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What really happens When Millennials Take Over?

When Millennials take over, how can you embrace their stampede into the workforce? With these organizational changes, of course.





Millennials are taking over the world, the workforce, and your life, oh no!

Errbody trembling about Millennials taking over. They love to talk about how we feel “entitled.” When you had parents tell you to educate yourself and you’ll prosper, and they micromanaged your education down to the letter grade, then you enter the workforce with thousands of dollars in student loan debt, you might feel a tad entitled to a chance at a decent job too. Instead, Millennials graduated into a rotten economy and a lot are still scrambling to find a decent job.

Millennials are ready to make some changes. Jamie Notter and Maddie Grant, co-authors of When Millennials Take Over completely get it. Not at all surprising, since their main gig is to help organizations build outstanding work cultures and succeed in the age of technology.

Their book profiles exactly what a Millennial employee looks like so business leaders of a different generation (that’s you- Baby Boomers & Gen-Xers) can see why it’s important to incorporate them into their vision. There are some great examples of companies doing things right, case studies, and great takeaways to help you understand Millennials and how they can be a positive influence on your company.

We are experiencing a fundamental shift between two eras right now. The mechanical organization of the workplace, what this book calls the “machine model of management,” is falling apart. Out with the old model in with the new- which is all due to the social internet revolution. Who is on the forefront of this workforce revolution? Millennials.

With Millennials entering the workforce in droves, you may want to consider some of the tactics in this book. For those curious about how your business can incorporate these Millennials stampeding into the workforce, Grant and Notter suggest four important organizational changes you must embrace to make the transition:

1. Get digital

Digital is the most obvious keyword attached to the millennial generation. We use social technologies like they’ve always existed. Digital technology can open a new world for handling marketing, customer service, internal communication, etc.

The digital world prides itself on being innovative, and Millennials are comfortable going along with the constant change and improvement upon technologies.

If you’re old school and scoffing at this digital revolution, When Millennials Take Over argues that behind all of this technology, “is the full adoption of the core principles of what being digital means: putting the customer or user first, serving the middle, not just the top, and continuous innovation and improvement.”

2. Clarity

Millennials can’t quite comprehend why an organization would be stingy with information. Closed door meetings, not sharing financial data, and not involving staff in the decision making process= missed opportunities to Millennials.

With the digital revolution, information flows freely. The key is making information in your organization available to more parts of the system.

While not every last bit of information should be made clear to everyone in an organization, we need to challenge the traditional notion that only upper management should know how to do certain things. The more information people have, the better the results.

3. Fluidity

Using the old bureaucracy model of management will get you nowhere with this generation. It breeds frustration, resistance, and most importantly, it prevents innovation. There is some value in a hierarchy set up because it often reduces the load, but the book explains that a smarter set up of your organization would be circles and not pyramids.

Millennials need to feel like they have a voice and are meaningful to an organization, not that they’re just one small bolt in a machine. They take great pride in feeling like they’re an important piece of the puzzle. You will see results when you shift from a pyramid to a circle.

4. Move quickly

Keeping up with all the changes during this fundamental shift in eras is not easy but it is essential in order to function in the digital age. The book calls it a “pivot,” and if you don’t pivot quickly enough, you’ll lose out to those businesses that do.

Investing in speed will help you pivot. If you find yourself struggling to keep up, you’re not alone. You know who understands the value of speed? Who understands and works best when processes change quickly because it’s all they’ve ever known? You’ve guessed it. Millennials.

So maybe Millennials don’t deserve to be labelled with that off-putting word, “entitled,” but they do have high expectations of what they want when they enter the workforce and they plan on making those expectations a reality. These guys have a lot to offer your business if you can understand them and use them properly.


Emily Crews is a staff writer at The American Genius and holds a degree in English from Western Kentucky University. Reading, music, black coffee, and her two little girls rule her life. She sees herself one day running a tiny bookstore at the end of the Earth. In the meantime, she is thrilled to write for AG and also does copy editing (team Oxford comma) to keep her brain from turning to mush.

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  1. Pingback: Marketing to Millennials: What's the best approach? - AGBeat

  2. Chris Johnson

    March 24, 2015 at 8:04 pm

    You forgot the incompetence.

    The lack of accountability.

    The lack of ability to assert themselves and/or show initiative.

  3. Pingback: Can your website pass the "drunk user" test? - AGBeat

  4. Red

    April 8, 2015 at 6:35 pm

    And answering a tweet while ignoring a cash customer directly in front of them.

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Business News

Asking the wrong questions can ruin your job opportunity

(BUSINESS NEWS) An HR expert discusses the best (and worst) questions she’s experienced during candidate interviews. it’s best to learn from others mistakes.



interview candidates answers

When talking to hiring managers outside of an interview setting, I always find myself asking about their horror stories as they’re usually good for a laugh (and a crash course in what not to do in an interview). A good friend of mine has worked in HR for the last decade and has sat in on her fair share of interviews, so naturally I asked her what some of her most notable experiences were with candidates – the good and the bad, in her own words…

“Let’s see, I think the worst questions I’ve ever had are typically related to benefits or vacation as it demonstrates that their priorities are not focused on the actual job they will be performing. I’ve had candidates ask how much vacation time they’ll receive during an initial phone screen (as their only question!). I’ve also had them ask about benefits and make comparisons to me over the phone about how our benefits compare to their current employer.

I once had a candidate ask me about the age demographics of our office, which was very uncomfortable and inappropriate! They were trying to determine if the attorneys at our law firm were older than the ones they were currently supporting. It was quite strange!

I also once had a candidate ask me about the work environment, which was fine, but they then launched into a story about how they are in a terrible environment and are planning on suing their company. While I understand that candidates may have faced challenges in their previous roles or worked for companies that had toxic working environments, it is important that you do not disparage them.

In all honesty, the worst is when they do not have any questions at all. In my opinion, it shows that they are not really invested in the position or have not put enough thought into their decision to change jobs. Moving to a new company is not a decision that should be made lightly and it’s important for me as an employer to make sure I am hiring employees who are genuinely interesting in the work they will be doing.

The best questions that I’ve been asked typically demonstrate that they’re interested in the position and have a strong understanding of the work they would be doing if they were hired. My personal favorite question that I’ve been asked is if there are any hesitations or concerns that I may have based on the information they’ve provided that they can address on the spot. To me, this demonstrates that they care about the impression that they’ve made. I’ve asked this question in interviews and been able to clarify information that I did not properly explain when answering a question. It was really important to me that I was able to correct the misinformation as it may have stopped me from moving forward in the process!

Also, questions that demonstrate their knowledge base about the role in which they’re applying for is always a good sign. I particularly like when candidates reference items that I’ve touched on and weave them into a question.

A few other good questions:
• Asking about what it takes to succeed in the position
• Asking about what areas or issues may need to be addressed when first joining the company
• Asking about challenges that may be faced if you were to be hired
• Asking the employer what they enjoy most about the company
• I am also self-centered, so I always like when candidates ask about my background and how my current company compares to previous employers that I’ve worked for. Bonus points if they’ve actually looked me up on LinkedIn and reference specifics :)”

Think about the best and worst experiences you’ve had during an interview – and talk to others about the same topic – and see how that can help you with future interviews.

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Business News

AdvoCare MLM was painted as a pyramid scheme! Well color me surprised

(BUSINESS NEWS) AdvoCare is the most recent case of an MLM being called out as a pyramid scheme by FTC, but there’s plenty more MLMs where that came from…



AdvoCare business structure

It’s always a good day when an MLM (multi-level marketing business) actually suffers legal repercussions. Granted, these days don’t happen nearly as often as we’d like – MLM CEOs have historically had deep pockets and a far reach – which means it’s all the more reason to celebrate when one gets called out.

Today’s culprit is AdvoCare, a Texas-based “wellness” company. AdvoCare has been fined $150 million by the FTC (Federal Trade Commission) for operating a pyramid scheme. The company, as well as a few of its top influencers, have been misleading people when it comes to how much money they could earn. This is pretty typical behavior for MLMs in general, though many are careful to couch your potential earnings in vague terms.

For the record, the majority of users lost money, and most who managed to turn a profit made a maximum of just $250. I say ‘just’ because it’s hard to know how long someone would have had to work to not only break even, but manage to turn a profit. MLMs make big claims about earning money, but when you have to pour a hefty sum of cash into the products, it can take a while just to break even.

That’s why many MLMs, including AdvoCare, push contributors to recruit, rather than sell the product. And if you’re thinking that sounds like a pyramid scheme, you’re totally right. This method of putting recruiting first is part of the reason AdvoCare has gotten in trouble with the FTC.

In response, AdvoCare is moving away from multi-level marketing sales and pivoting to selling products directly to retail stores, which in turn sell to customers.

Now, with AdvoCare’s downfall, don’t be surprised if other MLMs insist that they’re different because they haven’t gotten in trouble with the FTC. In fact, plenty of MLMs are quick to tell you that they’re totally legal and totally not a pyramid scheme. Sure, Jan.

First of all, if there’s a big focus on recruiting, that’s obviously a big red flag. There are plenty of pyramid scheme MLMs out there that just haven’t gotten caught yet. But there are other sneaky ways an MLM will try to rip you off. For instance, some companies will insist you buy tons of product to keep your place, and that product can be very hard to unload. Not to mention, many of the products MLMs tout are subpar at best.

AdvoCare getting called out by the FTC is a great start, but MLMs seem kind of like hydras. Cut down one and two more seem to spring up in its place. So be vigilant, y’all. Just because an MLM hasn’t gotten caught yet doesn’t guarantee it won’t still scam you out of your hard earned cash.

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Business News

Bose is closing their retail stores, but we haven’t heard the last of them

(BUSINESS NEWS) Over the last 30 years Bose has become so well understood by consumers that they don’t even need retail stores anymore. We hear them just fine.



bose closing retail stores

Over the next few months, Bose plans to close all of their retail stores in North America, Europe, Japan, and Australia. The company made the announcement last week. With 119 stores closing, presumably hundreds of Bose employees will be laid off, but the company has not revealed exact numbers.

However, this shouldn’t be taken as a sign that the maker of audio equipment is struggling to stay afloat. Rather, the move marks a major change in how consumers purchase tech gear.

When the Framingham, Massachusetts-based company opened its first U.S. retail store in 1993, it was making home entertainment systems for watching DVDs and listening to CDs. According to Colette Burke, Bose’s vice president of global sales, these first brick-and-mortar locations “gave people a way to experience, test, and talk to us” about Bose products. “At the time, it was a radical idea,” she says, “but we focused on what our customers needed and where they needed it – and we’re doing the same thing now.”

When a lot of this equipment was new, consumers may have had more questions and a need to see the products in action before purchasing. Nowadays, we all know what noise-canceling headphones are; we all know what a Bluetooth speaker is. We’re happy to read about the details online before adding products to our virtual shopping cart. The ability for Bose to close its retail stores is probably also an indicator that Bose has earned strong brand recognition and a reputation as a reliable maker of audio equipment.

In other words, consumers are less and less inclined to need to check out equipment in person before they buy it. For those who do, Bose products can still be purchased at stores like Best Buy, Target, and Apple. But overall, Bose can’t ignore the fact that their products “are increasingly purchased through e-commerce,” such as on Amazon or directly from their website.

In a statement, Bose also said that it has become a “larger multi-national company, with a localized mix of channels tailored for the country or region.” While Bose is shutting down its retail stores in several continents, it will continue to operate stores in China, the United Arab Emirates, India, Southeast Asia, and South Korea.

Burke said the decision to close so many retail stores was “difficult” because it “impacts some of our amazing store teams who make us proud every day.” Bose is offering “outplacement assistance and severance to employees that are being laid off.”

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