Saturday, March 31, 2018

Free Web Hosting

by Ray Lam

Free web hosting can be very enticing to individuals and businesses that do not have enough money to afford good web hosting services. But is it something worth the time spent and efforts done?

Fortunately there are proven ways on how to determine the most suited web host for your requirements. First you have to do an extensive research. Gather as many information on free web hosting services. You can always do this by doing an online search at google or yahoo.

After compiling your list then decide the service that you want from a web host. Consider the advantages and disadvantages of availing the services of a particular web host. You might also want to ask around. Actually there are a lot of discussion forums on the Internet regarding free website hosting. Go around discussion boards and read. You can also ask people who have availed of free website hosting about their experiences in getting a free hosting service. This is a good way for you to learn about the pros as well as cons of getting such service.

Free web hosting also gave its users with sub domain name, making it almost impossible to be searched on in various search engines. This made most websites on free web host servers almost impossible to be found on search engines. Reliability was also a concern, troubling most business owners who availed of free website hosting. With all these problems arising, there"s little doubt that getting free website hosting is not that practical. It will not help websites particularly those selling products and services.

Remember, every free hosting firm will try to make money from your website. Look for a hosting firm, which is less intrusive and more reliable.

About the Author:


Facebook Employees Are Reportedly Deleting Controversial Internal Messages


Facebook employees are deleting potentially controversial comments and messages from the company’s internal communications systems, after the leak of a 2016 memo in which Vice President Andrew Bosworth appeared to place growth priorities ahead of public safety concerns.


According to Facebook employees who spoke with the New York Times, staffers are also urging the company to hunt down the leakers who released the Bosworth memo.


If the report is accurate, the deletion of internal communications could have legal implications, including in an ongoing Federal Trade Commission investigation into the company’s data-handling practices. Destruction of internal documents was a partial focus of the FTC’s recent investigation of Volkswagen.


Bosworth’s memo continued catastrophic PR fallout following findings that the Facebook data of as many as 50 million users was wrongly harvested by the election consulting firm Cambridge Analytica. In the memo leaked Thursday, Bosworth wrote that “connecting people” should be the company’s driving goal, even if “it costs someone a life by exposing someone to bullies” or “someone dies in a terrorist attack coordinated on our tools.”




Get Data Sheet, Fortune’s technology newsletter.


Facebook executives have defended the memo as merely provocative, and not actually intended to deny Facebook’s responsibility to try to prevent bullying or terrorism. Bosworth issued a statement via Twitter Thursday night saying he “didn’t agree with [the post] even when I wrote it” and cares “deeply about how our product affects people.” He further wrote that “this was one of the most unpopular things I’ve ever written internally and the ensuing debate helped shape our tools for the better.”


While some parts of Bosworth’s message may be defensible as pot-stirring hyperbole, others are more difficult to rationalize. For instance, Bosworth wrote about “questionable contact importing practices.” That phrase shows high-level internal awareness about choices including the collection of detailed call logs from many Facebook users, which reached public attention last week. That news contributed to growing signs that users no longer trust the social network to protect their personal data.


Facebook hires prominent artificial-intelligence expert to open Montreal lab

TORONTO (Reuters) - Facebook Inc plans to open an artificial-intelligence laboratory in Montreal, which will be run by prominent AI researcher Joelle Pineau, two people familiar with the plan said on Friday.
Tech

Science Says The Happiest People In The World Love Saying This Word (It Made Snapchat CEO Evan Spiegel A Billionaire)

There"s a pressure on professionals who are at the top of their game to take advantage of every opportunity presented.


However, just as you wouldn"t go out on a date with every single person that asked you, you should exhibit a certain level of particularity when it comes to where you commit your time.


A good rule of thumb is whether the opportunity causes more damage than potential good: if it could hurt your brand or your soul, don"t accept it.


Most readers will be able to spot such instances a mile away. However, the trickier moments in life are when to say no when it seems like you should maybe say yes.


Below are some occasions when you owe it to yourself to say no:


The "Perfect" Opportunity.


According to Dan Schulman, after Obama lost the race for Congress in 2000, he interviewed for a job running the prestigious and progressive Joyce Foundation in Chicago. It would have paid mid-six figures and included other perks such as a country club membership.


Many people would have viewed this opportunity as a buoy in a turbulent ocean after Obama"s public failure. But Obama knew in his gut that he was not done with politics and that"s why Obama admitted to "doing a bad job on the interview."


If an opportunity is dropped in your lap but it doesn"t mesh with your core instincts, you owe it to yourself to say no.


Your Time is Always Finite.


Your commitment to excellence requires that you say no as there are a finite number of hours in the day and always will be.


Time does not allow you to say yes to everyone: sure, you want to serve on the board of that worthy non-profit, or mentor that very deserving underprivileged kid, but if you want to continue all the numerous other tasks you are committed to with the excellence that you have connected to your brand and your name, you must say no.


It doesn"t make you a bad person. It makes you a master strategist.


Silence is Golden.


Do you remember the period before you were successful? Maybe this was when you were a student or a struggling entrepreneur, or working a job you hated.


This was a time in your life when you weren"t inundated with invitations to dinners, talks, cocktail parties, screenings, or panels.


While all such events are (sometimes) incredibly worthy and can often enrich your career and your network, you can"t and shouldn"t attend all of them.


Back when you were at the start of your career and had a much smaller social network and fewer events to go to, you also had more silence. You had more time alone with yourself to think about your ideas and to tinker with your own creativity, innovation, and imagination.


This is my theory as to why the second album a band puts out often is subpar. The first album was made after much reflection and effort. When the first album and the band takes off in a whirlwind, it often doesn"t give the band the time and space it needs to recreate that magic in the second album.


You have to say no occasionally in order to honor times when you can just be alone and silent with yourself and your ideas.


Saying no comes from a place of strength and wisdom. It indicates that you know yourself, that your goals are crystal clear, and that you have the courage to assert boundaries.


Sometimes saying no to a brilliant opportunity, a fun social event, or a worthy mentee means you"re shouting an even bigger yes to yourself, your goals, and your future.

Science Says The Happiest People In The World Love Saying This Word (It Made Snapchat CEO Evan Spiegel A Billionaire)

There"s a pressure on professionals who are at the top of their game to take advantage of every opportunity presented.


However, just as you wouldn"t go out on a date with every single person that asked you, you should exhibit a certain level of particularity when it comes to where you commit your time.


A good rule of thumb is whether the opportunity causes more damage than potential good: if it could hurt your brand or your soul, don"t accept it.


Most readers will be able to spot such instances a mile away. However, the trickier moments in life are when to say no when it seems like you should maybe say yes.


Below are some occasions when you owe it to yourself to say no:


The "Perfect" Opportunity.


According to Dan Schulman, after Obama lost the race for Congress in 2000, he interviewed for a job running the prestigious and progressive Joyce Foundation in Chicago. It would have paid mid-six figures and included other perks such as a country club membership.


Many people would have viewed this opportunity as a buoy in a turbulent ocean after Obama"s public failure. But Obama knew in his gut that he was not done with politics and that"s why Obama admitted to "doing a bad job on the interview."


If an opportunity is dropped in your lap but it doesn"t mesh with your core instincts, you owe it to yourself to say no.


Your Time is Always Finite.


Your commitment to excellence requires that you say no as there are a finite number of hours in the day and always will be.


Time does not allow you to say yes to everyone: sure, you want to serve on the board of that worthy non-profit, or mentor that very deserving underprivileged kid, but if you want to continue all the numerous other tasks you are committed to with the excellence that you have connected to your brand and your name, you must say no.


It doesn"t make you a bad person. It makes you a master strategist.


Silence is Golden.


Do you remember the period before you were successful? Maybe this was when you were a student or a struggling entrepreneur, or working a job you hated.


This was a time in your life when you weren"t inundated with invitations to dinners, talks, cocktail parties, screenings, or panels.


While all such events are (sometimes) incredibly worthy and can often enrich your career and your network, you can"t and shouldn"t attend all of them.


Back when you were at the start of your career and had a much smaller social network and fewer events to go to, you also had more silence. You had more time alone with yourself to think about your ideas and to tinker with your own creativity, innovation, and imagination.


This is my theory as to why the second album a band puts out often is subpar. The first album was made after much reflection and effort. When the first album and the band takes off in a whirlwind, it often doesn"t give the band the time and space it needs to recreate that magic in the second album.


You have to say no occasionally in order to honor times when you can just be alone and silent with yourself and your ideas.


Saying no comes from a place of strength and wisdom. It indicates that you know yourself, that your goals are crystal clear, and that you have the courage to assert boundaries.


Sometimes saying no to a brilliant opportunity, a fun social event, or a worthy mentee means you"re shouting an even bigger yes to yourself, your goals, and your future.

Why Customer Experience Can't Be All Data Driven

Customer experience (CX) is reshaping the way brands do business. Having a customer-centric approach is no longer a buzzword, it"s a linchpin to the success and longevity of organizations as competitive landscapes continue to evolve at breakneck speeds.


As more organizations begin to realize the customer must be at the center of all they do, the questions then becomes, who should own the experience and what data should be used to construct it. The fact of the matter is, one person, or even one department, cannot be held solely responsible for running point on CX -- it must be woven into the entire company --and it can"t be built on data alone.


Don"t get me wrong, CX initiatives should most certainly be constructed around shared data points from across the organization, but numbers shouldn"t be the only ingredient. Leaders must remember emotion is also a key factor in effectively delivering a winning customer experience.


It takes a delicate balance between understanding data and keeping real emotion in mind. But if your organization doesn"t figure out how to leverage the two to create an unforgettable experience and emotional connection, customers will start looking elsewhere.


Going beyond the data


Yes, the data gives powerful insights into customer and prospect behavior --we can identify purchase behaviors, what messaging they responded best to, what content they engaged with, and the list goes on. But at a more fundamental level, do you know what prompted your customer to even begin their search for a solution in the first place or even who or what along their purchase path may have influenced their decision-making process?


These are questions that will only be answered through one-to-one conversations with customers and prospects. Talking with your customers enables you to dig deeper and really get to know the person behind the purchase.


But also consider the person making the purchase may not be the one using your product or service. It"s important to talk to both --purchaser and end user. With this insight, you are better equipped to not only make more effective marketing decisions, but also know which functions, features and updates to prioritize based on user feedback, which impacts the customer experience.


Beyond serving as an important feedback loop, conversations with customers also gives you a way to test and eliminate assumptions, and understand how your product or service makes your customer feel. Forrester released a report outlining the importance of emotion as it relates to customer experience and loyalty. After interviewing 45,000 consumers, the findings revealed that emotional experience accounts for almost half of customer loyalty to the brand.


So while customer numbers and account activity should be part of your data collection and reporting process, what your customers feel while using your product matters and should be measured.


Building the path


If coordinating one-to-one conversations with customers and prospects sounds like a lot of work, well, it can be. But there are also ways to systematize and even automate it to a certain to degree to make it a much more fluid process.


But it has to be a company-wide effort and even woven into the fabric of your company culture. This is an all-hands-on-deck operation.


This might start with automated feedback loops --general surveys or quick Net Promoter Score (NPS) surveys -- but then there has to be a process for reviewing and taking action on that feedback. Who on your team will be responsible collecting, analyzing and acting on the data? Keep in mind, in many cases this will not be a one-person job.


For instance, if the feedback is pertaining to a product issue, perhaps there"s a person on the product team who is elected to run point on customer outreach to better understand the issues they may be having. Or for more general feedback, it could be someone on the customer service or success team. Once the feedback is collected, it"s key to take the conversation to the next level with a direct conversation with the customer.


Consider nominating a CX advocate in each department as every step of the customer journey contributes to the individual experience. A recent report revealed 75 percent of consumers expect companies to provide a consistent experience wherever they engage with them--both online and offline.


And the first step to delivering a positive customer experience is ensuring your internal procedures are consistent company-wide. This is where things like data collection processes and procedures are paramount.


Remember: the decisions based on data are only as good as the data collected and the ease of accessibility to that data to everyone within the organization. If your data isn"t properly collected, or even if it is, but it"s locked up, you"ve already lost.


Asking the right questions


There are plenty of specific insights that will be valuable to various individuals within your company. Your product team will want to understand feature usage. Your sales and marketing teams will want to understand what hooked them to finally sign up for a demo.


Uncovering a particular customer experience requires a specific set of questions. To ask the right ones, start first by making a list of the ways you think you are already delivering a good experience.


It"s time to cut through the norm and ask the prodding questions. If you don"t, they"ll find another product that can do similar things, and make them feel better while doing it.


Once you"ve identified the valuable and actionable data, it"s time to consider what changes your organization should make to improve the experience your customers are having. And remember, this is a company-wide effort. Work first on building the infrastructure for supporting a customer-driven approach, then begin the outreach.

Free Web Hosting

by Ray Lam

Free web hosting can be very enticing to individuals and businesses that do not have enough money to afford good web hosting services. But is it something worth the time spent and efforts done?

Fortunately there are proven ways on how to determine the most suited web host for your requirements. First you have to do an extensive research. Gather as many information on free web hosting services. You can always do this by doing an online search at google or yahoo.

After compiling your list then decide the service that you want from a web host. Consider the advantages and disadvantages of availing the services of a particular web host. You might also want to ask around. Actually there are a lot of discussion forums on the Internet regarding free website hosting. Go around discussion boards and read. You can also ask people who have availed of free website hosting about their experiences in getting a free hosting service. This is a good way for you to learn about the pros as well as cons of getting such service.

Free web hosting also gave its users with sub domain name, making it almost impossible to be searched on in various search engines. This made most websites on free web host servers almost impossible to be found on search engines. Reliability was also a concern, troubling most business owners who availed of free website hosting. With all these problems arising, there"s little doubt that getting free website hosting is not that practical. It will not help websites particularly those selling products and services.

Remember, every free hosting firm will try to make money from your website. Look for a hosting firm, which is less intrusive and more reliable.

About the Author:


Don't Put All Your Eggs In One Basket

With it being Easter weekend, I thought it was the perfect time to write about one of my favorite sayings that holds true especially when investing. And investing in REITs even more so.



“Don’t put all your eggs in one basket.”



I often tell this to my kids before we kick off our annual Easter egg hunt in our backyard. They’re eager to fill a container with as many plastic eggs as they can find scattered across the yard. In some of the eggs, I’ve hidden a couple dollars. Others might have pieces of candy inside. Anyway, I’ll warn them: “Don’t put all your eggs in one basket.”


It never fails that, as they sprint around our backyard, their baskets get so full that eggs go flying everywhere. By piling the containers so high, my kids risk losing what might be some of the most prized eggs inside. A more strategic approach could be to carry the eggs in different ways - stuff them in pockets or in a separate pouch. But I digress.


So, how does the same concept hold true for investing in REITs?


Well, if you’re just now beginning to familiarize yourself with the sector, you’ll find a multitude of options. And I cover many of the sub industries. You’ll see industrial REITs, healthcare, retail, office, lodging, residential, self-storage, data center and infrastructure, to name some of the most well-covered classes.


Every year, as a REIT analyst and an investor myself, I’ll see certain sectors outperform others, but it’s always changing. Retail might not be so hot, but industrial could be on fire. The next year, health-care REITs could dominate with their growth. A lot of the fluctuations hinge upon what we read about in the papers every day: public policy changes, new tax reform, demographic evolutions.



That said, one can easily see why it’s smart to - over the long term - pick a number of these sectors, and some of the top-performing players within each. Alas, the biggest lesson of all, and a widely utilized risk management technique, is called DIVERSIFICATION.


Simply put, diversification strives to smooth out risk in a portfolio so the positive performance of some investments neutralizes the negative performance of others. Therefore, the benefits of diversification hold only if the securities in the portfolio are not perfectly correlated.


It’s true that many non-institutional investors have a limited investment budget and may find it difficult to create an adequately diversified portfolio. This fact alone is why many mutual funds and ETFs have been increasingly popular. In case you missed it, check out my article on Vanguard Real Estate ETF (NYSEARCA:VNQ).


Of course, many of you following me here on Seeking Alpha (I’m closing in on 50,000 followers - thank you!) read my articles because they want to outperform. After all, the name of the website you are reading is Seeking Alpha.


So, as a special Easter weekend treat I am going to provide you with 3 of my favorite “SWANs”, and while you should always attempt to accomplish diversification, remember that no matter how diversified your portfolio is, risk can never be completely eliminated.


You can reduce risk associated with individual stocks, but general market risks affect nearly every stock, and so it is important to diversify among different asset classes. The key is to find a happy medium between risk and return; this ensures that you can achieve your financial goals and SLEEP WELL AT NIGHT!


A pile of hay Description generated with very high confidence





Source


On Monday, I plan to publish the April edition of the Forbes Real Estate Investor (newsletter) and included is an article on the “Sweet 16 REITs”. I hand-picked 3 of my favorite REITs for this article, and you will have to read the newsletter on Monday to find out which REIT is laying the golden eggs.



W.P. Carey (WPC) is an easy pick for the basket. The company has never cut its dividend, and in fact, it has paid and increased its dividend for over 20 years in a row. The company recently increased the dividend (Q4-17) by over 7.4% (over the previous quarter).


These results demonstrate WPC’s commitment to maximizing long-term shareholder value as the company increased earnings while improving both the quality of the portfolio and the composition of the revenue stream. WPC also maintains a conservative payout ratio of 76%.


With close to 70% of ABR coming from leases linked to CPI, WPC has a built-in hedge against inflation, a differentiating factor among net lease REITs that is underappreciated by investors (approximately 95% of leases have either fixed or CPI-based contractual rent increases, with virtually no exposure to operating expenses).


WPC’s properties are located primarily in the U.S. and Europe. The company has subscribed to the view that U.S. retail real estate is overbuilt; it has had little such exposure for years. Instead, the company has been investing internationally for 19 years, primarily in western and northern Europe.


WPC has returned -8.6% YTD and shares are now priced at $61.99. The company’s P/FFO multiple is 11.7x (below the 2-year average of 12.1x). As noted above, the dividend is well-covered and the dividend yield is 6.5%.


A screenshot of a social media post Description generated with very high confidence





Tanger Factory Outlets (SKT) is the only “pure play” outlet center REIT, with a portfolio of 44 outlet centers in the U.S. (22 states) and Canada.


Comparing Tanger to Simon Property (SPG) or CBL & Associates Properties (CBL) is not an apples to apples comparison. On a relative basis, high-quality mall REITs currently have easier sales comps than Tanger, since their prior period sales were down due to the negative impact of reduced international tourism due to the strong dollar.



Tanger continues to have the lowest cost of occupancy among all public Mall REITs and most of the company"s tenants report that outlet stores remain one of their most profitable and important retail distribution channels.


To maintain the strong and flexible leverage profile, Tanger prefers to use internally generated cash to fund any further purchases under the share repurchase program. The redemption make-whole premium and the completion of the two projects that will open later this year will consume the remaining cash flow for the balance of the year.


I am maintaining Tanger as a STRONG BUY as shares have returned -15.7% YTD. SKT now trades at $22.00 with a P/FFO multiple of 10.0x (3-year average P/FFO is 15.3x). The dividend yield is 6.2%.


A screenshot of a computer Description generated with very high confidence





STAG Industrial (STAG) is one of my favorite industrial REITs. To mitigate secondary market risks, the company has built an impressive portfolio that provides well-balanced tenant diversification. The company owns 356 buildings in 37 states, with approximately 70.2 million rentable square feet, its largest tenant represents just 2.6% of ABR, and the top 10 tenants represent just 14.1% overall.


STAG has found that primary and secondary markets have similar occupancy and rent growth experiences, and secondary industrial property markets generally provide less rent volatility and equivalent occupancy compared to primary industrial property markets.


Because of STAG"s Class B (secondary markets) industrial investment rationale, the company enjoys low capital expenditures and lower tenant improvement costs (relative to other property types). Also, its Class B tenants tend to stay longer, since moving costs and business interruption costs are expensive relative to relocating a "critical function" facility.



STAG shares have returned -11.8% YTD and shares are now trading at $23.92 (with a P/FFO multiple of 13.9x). STAG’s dividend yield is 5.9% and I maintain a BUY.


A screenshot of a cell phone Description generated with very high confidence





In closing, John Templeton once said, “Diversify. In stocks and bonds, as in much else, there is safety in numbers.”


REITs now have their own GICS category (“Real Estate”) that offers access to the real estate market typically with low correlation with other stocks and bonds. Investors who diversify their portfolios have historically had a better chance of ending up with higher returns because diversification reduces portfolio volatility and mitigates losses from any one security or asset class.


REITs help to diversify a portfolio because, as real estate, they are a distinct asset class that has demonstrated low to moderate correlation with other sectors of the stock market, as well as bonds and other assets.


In other words, REIT returns have tended to zig while returns of other assets have zagged, smoothing a diversified portfolio’s overall volatility. This diversification may help an investor increase long-term portfolio returns without taking on additional risk, and that helps intelligent investors SLEEP WELL AT NIGHT.


Note: Brad Thomas is a Wall Street writer, and that means he is not always right with his predictions or recommendations. That also applies to his grammar. Please excuse any typos, and be assured that he will do his best to correct any errors, if they are overlooked.


Finally, this article is free, and the sole purpose for writing it is to assist with research, while also providing a forum for second-level thinking. If you have not followed him, please take five seconds and click his name above (top of the page).



Source: F.A.S.T. Graphs


Disclosure: I am/we are long ACC, AHP, AVB, BRX, BXMT, CCI, CHCT, CIO, CLDT, CONE, CORR, CUBE, DDR, DEA, DLR, DOC, EPR, EXR, FRT, GEO, GMRE, GPT, HASI, HTA, INN, IRET, IRM, JCAP, KIM, LADR, LAND, LMRK, LTC, MNR, NXRT, O, OFC, OHI, OUT, PEB, PEI, PK, PSB, QTS, REG, RHP, ROIC, SBRA, SKT, SPG, STAG, STOR, TCO, TXRT UBA, UMH, UNIT, VER, VNQ, VTR, WPC.


I wrote this article myself, and it expresses my own opinions. I am not receiving compensation for it (other than from Seeking Alpha). I have no business relationship with any company whose stock is mentioned in this article.

Don't Put All Your Eggs In One Basket

With it being Easter weekend, I thought it was the perfect time to write about one of my favorite sayings that holds true especially when investing. And investing in REITs even more so.



“Don’t put all your eggs in one basket.”



I often tell this to my kids before we kick off our annual Easter egg hunt in our backyard. They’re eager to fill a container with as many plastic eggs as they can find scattered across the yard. In some of the eggs, I’ve hidden a couple dollars. Others might have pieces of candy inside. Anyway, I’ll warn them: “Don’t put all your eggs in one basket.”


It never fails that, as they sprint around our backyard, their baskets get so full that eggs go flying everywhere. By piling the containers so high, my kids risk losing what might be some of the most prized eggs inside. A more strategic approach could be to carry the eggs in different ways - stuff them in pockets or in a separate pouch. But I digress.


So, how does the same concept hold true for investing in REITs?


Well, if you’re just now beginning to familiarize yourself with the sector, you’ll find a multitude of options. And I cover many of the sub industries. You’ll see industrial REITs, healthcare, retail, office, lodging, residential, self-storage, data center and infrastructure, to name some of the most well-covered classes.


Every year, as a REIT analyst and an investor myself, I’ll see certain sectors outperform others, but it’s always changing. Retail might not be so hot, but industrial could be on fire. The next year, health-care REITs could dominate with their growth. A lot of the fluctuations hinge upon what we read about in the papers every day: public policy changes, new tax reform, demographic evolutions.



That said, one can easily see why it’s smart to - over the long term - pick a number of these sectors, and some of the top-performing players within each. Alas, the biggest lesson of all, and a widely utilized risk management technique, is called DIVERSIFICATION.


Simply put, diversification strives to smooth out risk in a portfolio so the positive performance of some investments neutralizes the negative performance of others. Therefore, the benefits of diversification hold only if the securities in the portfolio are not perfectly correlated.


It’s true that many non-institutional investors have a limited investment budget and may find it difficult to create an adequately diversified portfolio. This fact alone is why many mutual funds and ETFs have been increasingly popular. In case you missed it, check out my article on Vanguard Real Estate ETF (NYSEARCA:VNQ).


Of course, many of you following me here on Seeking Alpha (I’m closing in on 50,000 followers - thank you!) read my articles because they want to outperform. After all, the name of the website you are reading is Seeking Alpha.


So, as a special Easter weekend treat I am going to provide you with 3 of my favorite “SWANs”, and while you should always attempt to accomplish diversification, remember that no matter how diversified your portfolio is, risk can never be completely eliminated.


You can reduce risk associated with individual stocks, but general market risks affect nearly every stock, and so it is important to diversify among different asset classes. The key is to find a happy medium between risk and return; this ensures that you can achieve your financial goals and SLEEP WELL AT NIGHT!


A pile of hay Description generated with very high confidence





Source


On Monday, I plan to publish the April edition of the Forbes Real Estate Investor (newsletter) and included is an article on the “Sweet 16 REITs”. I hand-picked 3 of my favorite REITs for this article, and you will have to read the newsletter on Monday to find out which REIT is laying the golden eggs.



W.P. Carey (WPC) is an easy pick for the basket. The company has never cut its dividend, and in fact, it has paid and increased its dividend for over 20 years in a row. The company recently increased the dividend (Q4-17) by over 7.4% (over the previous quarter).


These results demonstrate WPC’s commitment to maximizing long-term shareholder value as the company increased earnings while improving both the quality of the portfolio and the composition of the revenue stream. WPC also maintains a conservative payout ratio of 76%.


With close to 70% of ABR coming from leases linked to CPI, WPC has a built-in hedge against inflation, a differentiating factor among net lease REITs that is underappreciated by investors (approximately 95% of leases have either fixed or CPI-based contractual rent increases, with virtually no exposure to operating expenses).


WPC’s properties are located primarily in the U.S. and Europe. The company has subscribed to the view that U.S. retail real estate is overbuilt; it has had little such exposure for years. Instead, the company has been investing internationally for 19 years, primarily in western and northern Europe.


WPC has returned -8.6% YTD and shares are now priced at $61.99. The company’s P/FFO multiple is 11.7x (below the 2-year average of 12.1x). As noted above, the dividend is well-covered and the dividend yield is 6.5%.


A screenshot of a social media post Description generated with very high confidence





Tanger Factory Outlets (SKT) is the only “pure play” outlet center REIT, with a portfolio of 44 outlet centers in the U.S. (22 states) and Canada.


Comparing Tanger to Simon Property (SPG) or CBL & Associates Properties (CBL) is not an apples to apples comparison. On a relative basis, high-quality mall REITs currently have easier sales comps than Tanger, since their prior period sales were down due to the negative impact of reduced international tourism due to the strong dollar.



Tanger continues to have the lowest cost of occupancy among all public Mall REITs and most of the company"s tenants report that outlet stores remain one of their most profitable and important retail distribution channels.


To maintain the strong and flexible leverage profile, Tanger prefers to use internally generated cash to fund any further purchases under the share repurchase program. The redemption make-whole premium and the completion of the two projects that will open later this year will consume the remaining cash flow for the balance of the year.


I am maintaining Tanger as a STRONG BUY as shares have returned -15.7% YTD. SKT now trades at $22.00 with a P/FFO multiple of 10.0x (3-year average P/FFO is 15.3x). The dividend yield is 6.2%.


A screenshot of a computer Description generated with very high confidence





STAG Industrial (STAG) is one of my favorite industrial REITs. To mitigate secondary market risks, the company has built an impressive portfolio that provides well-balanced tenant diversification. The company owns 356 buildings in 37 states, with approximately 70.2 million rentable square feet, its largest tenant represents just 2.6% of ABR, and the top 10 tenants represent just 14.1% overall.


STAG has found that primary and secondary markets have similar occupancy and rent growth experiences, and secondary industrial property markets generally provide less rent volatility and equivalent occupancy compared to primary industrial property markets.


Because of STAG"s Class B (secondary markets) industrial investment rationale, the company enjoys low capital expenditures and lower tenant improvement costs (relative to other property types). Also, its Class B tenants tend to stay longer, since moving costs and business interruption costs are expensive relative to relocating a "critical function" facility.



STAG shares have returned -11.8% YTD and shares are now trading at $23.92 (with a P/FFO multiple of 13.9x). STAG’s dividend yield is 5.9% and I maintain a BUY.


A screenshot of a cell phone Description generated with very high confidence





In closing, John Templeton once said, “Diversify. In stocks and bonds, as in much else, there is safety in numbers.”


REITs now have their own GICS category (“Real Estate”) that offers access to the real estate market typically with low correlation with other stocks and bonds. Investors who diversify their portfolios have historically had a better chance of ending up with higher returns because diversification reduces portfolio volatility and mitigates losses from any one security or asset class.


REITs help to diversify a portfolio because, as real estate, they are a distinct asset class that has demonstrated low to moderate correlation with other sectors of the stock market, as well as bonds and other assets.


In other words, REIT returns have tended to zig while returns of other assets have zagged, smoothing a diversified portfolio’s overall volatility. This diversification may help an investor increase long-term portfolio returns without taking on additional risk, and that helps intelligent investors SLEEP WELL AT NIGHT.


Note: Brad Thomas is a Wall Street writer, and that means he is not always right with his predictions or recommendations. That also applies to his grammar. Please excuse any typos, and be assured that he will do his best to correct any errors, if they are overlooked.


Finally, this article is free, and the sole purpose for writing it is to assist with research, while also providing a forum for second-level thinking. If you have not followed him, please take five seconds and click his name above (top of the page).



Source: F.A.S.T. Graphs


Disclosure: I am/we are long ACC, AHP, AVB, BRX, BXMT, CCI, CHCT, CIO, CLDT, CONE, CORR, CUBE, DDR, DEA, DLR, DOC, EPR, EXR, FRT, GEO, GMRE, GPT, HASI, HTA, INN, IRET, IRM, JCAP, KIM, LADR, LAND, LMRK, LTC, MNR, NXRT, O, OFC, OHI, OUT, PEB, PEI, PK, PSB, QTS, REG, RHP, ROIC, SBRA, SKT, SPG, STAG, STOR, TCO, TXRT UBA, UMH, UNIT, VER, VNQ, VTR, WPC.


I wrote this article myself, and it expresses my own opinions. I am not receiving compensation for it (other than from Seeking Alpha). I have no business relationship with any company whose stock is mentioned in this article.

Facebook Employees Are Reportedly Deleting Controversial Internal Messages


Facebook employees are deleting potentially controversial comments and messages from the company’s internal communications systems, after the leak of a 2016 memo in which Vice President Andrew Bosworth appeared to place growth priorities ahead of public safety concerns.


According to Facebook employees who spoke with the New York Times, staffers are also urging the company to hunt down the leakers who released the Bosworth memo.


If the report is accurate, the deletion of internal communications could have legal implications, including in an ongoing Federal Trade Commission investigation into the company’s data-handling practices. Destruction of internal documents was a partial focus of the FTC’s recent investigation of Volkswagen.


Bosworth’s memo continued catastrophic PR fallout following findings that the Facebook data of as many as 50 million users was wrongly harvested by the election consulting firm Cambridge Analytica. In the memo leaked Thursday, Bosworth wrote that “connecting people” should be the company’s driving goal, even if “it costs someone a life by exposing someone to bullies” or “someone dies in a terrorist attack coordinated on our tools.”




Get Data Sheet, Fortune’s technology newsletter.


Facebook executives have defended the memo as merely provocative, and not actually intended to deny Facebook’s responsibility to try to prevent bullying or terrorism. Bosworth issued a statement via Twitter Thursday night saying he “didn’t agree with [the post] even when I wrote it” and cares “deeply about how our product affects people.” He further wrote that “this was one of the most unpopular things I’ve ever written internally and the ensuing debate helped shape our tools for the better.”


While some parts of Bosworth’s message may be defensible as pot-stirring hyperbole, others are more difficult to rationalize. For instance, Bosworth wrote about “questionable contact importing practices.” That phrase shows high-level internal awareness about choices including the collection of detailed call logs from many Facebook users, which reached public attention last week. That news contributed to growing signs that users no longer trust the social network to protect their personal data.


Facebook Employees Are Reportedly Deleting Controversial Internal Messages


Facebook employees are deleting potentially controversial comments and messages from the company’s internal communications systems, after the leak of a 2016 memo in which Vice President Andrew Bosworth appeared to place growth priorities ahead of public safety concerns.


According to Facebook employees who spoke with the New York Times, staffers are also urging the company to hunt down the leakers who released the Bosworth memo.


If the report is accurate, the deletion of internal communications could have legal implications, including in an ongoing Federal Trade Commission investigation into the company’s data-handling practices. Destruction of internal documents was a partial focus of the FTC’s recent investigation of Volkswagen.


Bosworth’s memo continued catastrophic PR fallout following findings that the Facebook data of as many as 50 million users was wrongly harvested by the election consulting firm Cambridge Analytica. In the memo leaked Thursday, Bosworth wrote that “connecting people” should be the company’s driving goal, even if “it costs someone a life by exposing someone to bullies” or “someone dies in a terrorist attack coordinated on our tools.”




Get Data Sheet, Fortune’s technology newsletter.


Facebook executives have defended the memo as merely provocative, and not actually intended to deny Facebook’s responsibility to try to prevent bullying or terrorism. Bosworth issued a statement via Twitter Thursday night saying he “didn’t agree with [the post] even when I wrote it” and cares “deeply about how our product affects people.” He further wrote that “this was one of the most unpopular things I’ve ever written internally and the ensuing debate helped shape our tools for the better.”


While some parts of Bosworth’s message may be defensible as pot-stirring hyperbole, others are more difficult to rationalize. For instance, Bosworth wrote about “questionable contact importing practices.” That phrase shows high-level internal awareness about choices including the collection of detailed call logs from many Facebook users, which reached public attention last week. That news contributed to growing signs that users no longer trust the social network to protect their personal data.


Facebook Employees Are Reportedly Deleting Controversial Internal Messages


Facebook employees are deleting potentially controversial comments and messages from the company’s internal communications systems, after the leak of a 2016 memo in which Vice President Andrew Bosworth appeared to place growth priorities ahead of public safety concerns.


According to Facebook employees who spoke with the New York Times, staffers are also urging the company to hunt down the leakers who released the Bosworth memo.


If the report is accurate, the deletion of internal communications could have legal implications, including in an ongoing Federal Trade Commission investigation into the company’s data-handling practices. Destruction of internal documents was a partial focus of the FTC’s recent investigation of Volkswagen.


Bosworth’s memo continued catastrophic PR fallout following findings that the Facebook data of as many as 50 million users was wrongly harvested by the election consulting firm Cambridge Analytica. In the memo leaked Thursday, Bosworth wrote that “connecting people” should be the company’s driving goal, even if “it costs someone a life by exposing someone to bullies” or “someone dies in a terrorist attack coordinated on our tools.”




Get Data Sheet, Fortune’s technology newsletter.


Facebook executives have defended the memo as merely provocative, and not actually intended to deny Facebook’s responsibility to try to prevent bullying or terrorism. Bosworth issued a statement via Twitter Thursday night saying he “didn’t agree with [the post] even when I wrote it” and cares “deeply about how our product affects people.” He further wrote that “this was one of the most unpopular things I’ve ever written internally and the ensuing debate helped shape our tools for the better.”


While some parts of Bosworth’s message may be defensible as pot-stirring hyperbole, others are more difficult to rationalize. For instance, Bosworth wrote about “questionable contact importing practices.” That phrase shows high-level internal awareness about choices including the collection of detailed call logs from many Facebook users, which reached public attention last week. That news contributed to growing signs that users no longer trust the social network to protect their personal data.


Facebook Employees Are Reportedly Deleting Controversial Internal Messages


Facebook employees are deleting potentially controversial comments and messages from the company’s internal communications systems, after the leak of a 2016 memo in which Vice President Andrew Bosworth appeared to place growth priorities ahead of public safety concerns.


According to Facebook employees who spoke with the New York Times, staffers are also urging the company to hunt down the leakers who released the Bosworth memo.


If the report is accurate, the deletion of internal communications could have legal implications, including in an ongoing Federal Trade Commission investigation into the company’s data-handling practices. Destruction of internal documents was a partial focus of the FTC’s recent investigation of Volkswagen.


Bosworth’s memo continued catastrophic PR fallout following findings that the Facebook data of as many as 50 million users was wrongly harvested by the election consulting firm Cambridge Analytica. In the memo leaked Thursday, Bosworth wrote that “connecting people” should be the company’s driving goal, even if “it costs someone a life by exposing someone to bullies” or “someone dies in a terrorist attack coordinated on our tools.”




Get Data Sheet, Fortune’s technology newsletter.


Facebook executives have defended the memo as merely provocative, and not actually intended to deny Facebook’s responsibility to try to prevent bullying or terrorism. Bosworth issued a statement via Twitter Thursday night saying he “didn’t agree with [the post] even when I wrote it” and cares “deeply about how our product affects people.” He further wrote that “this was one of the most unpopular things I’ve ever written internally and the ensuing debate helped shape our tools for the better.”


While some parts of Bosworth’s message may be defensible as pot-stirring hyperbole, others are more difficult to rationalize. For instance, Bosworth wrote about “questionable contact importing practices.” That phrase shows high-level internal awareness about choices including the collection of detailed call logs from many Facebook users, which reached public attention last week. That news contributed to growing signs that users no longer trust the social network to protect their personal data.


LinkedIn Just Launched Native Video Ads. Here's What it Means for Marketers

At least three users are suing Facebook over data collection. The reputation of the social media giant has taken a hit as the depths of the data collection missteps are now being fully revealed. All of this has left users angry and many advertisers a little wary about spending their money on the platform. 


But where can they turn to as an alternative choice for their advertising dollars?


LinkedIn made a move yesterday that could make it an attractive choice. LinkedIn announced that brands can now post a native video to their Company Pages and then run targeted ad campaigns.


The significance of this product release should not be underestimated, especially for B2B brands. Here"s why.


LinkedIn finally launched native video for individual users last August (they were the last major social platform to do so). It was a move that many experts at the time were saying came too late in the game. 


However, with many users having tremendous success with the reach and engagement on their videos on the platform; nobody is questioning the move now. 


The rollout of video advertising for brands couldn"t come at a better time. 



Brands will be able to post videos to either their Company Page or Showcase page. Using LinkedIn"s Campaign Manager enables audience targeting via job title, industry, company name and more.


However, using LinkedIn"s Matched Audiences allows brands to take their targeting to the account level. You can create a list by uploading emails from current accounts if you want to target existing customers.


To target new accounts with your video ads, just upload a list of emails from the company CRM from prospects that are in the lead development stage. 


Then, track the results with LinkedIn"s built-in conversion tracking.


Like with any new LinkedIn product, it will be a tiered rollout with businesses gaining access over the coming weeks.

4 Things You Need to Accept About Millennials in the Workplace

If I had a dollar every time an older person said something disparaging about a Millennial, I"d be talking to you from my own private island. What I have found, is that working with them (or managing them) can be rewarding as long as you treat them accordingly.

For example, I understand that in managing Millennials I have to offer a flexible work schedule to accommodate their juggling act of responsibilities, such as continuing their education and pursuing entrepreneurial side projects. All employees have different skill sets to offer and work at differing paces, so if in 2018 you"re blanketing how you expect your coworkers to perform, you may be setting yourself up for failure.

A study of nearly 10,000 adults aged 18-67 by Ernest & Young Global Limited, shows that Millennials are having a harder time balancing work and life than their predecessors. It proves that Millennials are as almost twice as likely to have a spouse working at least full-time compared to Boomers. Baby Boomers and Generation Xers don"t actually work harder than Millennials, and studies are showing that younger generations really do face a more difficult time of balancing it all.

Here are three things that might surprise you about Millennials and their older colleagues. 

1. Baby Boomers are finally winding down.

Baby Boomers have the reputation for going at their work hard and fast, but there"s a season for everything and everyone. With Boomers born in the late 1940s to 1950s, they are retiring now. Even if they aren"t retiring, they are slowing down their careers to enjoy the beginning of their twilight years. In the meantime, Millennials are the ones that are hired to take their place. 

2. Millennials are great with technology.

You know that computer program or new app or gadget that"s been giving you trouble? The newer, the more high-tech, and the more out there something is, the better. They"ve grown up with this kind of technology, so they learn fast, and working these kinds of gadgets is just intuitive to them.

3. Millennials are energetic, and want to carve a place for themselves in the world.

Some people say that Millennials are entitled and don"t know the value of a dollar. Not so! The ones I have met are often go-getters who are ambitious, have dreams to pursue, and want to really make a difference. The way they see it, everything has already been said, written and done, so they want to do something different with their lives, even if that means working long hours for it.

Growing up with major FOMO (fear of missing out) has lit a proverbial fire under their butts to be successful enough to live their dreams. In true Millennial fashion, that"s the reason I decided to start my own company four years ago--to be able to afford a lifestyle that would allow me to travel the world and have free time.

4. Gen-Xers and Millennials are better adapted to problem solving.

Everyone has their strengths. While Baby Boomers are known for being independent, goal-oriented and competitive, Millennials are known for their skills in problem solving, technology use and management, and teamwork.

These may be all skills that their predecessors have too, but the reason why Gen X-ers are so great at them is because that was the focus of their education. They were taught to work in teams and they grew up with the technology that they now excel at.

I recall a time in my freshmen year of college when a professor didn"t take too kindly to me problem solving in my own way. One of the tasks on a test called for me to locate a folder on and save a file to it. Having grown up using computers I found a much quicker way to get the task done than by using his detailed instructions, which I patted myself on the back for.

However, the professor didn"t take too kindly to my doing things my own way, and actually deducted points from my final score for doing so. I was blown away, and explained to him that if anything I should earn bonus points for being more efficient and finding a better way to complete the work, which only made the situation worse. 

What this has led to, is my appreciation of employees who are able to think critically on their own and rewarding them for it. As a manager I know that I don"t have the answer to everything, and I look to my team to ensure that collectively we"re doing our best. Do not forget to consider the valuable traits of other employees as well as your team should be well rounded. Don"t get stuck with too many Chiefs and not enough Indians.
 


Tech

LinkedIn Just Launched Native Video Ads. Here's What it Means for Marketers

At least three users are suing Facebook over data collection. The reputation of the social media giant has taken a hit as the depths of the data collection missteps are now being fully revealed. All of this has left users angry and many advertisers a little wary about spending their money on the platform. 


But where can they turn to as an alternative choice for their advertising dollars?


LinkedIn made a move yesterday that could make it an attractive choice. LinkedIn announced that brands can now post a native video to their Company Pages and then run targeted ad campaigns.


The significance of this product release should not be underestimated, especially for B2B brands. Here"s why.


LinkedIn finally launched native video for individual users last August (they were the last major social platform to do so). It was a move that many experts at the time were saying came too late in the game. 


However, with many users having tremendous success with the reach and engagement on their videos on the platform; nobody is questioning the move now. 


The rollout of video advertising for brands couldn"t come at a better time. 



Brands will be able to post videos to either their Company Page or Showcase page. Using LinkedIn"s Campaign Manager enables audience targeting via job title, industry, company name and more.


However, using LinkedIn"s Matched Audiences allows brands to take their targeting to the account level. You can create a list by uploading emails from current accounts if you want to target existing customers.


To target new accounts with your video ads, just upload a list of emails from the company CRM from prospects that are in the lead development stage. 


Then, track the results with LinkedIn"s built-in conversion tracking.


Like with any new LinkedIn product, it will be a tiered rollout with businesses gaining access over the coming weeks.

Trump attacks Amazon, again, over U.S. postal rates

(Reuters) - U.S. President Donald Trump launched his second attack in a week on Amazon.com Inc on Saturday, accusing the world’s biggest online retailer of getting unfairly cheap rates from the U.S. Postal Service and not paying enough tax.

FILE PHOTO: The logo of Amazon.com Inc is seen in Sao Paulo, Brazil October 17, 2017. REUTERS/Paulo Whitaker/File Photo

Trump’s comments on Twitter reiterated criticisms he made on Thursday about the company. He may have been prompted by a report from news website Axios saying he was obsessed with Amazon and considering ways to rein in the company’s power, possibly with federal antitrust or competition laws.

Investor concerns about regulatory action sent Amazon shares down 3.3 percent over Wednesday and Thursday, knocking $ 24 billion off the company’s market value.

“While we are on the subject, it is reported that the U.S. Post Office will lose $ 1.50 on average for each package it delivers for Amazon. That amounts to Billions of Dollars,” Trump tweeted on Saturday.

A Citigroup analysis last year showed that if the U.S. Postal Service (USPS) reallocated costs to account for the growing volume of packages it delivers, it would cost $ 1.46 more to deliver each package. Federal regulators, which review contracts made by USPS, have not raised any issues with the terms of its contract with Amazon.

U.S. President Donald Trump arrives at Palm Beach International Airport, Florida, U.S. for the Easter weekend at Mar-a-Lago in Palm Beach March 29, 2018. REUTERS/Yuri Gripas

“If the P.O. ‘increased its parcel rates, Amazon’s shipping costs would rise by $ 2.6 Billion’,” Trump tweeted, although it was not clear what report he was citing. “This Post Office scam must stop. Amazon must pay real costs (and taxes) now!”

A White House spokeswoman said on Thursday the administration has no Amazon-related action at this time.

Trump also accused the Washington Post, owned privately by Amazon Chief Executive and founder Jeff Bezos, of being a “lobbyist” for Amazon.

The newspaper, a frequent target of Trump’s ire, won a Pulitzer Prize last year for its critical investigation of Trump’s donations to charities.

Amazon declined comment. The Washington Post did not immediately reply to a request for comment.

Reporting by Bill Rigby; Editing by Bill Trott


Tech

4 Things You Need to Accept About Millennials in the Workplace

If I had a dollar every time an older person said something disparaging about a Millennial, I"d be talking to you from my own private island. What I have found, is that working with them (or managing them) can be rewarding as long as you treat them accordingly.


For example, I understand that in managing Millennials I have to offer a flexible work schedule to accommodate their juggling act of responsibilities, such as continuing their education and pursuing entrepreneurial side projects. All employees have different skill sets to offer and work at differing paces, so if in 2018 you"re blanketing how you expect your coworkers to perform, you may be setting yourself up for failure.


A study of nearly 10,000 adults aged 18-67 by Ernest & Young Global Limited, shows that Millennials are having a harder time balancing work and life than their predecessors. It proves that Millennials are as almost twice as likely to have a spouse working at least full-time compared to Boomers. Baby Boomers and Generation Xers don"t actually work harder than Millennials, and studies are showing that younger generations really do face a more difficult time of balancing it all.


Here are three things that might surprise you about Millennials and their older colleagues. 


1. Baby Boomers are finally winding down.


Baby Boomers have the reputation for going at their work hard and fast, but there"s a season for everything and everyone. With Boomers born in the late 1940s to 1950s, they are retiring now. Even if they aren"t retiring, they are slowing down their careers to enjoy the beginning of their twilight years. In the meantime, Millennials are the ones that are hired to take their place. 


2. Millennials are great with technology.


You know that computer program or new app or gadget that"s been giving you trouble? The newer, the more high-tech, and the more out there something is, the better. They"ve grown up with this kind of technology, so they learn fast, and working these kinds of gadgets is just intuitive to them.


3. Millennials are energetic, and want to carve a place for themselves in the world.


Some people say that Millennials are entitled and don"t know the value of a dollar. Not so! The ones I have met are often go-getters who are ambitious, have dreams to pursue, and want to really make a difference. The way they see it, everything has already been said, written and done, so they want to do something different with their lives, even if that means working long hours for it.


Growing up with major FOMO (fear of missing out) has lit a proverbial fire under their butts to be successful enough to live their dreams. In true Millennial fashion, that"s the reason I decided to start my own company four years ago--to be able to afford a lifestyle that would allow me to travel the world and have free time.


4. Gen-Xers and Millennials are better adapted to problem solving.


Everyone has their strengths. While Baby Boomers are known for being independent, goal-oriented and competitive, Millennials are known for their skills in problem solving, technology use and management, and teamwork.


These may be all skills that their predecessors have too, but the reason why Gen X-ers are so great at them is because that was the focus of their education. They were taught to work in teams and they grew up with the technology that they now excel at.


I recall a time in my freshmen year of college when a professor didn"t take too kindly to me problem solving in my own way. One of the tasks on a test called for me to locate a folder on and save a file to it. Having grown up using computers I found a much quicker way to get the task done than by using his detailed instructions, which I patted myself on the back for.


However, the professor didn"t take too kindly to my doing things my own way, and actually deducted points from my final score for doing so. I was blown away, and explained to him that if anything I should earn bonus points for being more efficient and finding a better way to complete the work, which only made the situation worse. 


What this has led to, is my appreciation of employees who are able to think critically on their own and rewarding them for it. As a manager I know that I don"t have the answer to everything, and I look to my team to ensure that collectively we"re doing our best. Do not forget to consider the valuable traits of other employees as well as your team should be well rounded. Don"t get stuck with too many Chiefs and not enough Indians.
 

4 Things You Need to Accept About Millennials in the Workplace

If I had a dollar every time an older person said something disparaging about a Millennial, I"d be talking to you from my own private island. What I have found, is that working with them (or managing them) can be rewarding as long as you treat them accordingly.


For example, I understand that in managing Millennials I have to offer a flexible work schedule to accommodate their juggling act of responsibilities, such as continuing their education and pursuing entrepreneurial side projects. All employees have different skill sets to offer and work at differing paces, so if in 2018 you"re blanketing how you expect your coworkers to perform, you may be setting yourself up for failure.


A study of nearly 10,000 adults aged 18-67 by Ernest & Young Global Limited, shows that Millennials are having a harder time balancing work and life than their predecessors. It proves that Millennials are as almost twice as likely to have a spouse working at least full-time compared to Boomers. Baby Boomers and Generation Xers don"t actually work harder than Millennials, and studies are showing that younger generations really do face a more difficult time of balancing it all.


Here are three things that might surprise you about Millennials and their older colleagues. 


1. Baby Boomers are finally winding down.


Baby Boomers have the reputation for going at their work hard and fast, but there"s a season for everything and everyone. With Boomers born in the late 1940s to 1950s, they are retiring now. Even if they aren"t retiring, they are slowing down their careers to enjoy the beginning of their twilight years. In the meantime, Millennials are the ones that are hired to take their place. 


2. Millennials are great with technology.


You know that computer program or new app or gadget that"s been giving you trouble? The newer, the more high-tech, and the more out there something is, the better. They"ve grown up with this kind of technology, so they learn fast, and working these kinds of gadgets is just intuitive to them.


3. Millennials are energetic, and want to carve a place for themselves in the world.


Some people say that Millennials are entitled and don"t know the value of a dollar. Not so! The ones I have met are often go-getters who are ambitious, have dreams to pursue, and want to really make a difference. The way they see it, everything has already been said, written and done, so they want to do something different with their lives, even if that means working long hours for it.


Growing up with major FOMO (fear of missing out) has lit a proverbial fire under their butts to be successful enough to live their dreams. In true Millennial fashion, that"s the reason I decided to start my own company four years ago--to be able to afford a lifestyle that would allow me to travel the world and have free time.


4. Gen-Xers and Millennials are better adapted to problem solving.


Everyone has their strengths. While Baby Boomers are known for being independent, goal-oriented and competitive, Millennials are known for their skills in problem solving, technology use and management, and teamwork.


These may be all skills that their predecessors have too, but the reason why Gen X-ers are so great at them is because that was the focus of their education. They were taught to work in teams and they grew up with the technology that they now excel at.


I recall a time in my freshmen year of college when a professor didn"t take too kindly to me problem solving in my own way. One of the tasks on a test called for me to locate a folder on and save a file to it. Having grown up using computers I found a much quicker way to get the task done than by using his detailed instructions, which I patted myself on the back for.


However, the professor didn"t take too kindly to my doing things my own way, and actually deducted points from my final score for doing so. I was blown away, and explained to him that if anything I should earn bonus points for being more efficient and finding a better way to complete the work, which only made the situation worse. 


What this has led to, is my appreciation of employees who are able to think critically on their own and rewarding them for it. As a manager I know that I don"t have the answer to everything, and I look to my team to ensure that collectively we"re doing our best. Do not forget to consider the valuable traits of other employees as well as your team should be well rounded. Don"t get stuck with too many Chiefs and not enough Indians.
 

4 Things You Need to Accept About Millennials in the Workplace

If I had a dollar every time an older person said something disparaging about a Millennial, I"d be talking to you from my own private island. What I have found, is that working with them (or managing them) can be rewarding as long as you treat them accordingly.


For example, I understand that in managing Millennials I have to offer a flexible work schedule to accommodate their juggling act of responsibilities, such as continuing their education and pursuing entrepreneurial side projects. All employees have different skill sets to offer and work at differing paces, so if in 2018 you"re blanketing how you expect your coworkers to perform, you may be setting yourself up for failure.


A study of nearly 10,000 adults aged 18-67 by Ernest & Young Global Limited, shows that Millennials are having a harder time balancing work and life than their predecessors. It proves that Millennials are as almost twice as likely to have a spouse working at least full-time compared to Boomers. Baby Boomers and Generation Xers don"t actually work harder than Millennials, and studies are showing that younger generations really do face a more difficult time of balancing it all.


Here are three things that might surprise you about Millennials and their older colleagues. 


1. Baby Boomers are finally winding down.


Baby Boomers have the reputation for going at their work hard and fast, but there"s a season for everything and everyone. With Boomers born in the late 1940s to 1950s, they are retiring now. Even if they aren"t retiring, they are slowing down their careers to enjoy the beginning of their twilight years. In the meantime, Millennials are the ones that are hired to take their place. 


2. Millennials are great with technology.


You know that computer program or new app or gadget that"s been giving you trouble? The newer, the more high-tech, and the more out there something is, the better. They"ve grown up with this kind of technology, so they learn fast, and working these kinds of gadgets is just intuitive to them.


3. Millennials are energetic, and want to carve a place for themselves in the world.


Some people say that Millennials are entitled and don"t know the value of a dollar. Not so! The ones I have met are often go-getters who are ambitious, have dreams to pursue, and want to really make a difference. The way they see it, everything has already been said, written and done, so they want to do something different with their lives, even if that means working long hours for it.


Growing up with major FOMO (fear of missing out) has lit a proverbial fire under their butts to be successful enough to live their dreams. In true Millennial fashion, that"s the reason I decided to start my own company four years ago--to be able to afford a lifestyle that would allow me to travel the world and have free time.


4. Gen-Xers and Millennials are better adapted to problem solving.


Everyone has their strengths. While Baby Boomers are known for being independent, goal-oriented and competitive, Millennials are known for their skills in problem solving, technology use and management, and teamwork.


These may be all skills that their predecessors have too, but the reason why Gen X-ers are so great at them is because that was the focus of their education. They were taught to work in teams and they grew up with the technology that they now excel at.


I recall a time in my freshmen year of college when a professor didn"t take too kindly to me problem solving in my own way. One of the tasks on a test called for me to locate a folder on and save a file to it. Having grown up using computers I found a much quicker way to get the task done than by using his detailed instructions, which I patted myself on the back for.


However, the professor didn"t take too kindly to my doing things my own way, and actually deducted points from my final score for doing so. I was blown away, and explained to him that if anything I should earn bonus points for being more efficient and finding a better way to complete the work, which only made the situation worse. 


What this has led to, is my appreciation of employees who are able to think critically on their own and rewarding them for it. As a manager I know that I don"t have the answer to everything, and I look to my team to ensure that collectively we"re doing our best. Do not forget to consider the valuable traits of other employees as well as your team should be well rounded. Don"t get stuck with too many Chiefs and not enough Indians.
 

4 Things You Need to Accept About Millennials in the Workplace

If I had a dollar every time an older person said something disparaging about a Millennial, I"d be talking to you from my own private island. What I have found, is that working with them (or managing them) can be rewarding as long as you treat them accordingly.


For example, I understand that in managing Millennials I have to offer a flexible work schedule to accommodate their juggling act of responsibilities, such as continuing their education and pursuing entrepreneurial side projects. All employees have different skill sets to offer and work at differing paces, so if in 2018 you"re blanketing how you expect your coworkers to perform, you may be setting yourself up for failure.


A study of nearly 10,000 adults aged 18-67 by Ernest & Young Global Limited, shows that Millennials are having a harder time balancing work and life than their predecessors. It proves that Millennials are as almost twice as likely to have a spouse working at least full-time compared to Boomers. Baby Boomers and Generation Xers don"t actually work harder than Millennials, and studies are showing that younger generations really do face a more difficult time of balancing it all.


Here are three things that might surprise you about Millennials and their older colleagues. 


1. Baby Boomers are finally winding down.


Baby Boomers have the reputation for going at their work hard and fast, but there"s a season for everything and everyone. With Boomers born in the late 1940s to 1950s, they are retiring now. Even if they aren"t retiring, they are slowing down their careers to enjoy the beginning of their twilight years. In the meantime, Millennials are the ones that are hired to take their place. 


2. Millennials are great with technology.


You know that computer program or new app or gadget that"s been giving you trouble? The newer, the more high-tech, and the more out there something is, the better. They"ve grown up with this kind of technology, so they learn fast, and working these kinds of gadgets is just intuitive to them.


3. Millennials are energetic, and want to carve a place for themselves in the world.


Some people say that Millennials are entitled and don"t know the value of a dollar. Not so! The ones I have met are often go-getters who are ambitious, have dreams to pursue, and want to really make a difference. The way they see it, everything has already been said, written and done, so they want to do something different with their lives, even if that means working long hours for it.


Growing up with major FOMO (fear of missing out) has lit a proverbial fire under their butts to be successful enough to live their dreams. In true Millennial fashion, that"s the reason I decided to start my own company four years ago--to be able to afford a lifestyle that would allow me to travel the world and have free time.


4. Gen-Xers and Millennials are better adapted to problem solving.


Everyone has their strengths. While Baby Boomers are known for being independent, goal-oriented and competitive, Millennials are known for their skills in problem solving, technology use and management, and teamwork.


These may be all skills that their predecessors have too, but the reason why Gen X-ers are so great at them is because that was the focus of their education. They were taught to work in teams and they grew up with the technology that they now excel at.


I recall a time in my freshmen year of college when a professor didn"t take too kindly to me problem solving in my own way. One of the tasks on a test called for me to locate a folder on and save a file to it. Having grown up using computers I found a much quicker way to get the task done than by using his detailed instructions, which I patted myself on the back for.


However, the professor didn"t take too kindly to my doing things my own way, and actually deducted points from my final score for doing so. I was blown away, and explained to him that if anything I should earn bonus points for being more efficient and finding a better way to complete the work, which only made the situation worse. 


What this has led to, is my appreciation of employees who are able to think critically on their own and rewarding them for it. As a manager I know that I don"t have the answer to everything, and I look to my team to ensure that collectively we"re doing our best. Do not forget to consider the valuable traits of other employees as well as your team should be well rounded. Don"t get stuck with too many Chiefs and not enough Indians.