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We recently dug in on the rapidly expanding electric vehicle market. Find out what EVs need to do to get consumers on board: https://bit.ly/3eq0i07
Social commerce is not new, it's NOW and here to stay.
1 in 3 consumers use social media to learn about or discover new products, services or brands. via @HarrisPoll
Check out our CEO Will Johnson's latest Op-ed in @adage: How to connect with post-pandemic consumers amid summer spending spree: Opinion https://bit.ly/3r4PQQQ
BY DAN MCCARTHY | Morning Brew | July 12, 2021
Augmented and virtual reality could open portals to new worlds, providing us with exciting, immersive experiences right in our living rooms.
Or...it could help people do their jobs. Although adoption of mixed reality is still relatively low—eMarketer clocks US penetration rates at 28.1% for AR and 17.7% for VR—organizations from the Pentagon to Hilton have experimented with the tech for their employees.
So, how do workers feel about this?
Overall, US adults are mixed about using AR/VR in a work setting, per a June Morning Brew-Harris Poll survey. 27% said they’re very or somewhat excited, 29% said they’re not very or not at all excited, and 31% said they’re neutral.

- That tracks with what respondents felt about AR/VR in general: 28% said they’re excited, 34% aren’t, and 28% were neutral.
- Younger, higher-earning, and male respondents are all more excited about AR/VR in the workplace than older, lower-earning, and female respondents.
Training and development is by far the most desired use case across all demographics. 39% of respondents said they are most excited for AR/VR training, compared to 18% for real-time feedback, 16% for remote collaboration, and 13% for managing workflows.
Bottom line: Big Tech expects mixed reality to be the platform of the future. If that’s right, it’s only natural that AR/VR will have both lucrative enterprise and consumer applications, just like the personal computer, mobile phone, cloud, and other tech advancements before it.—DM
Read the full story at Morning Brew.
By Will Johnson | Ad Age | July 12, 2021
Amazon’s Prime Day spearheaded more than $11 billion in sales for the e-commerce giant and its competitors last month, which topped last year’s Cyber Monday as the highest-grossing online shopping event in history. And more may be on the way as consumers re-engage post-COVID-19. Indeed, more than two-thirds of Americans plan to shop as often (42%) or more often (27%) during such sales occasions as they did during the height of the pandemic, according to new data from The Harris Poll.
Shoppers are not simply resetting to pre-pandemic spending habits, however. A consumer landscape of emboldened spenders informed by pandemic habits is emerging. If the Prime Day bonanza, coming in what is traditionally a shopping lull, is a sign of things to come, marketers need to understand the lasting effects of the last 14 months on consumers, which groups are spearheading the spending and who is still dragging their feet.
The big picture
For starters, the virtualization of American life is unlikely to diminish. The 2021 consumer is re-entering the analog world but keeping the best of the digital. Americans are eagerly returning to restaurants, brick-and-mortar stores, baseball games and concerts. But majorities plan to be buy groceries (53%) and other items (70%) online as often or more than they did during the past 14 months. Two-thirds plan to get take-out from restaurants as frequently or more than they did during peak pandemic. And pluralities expect to spend as much or more time on the online activities which blossomed during the pandemic: virtual gathering with loved ones (50% versus 20% who will do it less), virtual conferences (47%-19%) and online classes (43%-14%). Consumers are retaining the lessons of pandemic privation: Strong majorities plan to use coupons, shops clearance sections and sales events like Prime Day, with around one-third aiming to do so more often.
In short, Americans have adopted a new commercial pragmatism. A year ago, as consumers were processing the shock of COVID-19 and its lockdowns, the marketers’ imperative was conveying empathy and communicating about safety. Now, with vaccinations rising and infections declining, brands face a more inviting marketplace. While Americans know the danger has not entirely passed (63 percent said that the pandemic is not over), the positive trends has kindled optimism among consumers ready for it after a wearying year of lockdowns and turmoil. Brands, in turn, can meet those shoppers where they are, in a place of pragmatic optimism: Keep their advertising optimistic while leavening it with the kind of actionable information shoppers are looking for, such as where the product is available, how it works, whether it’s on sale and how durable it is.
Who's leading the big summer spending spree?
Drilling down, three consumer groups lead the summer spenders. First, there are the bargain hunters, those especially interested in prowling clearance sections, clipping coupons and taking advantage of sales events. They are more likely than their fellow Americans to plan on spending more on items and activities, especially electronics (57% of those who expect to shop during major sales events said they would buy more such non-grocery items, as compared with 30% overall) and in-home entertainment (44% as compared to 23% overall). In many ways, they typify the post-COVID consumer: ready to spend but planning on doing so smartly.
The second major group can be termed stir-crazy parents, though that phrase might be redundant after 14 months of kids struggling with remote learning and being cooped up in isolation. Little wonder they are anxious to get out of the house and back into the world. Those with children at home and/or children under 18 are sharply more likely to report plans to increase spending than the population overall and, in particular, those without children under 18 and/or at home. The difference is especially pronounced regarding activities such as concerts and movies, 40% of parents with children under 18 plan to spend more, as compared to only 23% of respondents without kids. Travel is another distinct divide: “under-18” families are more likely to plan on spending more on it than those without this summer (35%-22%) and winter (30%-16%).
The final group of spenders is the mid-career group, those aged 35-44. In virtually every category, from in-store spending to vacations to apparel to electronics, this demographic is more likely than any other, younger or older, to say it plans to increase outlays. These are pent-up spenders who have income and are anxious to dispose of it after a year in lock-down. More than anything else in advertising, they want the concrete facts about products: Tell them where they can find it, how it works and how durable it is. Notably, this group is far more interested than any other age group in how products look—in fact, consumers aged 35 to 44 want to hear more about aesthetics than whether a product is on sale. Having money to burn of course impacts priorities, so when targeting these shoppers, advertisers can lean more into their brand’s aesthetic appeal.
The holdouts
Even with a summer boom percolating, a hard floor of retrenchers—around 20%—plans to spend less time and money in virtually every category. Generation X, which suffered disproportionately during the pandemic (a higher percentage of Xers said their household incomes worsened during the pandemic than any other such cohort) and remains warier financially than other age-groups, leads these lingering COVID-cautious. It’s not that Xers aren’t planning to spend more—they do, in numbers roughly in line with the general population. But at the same time, a larger share of this generation plans to spend less, signaling ongoing financial insecurity. Take eating out: 31% of Gen Xers plan to spend more on it (versus 32% of the general population) while 27% plan to spend less (as opposed to 20% overall).
That reticence extends to advertising messages. Almost across the board, Gen Xers are less interested in tested types of branded content than the overall public, most notably regarding sales: while 44% of Americans are interested in whether a product is going to be on sale, only 34% of Gen X consumers are. Perhaps it’s not surprising, then, that Xers were less likely than the rest of the country to plan to shop at Amazon Prime-style mega-sales. The bottom line is that it’s important to know your core consumer; sometimes a sale isn’t the answer to bringing them back.
What Xers do want to hear falls along the same pragmatic lines as the rest of the country: How does the product work and where can they buy it? Perhaps surprisingly, Xers are less interested in learning whether products are on sale—but maybe this reflects a general reticence. If you plan to spend less, perhaps sales events hold diminished appeal.
But again, it’s not an overall question of spending less, just who’s least enthusiastic about spending more. Just as temperatures are heating up, so are pocketbooks.
Read the full story at Ad Age.
In a new Fast Company-Harris Poll, 36% of younger millennials and Gen Z say they’ve faced workplace ageism, often due to a perceived lack of experience.
By ZLATI MEYER | Fast Company | July 7, 2021
Jenn Steinhardt has had her credentials questioned, been excluded from meetings she should’ve participated in, and dealt with bias in interactions with coworkers—all because she’s a millennial.
The 32-year-old service coordinator for an audio-visual company is among the 31% of working adults who have experienced ageism in the workplace, according to a new Harris Poll conducted exclusivelyfor Fast Company. Among younger millennials and members of Gen Z, it’s 36%. A perceived lack of experience may be the driving reason behind this treatment, the poll finds. Forty-four percent of this group agree that people their age are viewed as inexperienced, versus 28% of older millennials and Gen Xers up to age 56.
Most demographers say millennials were born between 1981 and 1996, and the Harris Poll splits them into younger millennials (ages 25 to 32) and older ones (ages 33 to 40).
Foremost in Steinhardt’s mind is a conversation she had with a manager about a marketing piece. The Parsippany, New Jersey, resident’s background is in media art and design with a dollop of corporate communications experience, so she was walking him through how the user would read the page.
“He said, ‘You’ve only been here for two years’—I’d been there for four—’and I’ve been in this industry for over 30 years.’ I said, ‘I apologize. We have different perspectives on this. How would you like to proceed?’ I knew I wouldn’t win this battle,” Steinhardt remembers.
TWO SIDES TO THE AGEISM COIN
On the flip side of being perceived as inexperienced is being thought of as out of touch. Among employed adults of all ages, 37% reported feeling that people their age are viewed as out of touch at work, the Harris Poll reveals. That grows to 39% for workers over age 41, who are Gen Xers or baby boomers. But it’s not just older workers who feel that way: 38% of Gen Z and younger millennials do, as well as 30% of older millennials.
The disconnect is as old as time, argues Dan Schawbel, managing partner at Boston-based Workplace Intelligence, a workplace research and thought leadership firm. It stems from caricatures up and down the age ladder. In general, the older cohorts consider the younger ones lazy and the younger ones wonder why the older ones can’t keep up, especially when it comes to technology. This pigeonholing can taint the working environment—and potentially, businesses’ bottom lines.
“It’s harder to get things done when there’s a lack of understanding and disconnection and people have different preferences in terms of communication and collaboration tools,” he explains. “We could write this story every 10 years. Every generation feels threatened by younger people.”
Vanessa Council has experienced positive ageism—assigned good attributes as a result of what generation she’s a part of.
“It’s mostly around social media and being classified as the resident ‘young person’—and I’m doing air quotes,” says the graphic designer from Rich Square, North Carolina. “At work, I’m the main source. I know a little bit, but I don’t consider myself an expert, I’m 29, so they figure I ought to know.”
Council is frequently asked about what the hot trends are and what people her age like to do and watch. When she can’t answer a question about what’s popular or a new technology, her colleagues are surprised.
“I’m bemused. I’m usually just fine with it,” she explains. “I don’t think it’s being done in a malicious way. It’s being done in a we’re-trying-to-play-to-everyone’s-strengths way.”
Usually, age bias favors younger employees over older ones. The former have less work experience and can be paid less, companies often assume. The term “juniorization” is relatively new, but the fear of it happening has its roots in the Age Discrimination in Employment Act of 1967. The bias manifests itself in not only layoffs of certain employees, but also what job applicants are invited for interviews or callbacks. For example, a University of Kansas Medical Center whistle-blower was fired after he revealed he was told to hire mainly young people for the IT department. (Last year, KUMC settled the retaliation lawsuit filed by the U.S. Equal Employment Opportunity Commission.)
In contrast, also last year, an Australia Post licensee got into trouble after including this line in an online job listing: “Unfortunately, the successful applicant will not be an over entitled millennial with an inflated sense of entitlement.”
“Sometimes, it seems intentional and sometimes, it’s because you’re not top of mind. You’re disregarded. You’re not a priority in their mind,” says Steinhardt, the 32-year-old who has dealt with ageism repeatedly. “For my mental health, I process it the same way, whether I’m dealing with sexism, or being taken seriously in a technical role when I’ve come from marketing, or with ageism. I live by ‘treat people with respect,’ ‘don’t make assumptions about what they know or don’t know based on age,’ and I try to state, whenever I can, depending on the culture of the company I’m in, what I’m experiencing.”
WHY STEREOTYPES PERSIST
The stereotypes don’t always translate into reality, according to Jessica McManus Warnell, an associate teaching professor of management and organization at the University of Notre Dame. Often what we hear about millennials is simply magnified by the very technologies that digital natives are accused of being obsessed with.
“‘Here come the millennials. Watch out. They’re going to need gluten-free pizza.’ They were positioned as a threat,” she explains. “When it’s time to hire, these preconceived notions are on the table. Both sides need to do better.”
In 2016, millennials became the largest generation in the U.S. workforce—54 million versus 53 million Gen Xers—according to the Pew Research Center. Instead of boomers complaining about Gen X slackers or the Greatest Generation mocking the rebellious boomers, the new powerhouse cohort has to deal with jokes about avocado toast and take blame for “killing” everything from breakfast cereal to homeownership.
Now, millennials—the oldest of whom are turning 40 this year—have to start getting used to being the not-so-young cohort as Gen Zers graduate from college and enter the labor force themselves.
“Millennials have to cultivate that same sensitivity that they’re demanding from their senior colleagues,” Warnell says. “They need to be mindful of maintaining that with their juniors.”
Read the full story at Fast Company.
By RYAN DUFFY | Morning Brew | July 7, 2021
Emerging Tech Brew polled America (again) a few weeks ago. Together with The Harris Poll, we surveyed a nationally representative group of 2,010 US adults about virtual and augmented reality (VR/AR).
Top-line takeaways
23% of Americans have tried a VR or AR headset, which is higher than what we were expecting. Of this group:
- 31% own a headset, 24% have used a family member’s gear, and 13% have tried hardware provided by an experiential venue/retailer.
- Millennials are the most prolific users, with 42% having tried the tech. Gen Z was the next-highest demo at 29%.
- 90% of those who have tried a headset say they’re likely to use one again, with two-thirds saying they will definitely do so.
We didn’t break out the divide between trying an AR and a VR headset. Given the early development stage of AR hardware, it’s safe to assume that most respondents who have tried a headset did so with VR…
...But we did ask about mobile AR. 44% of consumers say they’ve used an AR feature on a smartphone. The demographic splits here are telling: 71% and 72% of Gen Z and Millennials, respectively, say they’ve used mobile AR. By comparison, 42% of Gen X and only 15% of Boomers have done so.
🔮Looking forward🔮
- How excited are you? Compared with those who have tried a VR/AR device, the general public isn’t as enthusiastic about embracing the technology. 28% of all respondents say they’re excited about VR/AR, 28% say they’re neutral, and 34% are not excited.
- How much would you pay? 41% would be willing to buy a headset; and one quarter of this group would be willing to pay $500 or more. For reference, the Oculus Quest 2 retails for $299.
- To bundle or not to bundle? Of those interested in owning a headset eventually, 46% would prefer paying upfront with a lump-sum. 36% would prefer a monthly subscription fee; 18% would prefer to pay per session.
- What’s your go-to brand? 35% named Apple as their first-choice company to buy a device from, while only 5% named Facebook.
Bottom line: Big Tech and many other metaverse aspirants are spending heavily to develop technologies that are far from must-haves for most consumers. But to paraphrase Steve Jobs, sometimes customers don’t know what they want until you show it to them.—RD
Read the full story at Morning Brew.
When it comes to work, less is more.
An Icelandic trial of four-day workweeks determined that shorter hours lead to maintained or increased productivity.
In two large-scale trials conducted by the Icelandic government and the city of Reykjavik from 2015 to 2019, researchers analyzed the impact of reducing the working week without a reduction in pay for 2,500 workers — or about 1% of Iceland’s working population.
“The trials were an overwhelming success, and since completion, 86% of the country’s workforce are now working shorter hours or gaining the right to shorten their hours,” a comprehensive report published Sunday declared. “Productivity and service provision remained the same or improved across the majority of trial workplaces.”
People were happier as well, they found.
“Worker wellbeing dramatically increased across a range of indicators, from perceived stress and burnout to health and work-life balance,” the summary continued, adding that revenue “remained neutral” throughout the trials.
Based on their findings, trial researchers believe that shorter work weeks should be seriously considered, especially for public sector management.
“The Icelandic shorter working week journey tells us that not only is it possible to work less in modern times but that progressive change is possible too,” said Gudmundur D. Haraldsson, a researcher at the Association for Sustainability and Democracy, which co-analyzed trial results along with UK-based think tank Autonomy. “Our roadmap to a shorter working week in the public sector should be of interest to anyone who wishes to see working hours reduced.”
Recently, during the coronavirus pandemic, even notoriously hardworking Americans have become more welcoming to the notion of working a day less per week. In June 2020, one survey by The Harris Poll found that four of every five US workers favor switching to a four-day workweek.
“Americans are sort of rethinking everything” amid the coronavirus crisis, Harris Poll CEO John Gerzema told The Post at the time. “They’re rethinking their relationships with their neighbors, they’re rethinking health care … In this time of a rethink, maybe a three-day weekend sounds pretty good.”
Read the full story at NY Post.










