March 8, 2016
by Bob Meyer, Editor of BarterNews
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For Greater Success Avoid These Advertising Mistakes
Don't associate yourself with things that have no
relevance to what you do. Stay focused on your service or product,
and avoid cute pictures like animals and babies that won't help you
make a sale.
✏ Event sales.
Don't fall into the trap of
having a sale when every other retailer is having one … every
month for every minor holiday. Remember it's all about standing out,
not blending in.
✏ Ego trips.
Don't put yourself, or your
family or employees, in your ads. Neither your smiling face nor your
darling kids will convince prospective customers that you have a
quality product or service.
✏ Different media, different
Don't run ads that bear no relationship to each other. A
great concept based on an original idea should work in most types of
media. You can fine tune your ads … but only to improve them.
✏ Blanket advertising.
Avoid generalist publications. Make your
ad budget work harder for you by creating ads that work in a limited
selection of media. Find what will appeal to your specific niche of
customer, and then create your ad content to suit.
Overabundance of ads.
Do not create too many ads. Instead, invest in
superior artwork and intelligent pithy copy that people will take
pleasure in hearing or reading. Make it interesting and informative
so they will want to know more … and thus take the effort to check
BarterNews.com — World's Largest
Hundreds of valuable articles,
techniques, and strategies are found in the following various barter
Offset & Countertrade,
Restaurant & Entertainment
Categories are found on the horizontal bar at the top - 3rd
button from right.)
Understanding The Business Of The Younger Generation
By Molly Meyer
Are you a Generation X'er or a Boomer who just doesn't like
working with the Millennial Generation? Understanding the
younger generation is a must-do for organizations these days. In
just a few short years, they will be the workforce majority.
Therefore organizational leaders wanting to learn how to sustain
their business must learn how to capitalize on millennial
employees. And to do that, you must first understand the younger
By understanding my generation (also known as
Generation Y, born from early 1980s to early 2000s) and why we
are the way we are, you might not dislike working with us so
much. So here it is — straight from a millennial.
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1. We are lazy … false. While it's true
that maybe we're uninterested in dressing business professional and
sitting in an office from 9 to 5, that doesn't mean we won't put in
the work. Ask us what we're doing at 11pm, and you might be
surprised at the amount of typing, reading, coding and brainstorming
we do while you’re probably sleeping.
2. We feel entitled …
true and false. We typically don't feel entitled to a certain label
or responsibility, if we aren't capable or interested in it.
However, we feel that we should be given a fair shot regardless of
age. A good idea is a good idea, no matter how young or old the
person is sharing it.
3. We think we are
superior … depends on what. At searching the web? True. At writing
code and understanding social networks? Sometimes. At leading a
Fortune 500 company? False. There are things at which our generation
is notably more competent, which can be partially attributed to
growing up alongside the dramatic rise in technological innovations.
And there are things at which we know we aren't yet competent.
4. We want immediate gratification … true. Those of us growing up
with the Internet at our fingertips have become conditioned to
expect the same. It's not as horrendous as it sounds, though, as we
expect to get more work done in less time because of it. (That's
productivity, after all).
We have grown up with the constant
reinforcement of "The sky’s the limit," and "Be all that you can
be." Well, we want to be happy, and happy for us (at least for now)
means a few common things. Here are some character traits that tend
to define us a bit better than those some of the present
want to make money, but I want to be valued.
We are definitely motivated by dollar signs and bonus checks — at
least to a degree. If we have the opportunity to work for an
organization that’s flashing us a big pay day, there's a good chance
we will take it. However if that same job treats us like we're
interns, undervalues us as human beings, doesn't think we can
contribute, refuses to give us responsibilities, or overlooks us
because of our age, gender, etc., then it's likely we won't stick
around very long.
Sure, we might cash in on that big
paycheck for a little while, but we will do so with the utmost
intention of (a) finding and securing another job, or (b) becoming
an entrepreneur and starting our own company. One that will probably
appeal to other millennials, too. Either way, your company will hurt
in the long run because we'll become the competition. And if you're
not retaining the millennials, you will be left without the best and
brightest of the next generation to take over when you're gone.
We've spent much time sitting in
classrooms and reading textbooks learning about revolutions, and
have learned that there is always room for improvement. After all,
previous generations have taught us that. We now want to continue to
stand up for ourselves, this time for a work/life balance and
increasing the love we have for what we do.
We want the
ability to work from home, to finish that report on Sunday afternoon
instead of on Friday night, and to work in our casual clothes. We
understand that there are some jobs that just won't work out, but
there are many that could give us some degree of flexibility in how
and when we prefer to work.
want to give back.
grown up in recent decades, news has pretty much always hit our ears
in real time. We've had more news thrown in our faces than any other
generation up to now, and much of that news has been bad —
shootings, oil spills, melting ice caps, terrorist attacks. Hearing
that stuff from the time we were children, affects a person. It
makes us want to sponsor the opposite of those things; we want to
give back by supporting the good.
Giving back can mean
making personal donations, but seeing as we are young (and thus have
relatively small personal financial portfolios), we like supporting
companies that do the donating for us. Think about all the
one-for-one companies out there (Tom's Shoes is one example). We
like these brands because we champion the giveback mentality. Not
only are we supporting something good, but also we get to show that
support for the cause by sporting the shoes amongst our peers.
Of course, our generation is more dynamic than I can give us credit
for in this post. We cannot simply be summed up in a few traits, nor
would I say that these traits define all of my generation. But these
are certainly commonalities. This information is meant to be
insightful, enabling you to understand, reel in, and keep a few
employees from the Millennial Generation. And as a result, help you
solidify the future of your organization.
(Molly Meyer is the
creative director for a marketing agency. She is also a co-author of
It's My Company Too!, which uncovers the dynamics, leadership, and
engagement of eight successful organizations.)
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The Growth and Use of Secondary
Capital (New Money) Creates Unprecedented Wealth In Today's New Age
There are many forms of secondary
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to see and learn more about the many forms of secondary capital?
We have 70 free, informative and
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Check it out...
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