation can be easily identified through the understanding of the events and experiences of the generations as a whole instead. That is the purpose of forming a powerful knowledge for the generation of baby boomers and builders, as the talent of young workers and pull refer to this younger workers as they become masters. At the same time, generations X and Y do not belong to the experiences that haveformed and shaped the Baby Boomer generation and builders. MBC develops a short workshop on "Management of the Builders, Boomers, Xs, Ys and ZS, without your" The workshop is that all four generations of a better understanding of the problems in the workplace and to overcome misunderstandings between the divided generations. Once people understand each generation, they know how to create a harmonious and productive working environment. MBC workshop is available in a lineSizes around the world, hosted by Macomb Community College.
2. Assessing the future leader of polish their leadership skills. Under current projections by the governments of many countries, members of Generations X and Y needed to assume positions of leadership in an age much younger than their predecessors. Most of the estimated three to 10 years for the evaluation and development. Best Practices, as identified by the MBC to begin with a vote for thiscognitive, motivational energy, professional interests and personality traits. The evaluations are able to develop a growth for the individual to improve their leadership qualities before it is actually for the individual to take a position of leadership is needed.
3. Having a current plan secession for all key positions. In preparation, companies need to replace the secession plans to develop baby boomers retire. MBC recommends that the same estimates in the second step of the feed usedSecession plan. They found, Profiles International assessments of Texas will be offered excellent tools for the assessment and elimination of the planning process.
It 'clearly time to begin the transition of generations to turn over the management of the younger, while there is still time for new generations of construction and trained to be served, leaving the baby boom e. However, unless thefirst steps of this process are quickly running out of time taken.
Recently I completed a in-depth report on "How to market to generation X and Y" using social media. Go to: http://www.socialmediasalesreport.com/
Any questions, my speaking or training or
books/CDs email directly:
johnny@transitionman.com/
Sunday, April 4, 2010
Tuesday, August 18, 2009
test this
Recently I completed a in-depth teleseminar on
“How to Market to Generation X and Y" -
For details on getting a copy of this CD please email me at: johnny@transitionman.com/
Recently I completed a in-depth teleseminar on
“How to Market to Generation X and Y" -
For details on getting a copy of this CD please email me at: johnny@transitionman.com/
New post...
Recently I completed a in-depth teleseminar on
“How to Market to Generation X and Y" -
For details on getting a copy of this CD please email me at: johnny@transitionman.com/
Recently I completed a in-depth teleseminar on
“How to Market to Generation X and Y" -
For details on getting a copy of this CD please email me at: johnny@transitionman.com/
Recently I completed a in-depth teleseminar on
“How to Market to Generation X and Y" -
For details on getting a copy of this CD please email me at: http://www.blogger.com/johnny@transitionman.com/
“How to Market to Generation X and Y" -
For details on getting a copy of this CD please email me at: http://www.blogger.com/johnny@transitionman.com/
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