Pages

Showing posts with label Generation X. Show all posts
Showing posts with label Generation X. Show all posts

Friday, December 30, 2011

The Power of the Post-Recession Consumer

An analysis of attitudes and spending reveals a return to traditional values, driven by consumers searching for quality, affordability, and connection.

strategy+business magazine
February 22, 2011 / Spring 2011 / Issue 62
by John Gerzema and Michael D'Antonio

Illustration by Lars Leetaru

English: The financial crisis affectes the rea...Image via WikipediaThe wave of hyper-consumerism that propelled the U.S. economy through the last decades of the 20th century and into the first years of the 21st century has passed. …Consumer spending patterns are changing as part of a trend that has been quietly gathering strength over the past 10 years. …People are returning to old-fashioned values to build new lives of purpose and connection. They also realize that how they spend their money is a form of power, and are moving from mindless consumption to mindful consumption, increasingly taking care to purchase goods and services from sellers that meet their standards and reflect their values.

This change in consumer attitudes … is …, in part, a reaction to economic hard times. But it is also closely related to the civic dissatisfaction that is rocking the political establishment, and additionally has some roots in environmental awareness and changing aspirations. That is why this Spend Shift movement, as we call it, is here to stay. It will create opportunities for businesses that heed its message, and penalize those that do not. (For another perspective, see “Values vs. Value,” by Timothy Devinney, Pat Auger, and Giana M. Eckhardt, s+b, Spring 2011.)

Our view of the Spend Shift is based on two years of gathering and analyzing data, and traveling around the U.S. to discover how the recession has affected people’s lives. We started with Young & Rubicam’s BrandAsset Valuator (BAV), which is a poll of consumer values, attitudes, and shopping behaviors that goes back nearly 20 years. …

The BAV data revealed that even before the recession took hold in mid-2008, there were dramatic shifts in what people expected in the consumer marketplace and how they defined and pursued what they considered the good life. … More recently, the BAV surveys show sharp increases in the number of consumers who want positive relationships with marketplace vendors and who focus more on corporate behavior. Between 2005 and 2009, a growing number of people rejected status-driven values such as snobbishness and exclusivity, and embraced attributes related to bringing people closer together or making the world a better place. Among the once-prized brand attributes that declined in this period were: “exclusive” (down 60 percent), “arrogant” (down 41 percent), “sensuous” (down 30 percent), and “daring” (down 20 percent). On the opposite side of the scale, the brand attributes Americans found more important as they began to sense the impending recession and then suffered through the crisis were: “kindness and empathy” (up 391 percent), “friendly” (up 148 percent), “high quality” (up 124 percent), and “socially responsible” (up 63 percent).

… Between 2005 and 2009, U.S. consumers expressed a nearly fourfold increase in their preference for companies, brands, and products that show kindness in both their operations and their encounters with customers. This desire for companies to be more empathetic toward consumers is the biggest shift in any attitude that we have ever seen during the BAV survey’s two-decade history. …
1. United by Change
The Spend Shift is a far-reaching and inclusive phenomenon that can’t be defined by any particular demographic. According to our data, 55 percent of all Americans are part of this movement; in addition, about one-quarter of the U.S. adult population embraces many of the Spend Shift attitudes and characteristics (we call them Fast Followers). Although the word values tends to polarize U.S. citizens, the Spend Shift is blind to geography, education, age, and income. …

What unites all these Spend Shifters is a common sense of optimism and newfound purpose. As the shock of economic loss wears off for many people, they are redefining what it means to be successful and happy. They are living with less and yet feeling greater satisfaction. …
2. The New Thrift
…Consumer spending will no longer be able to grow faster than personal income, as it did during the 30 years leading up to the crisis. … If you look at historical savings rates in the U.S., people have on average saved 10 percent of their income going back as far as six decades. It was only in the mid-1980s that … ordinary people [ere encouraged] to get out over their skis. In only 20 years, average American households swung from being net savers to being net borrowers. Now, however, consumers are returning to traditional values that have long defined the U.S. ideal.

English: Weight Watchers Center, Newton Highla...Image via Wikipedia… In the post-recession economy, resourcefulness and self-sufficiency are viewed as virtues, and excessive consumption as a sign of weakness. … We examined the 2009 performance of a basket of “retooling” companies — those that are in the top 10 percent of our data on being “helpful,” “reliable,” “educational,” and “durable,” such as LeapFrog, Weight Watchers, Craftsman, and DeWalt, because they help people help themselves. The performance of these companies against all others is notable: They performed 249 percent better than other companies when respondents were asked whether they would recommend these brands to a friend, 234 percent better when respondents were asked if they used the products regularly, and 210 percent better on whether the products were worth a premium price.

…[Many] people, … are seeking ways to experience a sense of competence, self-sufficiency, and accomplishment. … If you have an idea for helping people learn new skills and connect with others, your business has a good chance of success.
3. Transparency Breeds Trust
… Companies serving these customers, who know more and expect more, will need to continuously listen, respond, and innovate. They are in for a challenge: Our data shows that confidence in all types of big organizations, including big government and big business, has declined by nearly 50 percent in the past two years. …

Wary consumers are going beyond just reading labels to get the best products and the best deals. The most tech-savvy are using online services as they stand in the supermarket aisle to get instant access to information on prices and on a company’s social or environmental record. …

… Today, however, customers have equal (and sometimes superior) access to data. As a result, transparency becomes all the more crucial. Today’s stakeholders … crave a true, authentic story. They will be interested in how a company thinks and how it makes decisions. …
4. Companies That Care
… The ability of a company to identify with its customers is now a prerequisite for any brand in the post-crisis age. Today, openness, humility, and understanding are critical. Generosity binds a company to its community and its stakeholders.

The rising importance of generosity reflects the fact that the post-crisis era will be defined by inclusion rather than exclusion. … Spend Shifters are buying artisanal food because they trust companies that reveal how their food is produced and handled. They patronize cooperative small businesses because such businesses use their profits to build up their local regions. Passionate customer groups will also band together to fund niche offerings that speak directly to the areas about which they feel most strongly. Because 71 percent of U.S. consumers are now aligning their spending with their values, businesses that practice in a new way will find a vibrant marketplace. Instead of selling shoes, such businesses sell empathy and respect. … Instead of serving food, companies create communities of hope. Instead of making cars, they promise fairness, openness, and shared discourse.

Consumers will be looking for signs that companies care about their impact on communities and are investing in making things better. … The vanguard companies understand that showing kindness and humanity is now a competitive advantage.

Microsoft is a telling example. … In our BAV survey, Microsoft always scores high on measures of its reputation, exceeding Apple by a wide margin. … Despite its massive size, Microsoft is still widely associated with the single personality of its founder, Bill Gates. He gives Microsoft a human face and, more important, his philanthropy gives the company a heart. …

When we talked to Akhtar Badshah, Microsoft’s senior director of global community affairs, he told us that in its response to the recession, Microsoft pursued three main areas of focus: education, innovation, and jobs and economic opportunity. … The key point is that Microsoft uses both its money and its true areas of expertise to maximize the good it can do as a citizen corporation, showing how a company can be charitable by redeploying its existing assets and infrastructure as tools for social and economic development.
The Consumer Connection
… Although the growth of consumer spending appears to be slowing, we believe that people are simply reallocating the way they spend — looking for a connection to the creator of the product; banding together to get better deals; and pushing service and product creators to do more, price better, and connect more deeply to their wants and needs.

English: A graph illustrating numbers of net j...Image via WikipediaEven as people find themselves less rich, they are deploying their dollars in a more calculated and strategic way to influence institutions such as corporations and government. …

The most successful companies will respond to this shift by adopting a business model in which all three parties — the business, the customer, and the community — win in every transaction. Although the Spend Shift will dampen domestic demand for some products, the market for values-oriented goods and services offers opportunities for growth in what might otherwise be considered mature categories. We examined the performance of a group of companies and brands that scored in the top 20 percent in the BAV survey on the values we had noted were becoming increasingly important — self-reliance, adaptability, honesty, quality, and community. And we found that in aggregate they enjoyed nearly three times as much usage and preference as brands that did not represent these values.

We believe that the future face of capitalism will be defined by delivering value and values. Those that embrace this reality and adapt will find extraordinary opportunities. Those that ignore it will do so at their peril.

Reprint No. 11107

Author Profile:

Enhanced by Zemanta

Tuesday, April 19, 2011

Anchors Away

Risk & Insurance - April 2011
by Dan Reynolds
The economic downturn and the Great Recession led to the great thinning of the work force. Those that kept their jobs took on that much more. And they knew times were tough, they did the extra work, expanded their expertise and kept their mouths shut, even as their perks were cut, their wages frozen, and some of their colleagues ushered out the door.

A RESUME RIPTIDE
But the tide is always turning and it is turning now. … This time around, it's a different sort of a tidal movement, according to Jeff Schwartz, the McLean, Va.-based principal with Deloitte Consulting and leader of U.S. talent services for the company.
"I don't know that we're seeing a résumé tsunami, but we are certainly seeing a résumé riptide,” Schwartz said. In focused talent segments of the economy, there is talent on the move and there is hunger for that talent.
"Each industry and each sector has a small number of critical workers that have very important skills that are in very high demand and although the aggregate employment level isn't going up, the activity within these critical sectors is incredibly hot right now,” Schwartz said. …
According to study results reported by Deloitte in December 2010, 72 percent of executives surveyed said they foresaw either a moderate or severe talent shortage in their R&D ranks in 2011. The same study found that 56 percent of executives surveyed expected moderate-to-severe talent shortages in executive leadership. The survey reported that 52 percent of executives forecast a moderate-to-severe shortage in sales.
We all know that not all employees are the same. Some, … are more talented and double their value through their commitment. It's those 10 percent of employees who are the most engaged in their work that companies can ill afford to lose, Jane Kwon, a New York-based vice president in the talent and reward group for Aon-Hewitt said. Those are the employees that on the revenue-generation side of the equation, are your innovators. On the stop-loss side, they are the employees who know the business well enough to help you avoid catastrophic loss.

And if you bungle the relationship with that sort of talent? “You run the risk of not having the people who can drive the growth that you and your competitors are focused on,” Deloitte's Schwartz said.
And those sharper employees are the ones, just about right now in the scheme of things, that are evaluating their relationship with their employer and deciding whether they are being cultivated and nurtured, or whether they are being exploited and overworked.
"When we looked at the data, those that are in the highly engaged bucket, they are asking that question more seriously, ‘What is going to motivate me to stay here? “ Kwon, for Aon-Hewitt.said.
"We saw that more than half of them are saying that they are planning to go somewhere else and that is a huge cost to an organization,” Kwon said.
Mary Mosqueda, a St. Louis-based compensation practice leader with Lockton, says rather than focus on just one piece of the compensation puzzle, her firm advises clients to use a “total rewards” approach. … And don't forget, different generations want different things. …
Indeed, the Deloitte study found that Generation Y employees, those under age 30, valued company culture above all else. Baby Boomers, those aged 45 to 64, mostly wanted additional healthcare and pension benefits….
The level of motivation that U.S. employees had to help their companies succeed went down significantly from 2007 to 2008, Kwon said. The factor dropped even more significantly from 2008 to 2009, Kwon said. The Great Recession is likely to have played a part in explaining the 2007-2009 declines. …
… There was a recession - indeed a near depression, according to some - in the United States and Europe. But there wasn't anything close to that in Asia, and that has led to more intense international competition, not just for customers, but for talent as well. “As we come out of the recession we are realizing that it is not as if there is an easy set of markets to sell into right now,” Deloitte's Schwartz said.
Add to that the more intense regulatory environment that we are seeing in this country in the wake of the financial crisis, and that means that managers and senior executives with an effective knowledge of regulatory risk management are that much more valuable. …
"So, it is a different world and the economic state is completely different,” Kwon said.
"Employees are sending the message that it's no longer about what I can give to the organization, it is about what the organization is willing to give to me."
Enhanced by Zemanta

Tuesday, November 9, 2010

More Workers Staying Put During Economic Uncertainty

November 8, 2010 (PLANSPONSOR.com) - All three generations in today’s workforce are exhibiting a decreased propensity for change, according to the 2010/2011 PwC Saratoga U.S. Human Capital Effectiveness Report.

Compare the population pyramid of the USA whic...Image via WikipediaAn executive summary of the report says voluntary separation rates across the three generations continue to decrease, with steady declines among Baby Boomers, Generation X, and Generation Y since 2007. Baby Boomers continued to voluntarily leave the workforce at the lowest rate among the three groups - just 4.9% in 2009, compared with 5.9% for Generation X and 10.9% for Generation Y. The Baby Boomer voluntary separation rate has decreased 18% since 2007. …
The report said one key measure PwC Saratoga uses to measure quality of hire is turnover in the first year of service. After climbing in the two years prior to the recession, turnover rates in the first year of service are down by 16% since 2008. In 2009, less than one in four employees departed within the first year of service (compared to nearly one in three in 2007).
While employee compensation costs per full-time employee (FTE) remained flat between 2008 and 2009, the recession had a direct bearing on performance bonuses. The percentage of employee compensation made up of performance bonus pay has declined 55% in the past three years, from 8.8% of salary in 2007 to 4% in 2009. The past year alone saw a decrease of 44%, from 7.2% to 4%.
PwC Saratoga found increases in the cost of employee health care. Health care costs per active employee increased nearly 6% between 2008 and 2009 to an average of $8,335. While costs are increasing, the share of health care costs borne by employers has decreased by nearly 2% between 2008 and 2009 with employers responsible for 79.7% of health care costs.
After rising every year since 2005, workforce productivity fell in 2009. Revenue per FTE dropped 6%, from a high of $413,690 in 2008 to $387,993 in 2009. Nevertheless, 2009 results are 18% higher than 2006 results of $330,060.
Human capital return on investment (ROI), a key indicator of return on workforce investment, is down 23% to 43 cents in profit for every dollar invested in the workforce compared with the 2007 and 2008 result of 53 cents in profit for every dollar invested in the workforce. Additionally, PwC Saratoga results show that organizations have increased their investment in workforce compensation and benefit costs for each dollar of revenue generated. In 2008, organizations invested $221 for every $1,000 in revenue. In 2009, organizations invested $259 for every $1,000 in revenue.
The report includes data from nearly 300 organizations representing 12 industry sectors that provided information from the 2009 calendar year. The average company in the report has annual revenue of $5.7 billion and more than 19,000 employees.
Rebecca Moore
editors@plansponsor.com
Enhanced by Zemanta