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Millennial-Friendly Businesses Which Attract, Sustain and Grow Businesses


 

If you own a business or youfall 2018 -millennials - cover manage an agency, you will most definitely have Millennials serving your customers /clients. Traditional forms of training are ineffective. Written text is not the way to go! With the multitude of media these days, Millennials expect the training to be engaging, visually-pleasing, authentic and timely.

Remember, they are tech-savvy and lovers of visuals. They value authenticity and timeliness. Corporations like McDonald’s and Avon Canada are catering to this new group of entrepreneurs and workers. By providing online training and scheduling, most of the education process can actually take place in the comfort of the Millennial’s home.

Psychology Professor Christy Price from Dalton State University research concluded, there were 5 R’s to keep in mind.

  1. Research-based methods should be used along with collaboration and no lecturing.
  2. Relevant – information must be timely.
  3. Rationale – they need to know the reason behind the way things are done.
  4. Relaxed – They like laid back sessions with warm and empathetic trainers.
  5. Rapport – They prefer instructors who take a personal interest in them.

 

To learn more about how to serve, market and train millennials for an excellent customer service experience, purchase this issue of our new training magazine, Your Diverse Customer.

The topics in this issue include:

  • Why is the Millennial market so important?
  • What do Millennials expect when it comes from customer service?
  • Motivating Millennial Employees
  • 5 Different Kinds of Millennials
  • Resources
  • Website Checklist: Is Yours Millennial-Friendly

 

Your Diverse Customer – Millennial Issue

Pdf version of an eZine

$20.00

 

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Five Easy Actions for a More Inclusive Workplace


Evelina Silveira, President, Diversity at Work  co-author  No-Nonsense Guide to Workplace Inclusion

Workplace inclusion can seem like an elusive goal. Does it really have to be that way? Whether you have a strategy in place, or take small steps with bolder ones along the way—it will pay off! Here are a few ideas, they don’t take a lot of effort and best of all you can start them today!

1. Add a voluntary self-identification check box in your application process.

Who’s applying? Who is not? Self-identification will provide you with vital statistics for human resources planning. Case in point: if you start to see a pattern that only men are applying for a job, barriers could exist for women. This is worth investigating. Organizations are increasingly expected to reflect the communities they serve. Voluntary self-identification is one way of obtaining this information from the front end. Be sure to outline why you are requesting the information and how it will be used.

2. Add a diversity and inclusion section to each of your staff /leadership meetings.

Injecting awareness and instructional information into your workplace on a regular basis is a significant reminder, diversity and inclusion is an integral part of your operations. It is not an add-on but just as crucial as health and safety awareness.

3. Ask your generation Y (Millennials) for their opinion.

Seems strange? Not really! They are dying to hear from you. These workers have had diversity as a natural part of their landscape. They have expertise and want to be acknowledged for their opinions. Find out what they think you could do to make the workplace better and ask them to help out with building a strategy.

4. Thank an employee.

Each week send a handwritten thank you note to an employee recognizing their work. How long does it take? The busiest person on the planet has two minutes to thank an employee. Isn’t a good employee worth the time? Your recognition will go a long way with boosting morale.
5. Inform all staff about professional development and promotional opportunities.

You are probably thinking we do that already so what’s the big deal? Consistently, research points to the fact that visible minorities, women and immigrants are often left out of the loop when it comes to growing and developing in the organization. Workplace equity begins with giving everyone the same information and organizational opportunities.

Motivated to learn more about workplace inclusion? The No-Nonsense Guide to Workplace Inclusion can show you how to do it. Endorsed by business management schools and diversity practitioners, it’s all you really need.  Visit http://www.yourdiversityatwork.com/ebook/  to preview and purchase.

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