Home values up in metro Detroit, well-being not so much

December 4, 2018

Detroit Free Press

By: John Gallagher

The Detroit Regional Chamber on Tuesday releases its annual State of the Region report, a compendium of facts and figures on the economy of southeast Michigan.

The full report can be found at the Chamber’s website: detroitchamber.com. Here are some of the main takeaways:

1. Home values are up
The median home value in metro Detroit rose again last year and stood at $171,600. That marks a 42.4-percent rise in home values over the past five years.

2. Immigrants like Detroit
The southeast Michigan region is home to nearly 443,000 people born outside the United States. That’s up 10.7 percent over the past five years, outpacing the national growth of 7.7 percent.

3. Home building is big again in metro Detroit
The region saw a 31.7-percent rise in residential construction permits, ranking first among peer metro regions and far outpacing the national rise of 6 percent.

4. Millennials like cities
Metro Detroit’s millennial population, generally considered people in their mid-20s to mid-30s, rose 2.1 percent over the past year. That was faster than the national rate of increase of 1.3 percent.

5. Health care employs more
The largest occupation category in metro Detroit is not manufacturing nor government. Health care occupations now total about 350,000 jobs, with government coming in second and manufacturing third.

6. These jobs are in demand
Computer occupations, hearing aid specialists, geological and petroleum technicians, mechanical engineers, software developers, applications and
industrial engineers, and occupational therapists and assistants.

7. Well-being could use improvement
Metro Detroit continues to rank low on the Gallup-Healthways Well-Being Index, which measures perceptions of Americans’ sense of purpose, social relationships, financial security, relationship to community and physical health. Metro Detroit’s most recent score was 145 out of 189 communities.

That’s up from 158th place last year but it’s still pretty low. And it’s the poorest showing among several peer metro regions like Cleveland, Chicago and Pittsburgh.

On a brighter note, Ann Arbor ranked 12th overall, very near the top. But Flint ranked 177th, near the bottom.

View the original article here

Attracting and Engaging Millennials Is Much More Than Beer Carts and Slurpee Machines

By Tiffany Jones 

The U.S. Bureau of Labor Statistics predicts that by 2030 millennials will make up 75 percent of the workforce. The business challenges and opportunities that this statistic creates was a key topic of discussion at the Detroit Regional Chamber’s “Attracting and Engaging Millennials” event. Nearly 100 attendees heard from executive leaders on how to engage and maintain the most qualified millennial employees. The event was held on Wednesday, April 12 at the Greektown Casino-Hotel and emceed by Alexandra Bahou of WXYZ- TV7.

Maximizing Talent in a Multi-Generational Workforce

This discussion was led by Dominic Andwan and Craig VanRaemdonck, both from PwC, and centered around the results of a global survey that was conducted in collaboration with University of Southern California and London Business School to find out what motivated employees. Among the research, the responses from Generation X and millennials were very different. While Generation X was more concerned with control over work, development opportunities and pay satisfaction, millennials ranked team cohesion, supervisor support and appreciation, and flexibility as higher motivators.


Creating an Employee-Focused Environment

How you make a cultural change and not a cultural clash was the focus of this discussion led by Matt Bertman of Amerisure Insurance, Deidre Bounds of Ignite Social Media, Melissa Price of dPOP!, and Matthew Rossetti of ROSSETTI. The panel, moderated by Ashley Woods of the Detroit Free Press, discussed how to create environments that are engaging, comfortable and stimulating. Key takeaways included:

  • Be open and honest with communication. Millennials want to feel valued and know that their ideas are being heard.
  • Encourage the entrepreneurial spirit (create a purpose).
  • Have flexibility of where and when work needs to get done (flexible work hours).
  • Create great workspaces – indoors and outdoors.
  • Encourage the philosophy that working hard and playing hard can co-exist.
  • Be dedicated to strike the right work and home balance and have top management buy-ins
  • No matter the industry, employees must be committed to creating and respecting a culture for everyone.

Engagement Strategies to Improve ROI, Productivity and Employee Satisfaction

Sean Jackson of Sift, Mark Lanfear of Kelly Services, Angie Rohrer of Stryker and Tim Smith of Skidmore Studio led the panel discussion moderated by Lizz Glenn of Dale Carnegie Training that discussed how leadership can leverage technology and data to develop strategies that can impact retention, productivity and employee satisfaction. Key takeaways included:

  • Don’t concentrate just on millennials. Everyone can benefit from better engagement strategies.
  • Develop metrics. Measure what you manage. Having a baseline will help inform you on where you need to go.
  • Don’t group everyone together. Some millennials have Generation X personalities and vice versa. Stop labeling and stereotyping. One size doesn’t fit all.
  • It’s an oxymoron, but don’t try to retain employees. Equip them with all the tools and take all the energy they give, if only for a set amount of time. If you respect them enough to train them for their next job, chances are they may stick around longer.

Tiffany Jones is the director of communications at the Detroit Regional Chamber. 

Read more from Tiffany Jones: 

W.K. Kellogg Foundation Awards $3.5 Million Grant to Detroit Promise to Help Students Pursue Higher Education

Millennial Truth: A Closer Look at How Gen-Y Work in Today’s Workforce

By Daniel A. Washington

Kelly Services’ Mark Lanfear, vice president and global practice leader of life sciences solutions, has spent years helping health care companies get the most out of their millennial talent and the rapidly changing workforce.

millennialQuick to point out the surge of millennials entering the workforce, Lanfear describes the often-misunderstood employee group as “driven and more talented” than some employers would like to admit. The thought leader in talent management credits millennials for being efficient and often times the most valuable employees.

“I think the biggest myth when it comes to millennials is that they have an attention problem or a devotion or a loyalty problem,” Lanfear said during an interview with the Detroit Regional Chamber. “It’s just that problems get solved more quickly and because of the way in which millennials focus on their work they don’t spend nearly as much time on finding solutions as previous generations.”

RELATED: Attracting And Engaging Millennials Is Much More Than Beer Carts And Slurpee Machines

Recalling a recent conversation with his older brother, Lanfear said millennials attract attention from industry leaders and companies across the region for good reasons. He said he believes that the rapidly increasing entrant to the workforce is changing the way companies think about employment and what they must offer.

“Right now, quicker than any other time, millennials are forced to take the wheel,” he said. “We talk about millennials being 30 percent of the population but they are already 40 percent of management.”

The staggering statistic he said is due to what he refers to as the “silver tsunami,” a common metaphor to describe the aging workforce population.


Mark Lanfear, vice president and global practice leader of life sciences solutions at Kelly Services

“We have what I like to call the ‘silver tsunami’ happening faster than anyone could have predicted. This is the population (Generation X) that is leaving the workforce,” he said. “Not just because of age, because that’s happening with the baby boomers, but also because a lot of people enjoyed a lot of success in the 1980s, and so there are pockets of folks around the globe that are financially secure and are stepping away from the workforce.”

With retention and attraction on the minds of business leaders, Lanfear encourages a different perspective on the matter: maximize a millennial’s potential by providing challenges and assignments related to their passions and let go of the idea of retaining them.

“Retention is a word that I have been asking clients to move away from,” said Lanfear. “Retaining a millennial workforce is going to be a challenge because it’s against their nature to stay especially when there is not a challenge or passion for them to commit to.”

Despite the misconceptions and labels associated with millennials, Lanfear said he is confident that as more research is done, those in the age group will become more understood. The numbers suggest that management styles and work cultures in the future will be defined by millennials who will be forced to leave a lasting mark in their roles in leadership positions.

“The wheel is just simply being handed to millennials fast,” he said. “So, I think we will see a lot changes as to how they are perceived in the coming years.”

Daniel A. Washington is a marketing and communications coordinator at the Detroit Regional Chamber.

Read more from Daniel A. Washington:

Trillium Academy Seniors Hear Career Lessons from Chamber Millennials

Lear Innovation Center, Detroit’s Latest Automotive Design Incubator, Opens Downtown

Trillium Academy Seniors Hear Career Lessons from Chamber Millennials

By Daniel A. Washington 

Visiting the Detroit Regional Chamber’s office just one day after being announced the grand prize winners of the inaugural Race to the FAFSA Line Contest, more than 20 Trillium Academy seniors got a chance to hear from a panel of millennial employees of the Chamber.

“We (Detroit Drives Degrees) find that it is important that students get exposure to career opportunities here in the region during the critical part of their academic journey,” said Greg Handel, vice president of education and talent at the Chamber.

Led by Handel, students discussed the important work of Detroit Drives Degrees (D3), a Chamber initiative seeking to increase the proportion of individuals with college degrees and high-skill credentials in the region. Greg's_Education-3

“Interning here at the Chamber in marketing and communications turned into a full-time job in the engagement department,” said Paige Blessman, engagement coordinator. “It is important to be open to new opportunities because you never know what you will end up enjoying.”

College preparedness, the importance of networking and following one’s passion were just a few of the topics Chamber employees spoke about with students. Panelists shared stories and shortcomings to better help give insight to career possibilities.

“The truth is you have to be flexible in a sense; there are multiple ways to get to where you want to be,” said William Butler, business development representative, during the panel discussion. “Each seemingly backward or forward step on my journey led me here – happily employed at the Chamber, living my dream – helping partake in shaping Detroit’s bright future.”

Panelists also included: Marianne Alabastro, manager of Signature Events; Sarah Craft, Detroit Drives Degrees program associate; Melissa Knapp, senior graphic designer; Nikki Farneti, financial analyst; and Daniel A. Washington, marketing and communications coordinator.

Daniel A. Washington is a marketing and communications coordinator at the Detroit Regional Chamber.


Engage Millennial Music Lovers with Digital Marketing

By Lydia Michael
Wayne State University

This post is part of the Digital Marketing Boot Camp series, a new set of blog posts across different mediums designed to provide intel to people and companies looking to improve their digital marketing strategy.

The music industry has seen a shift in consumption from owning music towards accessing it through various streaming platforms such as Apple Music, Spotify, Amazon Music and soon to be launched Pandora Premium. These streaming platforms along with other digital marketing tools are utilized by marketers while consumers spend more and more time on their mobile phones. This is also where one-on-one communication between artists and their audience, more notably related to indie artists, has become a crucial part of fan engagement and success. So how should digital marketing tools be used strategically? Let’s look at Pandora’s AMP and mobile live streaming options on social media.

Pandora’s Free Artist Marketing Platform (AMP)

Pandora’s music team analyzes each song using 450 distinct musical attributes. Based on this music algorithm, new music offerings with similar musical characteristics are customized for listeners who are introduced to music they will gravitate towards. The AMP was introduced in Q4 of 2016 and allows artists to better connect with fans through several free features.

  1. By promoting featured tracks across Pandora, artists can receive insights about their music in real-time. This is provided through thumbs up or down given by listeners, so that artists can optimize audience and fan engagement.
  2. Recording customized Artist Audio Messages such as calls to action can be added before or after a track, which can equate to higher engagement when targeting specific markets.
  3. With Ticketfly integration utilizing event location, fans can also be directed to buy tickets.

MORE: Learn all you need to know about music marketing, streaming, and more at the Digital Marketing Boot Camp, Feb. 15.

Live Streaming on Social Media

Unlike other social media platforms, content shared on Snapchat disappears once viewed, unless part of a story that is available up to 24 hours. With 150 billion daily users, this platform attracts the coveted millennials (born 1982-2000). Due to the live video feature, artists can use this promotion vehicle for live shows, but also to share exclusive and rare content off stage.

In Q4 of 2016, Instagram made this live streaming feature available as well, although the platform tells a long-term story through visuals. The Facebook-owned platform currently boasts 500 million monthly users and serves as a promotion vehicle for live music and heavily for one-on-one communication. Recording artist Selena Gomez is followed by almost ¼ of the platform’s user base at 108 million. Indie artist Chance the Rapper has managed to accumulate a following of 3.1 million.

With approximately 1.8 billion active users, Facebook has jumped on the bandwagon with live streaming while it continues to serve as the artist one-stop shop. Notably, Facebook leaves the video stream up indefinitely until the user decides to remove it, yet it remains less of a personal communication platform between artists and fans. It can be used more for promotional purposes without being too focused on sales in order to maintain an organic connection with fans. Popular artist pages include Shakira at almost 105 million likes and Eminem at 90 million. Indie pop/electronic band The xx shows 3.8 million likes.

While all of these digital marketing tools serve a unique purpose, the key is to cross-promote all platforms to reach maximum engagement and visibility. Simply adding those usernames as part of the artist bio can accomplish this. Additionally, listing current albums, tours or other relevant content helps increase awareness. Most importantly, when artists choose to establish a presence on any channel, there should be clear intention and strategy to fill this channel with compelling content long-term. While there is no current social media tracking tool that allows for identification of the same follower on various platforms, it is important to diversify shared content and its exclusivity on each tool, exposing digital natives to music as a new wave of the industry.

Lydia Michael is a global marketing and branding professional in the entertainment and music industry. She recently completed her MBA studies at Pforzheim University in Germany.

←Back to Digital Marketing Boot Camp

For more on audio in digital marketing:

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American Society of Employers (ASE) expands training curriculum with new course aimed at bridging the generational divide at work

The American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, announces a new course in its training curriculum: Generations at Work: Bridging the Generation Gap.

Generations at Work: Bridging the Generations Gap, a full-day course scheduled for May 4th, is geared towards helping bridge the generational divide by creating better understanding of generational differences and teaching strategies for building on the strengths of each generational cohort to optimize organizational effectiveness and productivity. This course counts for 6.5 HRCI and SHRM-CP credits towards HR professional certification as well as .70 CEUs.

ASE CEO Mary E. Corrado says the new course reflects the growing list of workplace issues that fall under the umbrella of Human Resources Management.

“As the generation gap widens in the workplace, with Millennials now making up the largest demographic in our workforce and Baby Boomers waiting longer to retire, we need to bridge the divide,” Corrado said. “Employers and employees alike only benefit when there is better communication and understanding in the workplace.”

ASE currently offers more than 65 courses in its curriculum catalog. Classes are open to ASE members and non-members. To register for this or other courses offered by ASE, please visit the ASE website.

About the American Society of Employers (ASE) – a Centennial Organization
The American Society of Employers (ASE) is a not-for-profit trade association providing people-management information and services to Michigan employers. Since 1902, member organizations have relied on ASE to be their single, cost-effective source for information and support, helping to grow their bottom line by enhancing the effectiveness of their people. Learn more about ASE at www.aseonline.org.

Millennial Engagement in Health


Jonathan So, Senior Director of Health Care Initiatives, recently served on the panel focused on Millennial Engagement in Health and Wellness in the workplace at the 2015 Employer Healthcare & Benefits Congress in Orlando.  The session, which was was moderated by Vic Villanueva of the ROC Group, centered on the opportunities and challenges in engaging Millennial employees (those born between 1980 and 2000) in their health and wellness benefits. Jonathan’s comments centered on the need to get this population engaged as they will represent 50% of the workforce by 2020 and have no established behavioral patters when it comes to interacting with the health care system.

In  one question centered on busting stereotypes regarding millennials, So said, “I think that many regard millennials as not being loyal to their employer. So a lot of employers don’t want to invest in their young talent who may leave for another job at any time.  I actually think that this generation is one of the most loyal.  If you gain their trust and give them opportunities to grow, they will run through walls for you.  They are your biggest and loudest champions, but they can also be your most vocal detractors. They smell inauthenticity immediately and you can lose them just like that.  Its a population you need to win over every day.”

Another question was in regards to busting health care myths.  So said, “The need to get a CEO involved in health are is a huge myth.  Millennials couldn’t care less about whether the CEO is participating in the walking program. The people who need to be involved is the frontline managers because they are the ones who operationalize the culture in your organization.  They are the key to the success or failure of any initiative.  This is especially important with millennials because the oldest millennials are now 35.  They are or will represent most of an organizations front line supervisors within the next few years and if they are jaded, everyone else will be too.”

Jonathan managed to snap a selfie with the panel just before they exited.

To learn more about the Employer Healthcare and Benefits Congress, you can follow this link: http://www.employerhealthcarecongress.com/

If you would like to share your experiences with millennial engagement at your organization, contact Jonathan So at jso@detroitchamber.com

Walsh College Introduces New Online Career Development Guide Focused on Millennials: “Your Executive Coach”

Walsh College has introduced “Your Executive Coach,” a digital publication that provides guidance on navigating the road to career success for millennial- generation students and graduates beginning to enter the professional job market.

Walsh College has collected some of the most essential advice offered by its Career Services and business management experts into the guide, available free at www.walshcollege.edu/executivecoach.

“Your Executive Coach” provides tips and suggestions for career advancement, promotions, teams, career changes, and resource maximization.

“The recommendations provide direction for students and graduates looking to start their careers seamlessly or transition to new ones,” said Brenda Paine, director, Career Services, Walsh College. “In addition, it also shows how to avoid missteps when changing career directions and focus.”

“Over time, each job acquired will require its own skill set of talents, knowledge base, credentials, and relationships,” said Lee Meadows, Ph.D., professor, Management, Walsh College.

“Future success will go to job candidates who can adapt, as well as act – quickly, confidently, and skillfully,” he added. “This guide can help give young people a competitive leap ahead.”

Important topics presented in the publication include communication skills, presentations, professional societies and associations, promotions, volunteering for assignments, interviewing, certification programs, and entrepreneurship.

Paine and Dr. Meadows served as special advisors and contributors to the eight-page publication.

Registration for Winter 2015 classes at Walsh College begins November 23.

For more information, visit www.walshcollege.edu.