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Top 3 phrases Millennials use that will forever change billing

(Business News) Millennials grew up with different technologies than their parents and grandparents, meaning different expectations on companies, especially with sales and billing.

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What do Millennials expect of your company?

There was a time when eyes rolled that grandma didn’t have a VHS player at her house, then later when she didn’t have an email address, but time and technology changed both of those scenarios, and here we are today. Some people catch up, others don’t, but the youngest generation is typically the fastest to catch on to new technologies, simply because they grew up with them instead of having to learn them and change behaviors later.

Billtrust marketing manager, Chrissy Werner observes that there are some substantial generational differences. “We have 696 Facebook friends on average, we love indie music, and we don’t even know where the TV remote is. We’re the millennial generation. And we’re remaking the status quo in hundreds of ways. One of those ways is how we pay for things.”

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Werner notes that, “As the first generation born into the digital revolution, we millennials spend a great deal of our waking lives online. We communicate, we buy, we learn, we create, we play, and we impact the culture, all through the Internet. So in order to attract, satisfy and retain millennials as customers, companies need to begin looking at the billing process the way 18-30 year olds do.”

In her own words below are three phrases that sum up the millennial attitude toward receiving and paying bills:

1. “We don’t do mailboxes.”

Millennials don’t go to the mailbox every day. We’re lucky if we check it once or twice a week. It’s not where we expect to find things that are important to us.

Our low involvement with traditional mail means it’s likely to take 10 days before a mailed paper bill actually reaches our hands, and even longer for the sender to receive payment. To serve millennials in a way that’s natural to us—and to get us to make payments quickly—digital alternatives such as online bill delivery, banks, email, website or mobile technology are essential.

2. “What’s a filing cabinet?”

Millennials don’t just prefer to handle their finances online—they expect it. In fact, any kind of paper is seen as both archaic and wasteful.

This generation doesn’t file paper. It doesn’t own a filing cabinet. It already assumes that the institution archives every bill it sends out online. It also assumes that there will be easy self-service tools on the institution’s website to answer any billing question.

3. “Checks? Yeah right.”

Smartphones and tablets are the ways we manage our lives. We’re very comfortable with electronic payments. We are quick to sign up for automatic payments and even prefer that electronic delivery and payment be the default option.

There isn’t a person under the age of 35 who would prefer to write a check. With online services like Manilla, Mint and eBill Connect around to help us coordinate and pay our bills, we’d be perfectly happy if we never saw our checkbooks again.

Where company focus should be

“Of course, we’re not the only generation companies have to serve,” Werner asserts. “The focus should be on offering a range of ways people can receive and pay bills. That way customers can choose the method they’re comfortable with. (Word to the wise: if you’re offering both printed and online bills, make sure they look the same. No customer, young or old, wants to be confused about where to look for line items, totals and other important information.)”

Werner concludes, “Electronic billing and payment lowers operating costs, reduces DSO (Days Sales Outstanding), decreases the number of customer service calls, and increases customer satisfaction. Most importantly, however, it makes winning new customers (most likely millennials) easier. So don’t wait for your customers to demand it—push your organization to bill in the way that matches today’s lifestyles. Otherwise, millennials will find someone else who does.”

The American Genius is news, insights, tools, and inspiration for business owners and professionals. AG condenses information on technology, business, social media, startups, economics and more, so you don’t have to.

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1 Comment

1 Comment

  1. premilli

    July 18, 2016 at 9:36 am

    It sounds like you’re saying millis expect someone else to do everything for them and are not actually participating in their own lives.

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Business News

Removing remote work options creates a new caste system

(BUSINESS) Remote work has created a democratization of sorts in the workforce, and companies desperate to nix the options could take a hit.

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Many companies are mandating a return to the office after over a year of allowing employees to work remotely, and, according to a recent study, over half of workers surveyed say they won’t stand for it. As remote work becomes more normalized for all levels of employment, it is crucial that employers retain the option for employees to work in this capacity wherever possible – even if it means employing nontraditional methods.

Harvard Business Review references something called “the democratizing effect of remote work” – the great equalizing that took place during stay-at-home orders nationwide.

In short, this philosophy entails workers having their needs met while continuing to fulfill their contracts of employment. Theoretically, this is a win-win situation.

But employers have their own predilections toward in-house operations, with remote flexibility often being reserved for the highest-ranking officials while “lower” employees are expected to commute. It’s a business model with which we’re exceptionally familiar; why change?

The answer to that question may be employee-driven, as many employees cite a preference for hybrid or remote work environments post-pandemic. “Employees are leaving workplaces that don’t suit their needs anymore,” cites HBR.

Many of those needs are emotional, too. Non-white employees and female employees face a higher level of discrimination in the workplace than their white and/or male counterparts; Black employees, in particular, reported stressful work conditions, with HBR citing that only three percent of Black employees demonstrated an interest in returning to an in-office environment (as opposed to 21 percent of white employees).

Allowing stressed and oppressed employees to work from home can improve their mental health, stress levels, and even their “feelings of belonging at their organization” in the case of Black employees.

Outside of race and gender, the publication also stresses the negative effects that mandating a return after allowing for remote work will have: “Creating a new caste system where elites have anywhere jobs and non-elites are shackled to the office full time is a recipe for high attrition among employees who often have a lot of firm-specific knowledge that is valuable to their employers.”

The less-subtle breakdown is this: If companies that are capable of offering remote work want to retain employees, they need to offer some remote options.

We saw the effects of employees in frontline occupations refusing to show up to work because of poor wages and working conditions earlier this year. It isn’t outside of the realm of feasibility to expect the next major workforce shortage to impact corporations as well.

If the solution is as simple as letting employees work from home a few days per week or permanently (especially if their productivity doesn’t suffer), that’s a pretty small price to pay for continued prosperity.

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Business News

The case for nixing your company happy hour forever

(BUSINESS) Happy hour is designed to bond teams and offer a perk, but the design is outdated to benefit few workers – let’s just get rid of the practice.

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The world of work has forever changed from the pandemic. Melinda Gates hopes that COVID-19 makes society get serious about gender equality. Some people are wondering how many people really want to return to the office at all. There are questions about providing customer service, not to reduce costs to the business, but because shoppers don’t want help in the store.

Let’s tackle another tradition in the office – the happy hour. Wondering if employees really want happy hours? Do they even help?

Why do we even have happy hour?

Happy hour is a tradition that dates back to the early 20th century and the United States Navy. It was originally a weekly entertainment created to alleviate boredom on the U.S.S. Arkansas when sailors were at sea. The practice became popular in the Navy, but over time, the emphasis changed from entertainment to drinking. As drinking became less stigmatized after prohibition, employees began drinking at work and after work. Although happy hours declined in the 1970s and beyond, there was a resurgence in the 2000s.

Why do offices hold happy hour?

Hosting a happy hour is thought to help a team develop positive relationships and encourage employee engagement and productivity. Drink o’clock can be a time of celebration to help employees feel good about the work they’re doing.

Employees can interact with each other outside of the stress of work. It sounds pretty innocent, just getting together at the end of the workday at a local pub or bar, but it comes with a lot of issues.

Is it time to nix the work happy hour?

Happy hour can come with a lot of pressure for employees. Some people believe they have to attend in order to keep moving up in the job, because skipping out can be seen as not being a team player, and many who don’t show up to the “optional” happy hours are also the ones who didn’t get to schmooze with the bosses and thereby are not the ones who get promotions.

This disproportionately hurts women, who typically still have the majority of caregiving tasks in the family and can’t stay out drinking on weeknights.

Transportation issues or flexible schedules don’t lend themselves well to the traditional happy hour after work. And don’t forget the drinking atmosphere doesn’t appeal to everyone. There are many religious, cultural, and personal reasons for people to avoid alcohol, bars, and happy hour functions.

This doesn’t even scratch the surface of liability issues for employers. Can your business risk an accident by an employee who went to happy hour and was a little buzzed when they left?

While we’re rethinking workplace traditions in the post-pandemic era, let’s think about how to get employees engaged. Maybe this outdated practice isn’t the best way to build your team anymore.

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Business News

You absolutely don’t need to be a 100% match for a job to apply

(CAREER) Most people believe they should only apply for their dream job if they’re a perfect match, but studies say that’s the wrong approach.

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You don’t need to be a 100 percent match for a job to apply. You just don’t.

We’ve all seen the crazy job postings:

-Must be fluent in Mandarin
-Must be be full-stack coder
-Must also have real estate license
-Must be a rockstar ninja (uuugh)

After seeing endless open positions with specific requirements, it’s no wonder that so many job seekers become discouraged. How can anyone fit 100 percent of the requirements on the job listing? And actually, most people don’t. According to a recent study, you only need to meet ~70 percent of the job requirements to be a good fit for a job.

So you’re telling me a requirement isn’t actually a requirement?!

The study analyzed job postings and resumes for over 6,000 positions across 118 industries, and they found that applicants are just as likely to get an interview whether you meet 50 percent or 90 percent of the requirements.

Crazy, I know. That law of diminishing returns will eff you up.

But what about women? I wondered the same thing. Surprisingly, the interview data was in favor of women that meet less of the requirements. In fact, the study shows that as a female, the likelihood of getting an interview increases if you simply meet 30 percent of the requirements. Also, female applicants are just as likely to get an interview if they meet 40 percent versus 90 percent of the job requirements.

Before you start complaining that women have it better in the job search process, correlation doesn’t equal causation.

Interestingly enough, 64 percent of the female users rejected at least one job where they matched 50 – 60 percent of the requirements, while only 37 percent of male users did. This leads us to believe there more implicit factors to take into consideration, like imposter syndrome throughout the interview process.

If you’re a recruiter or employer, this may seem like more work. But in an increasingly competitive job market for both employers and applicants, this presents an opportunity to get to know people for who they actually are, not just on paper. And resumes often do a poor job of reflecting that — especially the ever-important soft skills.

Key takeaways:

As we’ve gone through this study, here are a few practical action items for job seekers:

1. Apply for a lot of jobs to increase your number of interviews.

The study shows that increased interviews are a direct result of increased applications, not just picking and choosing what you think you’re a good fit for. Which brings us to our next point:

2. Go for those “stretch” roles — you never know what may come of it!

Send in a lot of applications, but don’t let that stop you from approaching the process thoughtfully. Recruiters can tell if you’ve skimped on the cover letter or your resume, and a thoughtful approach to the application process will be noticed and appreciated by recruiters, especially for those reach roles.

3. Don’t second-guess yourself.

We’re always our own worst critics, and according to this, we don’t need to be — especially throughout the job application process. Job hunting is stressful enough, so put on your most upbeat playlist (or Beyonce), say your affirmations, and go on with your bad self and start applying!

This story was first published here in December 2018.

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