Direct selling has become an increasingly popular avenue for individuals to start their own businesses and earn income. To gain a comprehensive understanding of the perceptions surrounding direct selling, the Direct Sales Generational Engagement Study was conducted by Bridgehead Collective and carried out by The Center for Generational Kinetics, led by President Jason Dorsey.

In this first-of-its-kind study, Bridgehead Collective chose to partner with the Center for Generational Kinetics, which has led more than 100 research studies in all major industries. Their seminal annual study, The State of Gen Z, formed the basis for the best-selling book, ZConomy and has been consistently featured in national and global media including The Wall Street Journal, New York Times, CNN and many more.

I set out to discover America’s perceptions of entrepreneurship, the gig economy and—more pointedly—direct selling. Statistical significance was of ultimate importance in this analysis, so the study represents a wide-sweeping sample that is reflective of America, with an equitable mix of genders, demographics, employment status, education levels and location that allows for a 97 percent confidence level. This study aimed to explore the attitudes, motivations, limitations and beliefs about starting a business in America, as well as uncover perceptions of direct selling, recruiting strategies, onboarding methods, distributor retention and preferred payment structures.

We designed the study to provide actionable insights across 10 key categories:

• Perception of Industry and Channel
• Recruiting and Prospecting
• Motivations and Decision Criteria
• Onboarding and Getting Started
• Training
• Compensation and Value Proposition
• Recognition
• Incentive Trips and Events
• Retention
• Duplication and Role of Team Building

In this series, we are digging deeper into each of these categories, focusing this month on all things related to Recognition.

Last month highlighted one of the more shocking findings of the study related to compensation—particularly how we market and present the “size” of the income opportunity. The most critical actionable insight was that when it comes to compensation, you really need to have targeted messages depending on your audience as not only do you risk not appealing to the right generation, but there is significant risk associated with turning them off irreparably.

When it comes to recognition, the consequences of “getting it wrong” might not be so dire, but this category represents MASSIVE upside when we can get it right. Interestingly, the differences between men and women were just as stark as the differences between generations.

But let’s start with what we mean when we talk about “Recognition.” For the purposes of this study, recognition was really explored under the umbrella of “Motivations.” Meaning, we examined all the programs, communication, celebration and incentives that would most likely resonate for direct sellers to join, stay and thrive with direct selling companies.

The ultimate goal here was to divine what specific things we could employ to help each generation maximize our compensation plans by moving up in leadership and improve retention by having a cohesive, aligned set of programs and incentives that all work together to inspire your sellers to keep going.

If you follow this series or my podcast, you know how passionate I am about retention, often referring to it as the holy grail of our industry. Turns out, this study revealed all kinds of insights that we have been helping companies employ to specifically drive retention (with awesome results, BTW!).

The Gifts that Keep on Giving

The way we phrased the first question speaks to this retention issue. We asked all participants:

What would absolutely convince you to stay at a direct selling business after the first three months?

This question served two purposes, and we covered some of the results in our last installment about compensation. As you may remember…the first answer was definitely crafted by Captain Obvious himself (we’re all pretty sure he’s a guy, right?). Number one answer on the board—with 55 percent ranking it as their #1 answer—getting paid.

Repeat after me: duh!

But starting with the second answer things start to get REALLY interesting.

For Gen Z, the belief that they are part of a cause or a company that is creating change in the world would “absolutely convince” them to stay with a company. Absolutely convince. And this is in their FIRST THREE MONTHS.

Now, I can already hear so many of you saying to yourselves…believe in a cause? That’s not recognition. That’s an entirely different segment of our events. That’s not even part of the sales and recognition team.

Precisely. But perhaps it should be.

As we move to the Action Item portion of the article, here is your first Action Item. Since I feel like we are having a conversation now, I know what you’re thinking: ”Heather, wasn’t this very thing an action item last month? Didn’t you already advise us to tell our charitable story early, proudly and often?”

Yes. Yes, I did. That should tell you how powerful this topic is…it makes the action list for MULTIPLE categories.

Action Item: Completely rethink the role that your mission and charitable cause has in your field recognition program, making your field leaders the hero of the story, not the company.

What do I mean by that? So many of us talk about our cause, our mission, our impact, our accomplishments that we are making as a way of touting the company. Making sure we are telling others how amazing “the company” is.

What if we flip that script? What if the impact that we are making is instead framed through the lens of our field leaders. What THEY are doing to effect change. How many children THEY have fed. How many carbon units THEY have offset. How many bottles THEY have kept out of landfills. How many natural disaster victims THEY have helped.

What if we sent them a snapshot each year, Spotify Wrapped style, that pulled their specific stats and showed them the difference they were making in the world? What if that was one of your recognition categories on your monthly conference calls, social posts and annual events?

If you are targeting Gen Z or Younger Millennials, you may be incredibly surprised at the loyalty, passion and energy this change can make. And when it comes to retention—nothing is stickier than the belief that YOU matter.

Be Better, Not Boring

When you look at some of the more traditional elements of recognition that we employ in our companies, the bottom line is that most of the historical ways we recognize people, the next generations find…well…boring.

Less than 25 percent of Gen Z and Younger Millennials said that “Mentions on the Company Social Media Pages” or “Being Recognized at a Regional or National Event” would make them feel valued.

That’s not a lot, given how much time energy and expense we put into all of those…especially event recognition. So, if the question is “why,” the answer is two-fold.

One, it’s just not as cool as it once was. The next generations are increasingly looking for things that benefit their families; their communities; and the lives they are building. They are not looking externally for affirmation nearly as much as the older generations. As a commentary on society, awesome! But this shift certainly requires a few pivots as far as our recognition budgets are concerned.

But what’s the second reason? How Insta-Worthy the experience is! The what-used-to-be-ubiquitous pictures on social from all our events: walking across stage; waving flags; getting jewelry, flowers or whatever else—feel like relics from another era. What used to be Facebook fodder is considered cringeworthy by younger generations.

What do they want instead? Experiences. Moments. Magical moments that elevate their personal brand. They want to expose their community of followers to things they haven’t seen; places they haven’t been; and experiences they haven’t had.

We see that from the anecdotal comments from the study as well as the data. The study showed that two of the top three things that would make younger generations feel valued:

• Getting to Go on a Trip to Somewhere Fun and Bring a Guest
• Tickets to Events or Experiences (Concerts, Sporting Events, etc.)

These combined represent the top choice for 69 percent of all generations and 91 percent of Gen Z and Millennials.

Action Item: Scrub those recognition budgets. Reallocate as much as you possibly can to things that are experiential in nature.

So what does that mean in practice? Take a look at all those programs that you have (that used to be super successful) and re-frame them. For example, do you have a “pin program” or something similar where your leaders can earn different rank advancement jewelry, pins, necklaces, watches or jewels embedded in things that denote achievement?

We’ve all been there—and the OGs in our field will never be shy about telling us how much and how hard and how long they worked to get that next thing! Just so they could show it off. But that just doesn’t work anymore. And all too often we feel like these programs are foundational—a part of our culture and history—so it almost feels sacrilegious to think about abandoning them.

It’s not. They were created for a specific moment in time. And they worked. Now they don’t. It’s OK to change.

What if the thing they were working to “complete” or “achieve” were figurative (or literal) passport stamps. How many different states can they earn weekend retreats in? How many different countries can they see because of your company? How many different concerts? Super Bowls, the World Series…whatever it is…keep the “collection” in place—just swap out the elements for things that will resonate even more with today’s seller. And worried about those events? Still recognize…but highlight those achievements instead.

The love language of the younger generation is firmly rooted in experiences. Experiences that enrich their lives and—most importantly—that photograph beautifully. Because if you can’t share it on Instagram…did it really happen?

So that covers the first part of recognition and what makes tomorrow’s sellers feel valued, celebrated and will make them want to stay forever. Please look out for the next article where we jump into all things promotional. What works? What doesn’t? How much is too much? Each generation, as they say, has big feelings on this issue. Can’t wait to share them with you.

WANT TO KNOW HOW ATTRACTIVE YOUR COMPANY IS TO EACH GENERATION? Schedule your Generational Attraction Assessment today, complimentary for DSN Gold and Platinum Supporters.

With 20+ years of cross-functional experience in direct selling, Heather Chastain brings a solid understanding of sales, marketing, technology, manufacturing, operations and C-Suite challenges as well as a strong collaborative and relational style of leadership to the table. Heather has held executive roles at Shaklee, Arbonne International, Celebrating Home and BeautiControl. Heather also serves as the Strategic Advisor at DSN and is the Founder & Chief Executive Officer of Bridgehead Collective.

From the January/February 2024 issue of Direct Selling News magazine.

The post GENERATIONAL INSIGHTS / Recognition first appeared on Direct Selling News.

Direct selling has become an increasingly popular avenue for individuals to start their own businesses and earn income. To gain a comprehensive understanding of the perceptions surrounding direct selling, the Direct Sales Generational Engagement Study was conducted by Bridgehead Collective and carried out by The Center for Generational Kinetics, led by President Jason Dorsey.

In this first-of-its-kind study, Bridgehead Collective chose to partner with the Center for Generational Kinetics, which has led more than 100 research studies in all major industries. Their seminal annual study, The State of Gen Z, formed the basis for the best-selling book, ZConomy and has been consistently featured in national and global media including The Wall Street Journal, New York Times, CNN and many more.

I set out to discover America’s perceptions of entrepreneurship, the gig economy and—more pointedly—direct selling. Statistical significance was of ultimate importance in this analysis, so the study represents a wide-sweeping sample that is reflective of America, with an equitable mix of genders, demographics, employment status, education levels and location that allows for a 97 percent confidence level. This study aimed to explore the attitudes, motivations, limitations and beliefs about starting a business in America, as well as uncover perceptions of direct selling, recruiting strategies, onboarding methods, distributor retention and preferred payment structures.

We designed the study to provide actionable insights across 10 key categories:

• Perception of Industry and Channel
• Recruiting and Prospecting
• Motivations and Decision Criteria
• Onboarding and Getting Started
• Training
• Compensation and Value Proposition
• Recognition
• Incentive Trips and Events
• Retention
• Duplication and Role of Team Building

In this series, we are digging deeper into each of these categories, focusing this month on all things Compensation and Value Proposition.

As we shared consistently throughout this series, the news surrounding all generations is that EACH is radically different in how they want to be prospected, talked to and approached about direct selling opportunities. We have highlighted that a “One-Size-Fits-All” approach simply doesn’t work anymore, and that insight continues when it comes to compensation plans and the overall value proposition that each generation sees in direct selling.

Money Changes Everything

Last month highlighted the methods, channels and types of training preferred by each generation. The stand-out insight was the need for a clear, simple roadmap for success. Something that outlines the prescriptive steps to take—but not in any way taking away from the authenticity and spontaneity of a successful direct seller.

The insights we gleaned around compensation were likely the most shocking to me. I mean—really—of all the things I thought each generation could agree on, money would have been at the top of my list. How complicated is money?
The more, the better, right?

Not necessarily.

But let’s start first with what each generation does agree on. We chose to structure this part of the study around what each generation would need to feel like their experience with direct selling was “worth it.” We chose this language because it speaks both to overall satisfaction as well as a judgement on reward vs. effort, a key to retention.

The first question we asked was around what would absolutely convince them to stay at a direct selling business after the first three months. As you might expect…all generations agreed that the number one reason (by a landslide) was getting paid and receiving money in my account.

But what was surprising was when you start to dig into the second and third choices. That’s where the generations diverge in a practical AND philosophical way.

Lending a Helping Hand

Our youngest respondents, Gen Z (18-26), shared that the belief that they are part of a cause or movement would absolutely convince them to stay at a direct selling business after the first three months. The vast majority of this audience listed this reason as the #2 or #3 for their loyalty.

Action Item: Let your charitable light shine. So many of us have great causes at the heart of what we do, and there are entire articles to be written about the collective impact our channel has around the world. But how much do we emphasize this to our newest representatives? Before you skim to the next paragraph after mentally checking this one off in your mind as an “of course we do”….you might want to check!

We did a blind sample of 15 top direct selling companies last July—all of whom have donated more than $1,000,000 to causes they care about. Only two of them shared any information with us as part of the join flow, starter kit, welcome messages, getting started, onboarding or recognition in the first 90 days. Only two. Ensure that you are promoting your cause; celebrating the successes; and showing new folks how they can easily get involved, sooner rather than later!

Show Me the Money

So…what about our Gen Xers and Older Millennials? Well…they had a more practical affirmation for their #2 and #3 things that would absolutely convince them to stay….and it had to do with proof.

Eighty-four percent of Gen Xers reported that seeing the product or service work in their own life was a critical element to their ability to continue to represent a brand. That’s significant—and significantly more than their younger counterparts.

Action Item: Survey new representatives in the Older Millennial and Gen X category within 90 days of joining to ensure they are seeing and feeling the benefit of the product in their own lives! Sounds simple but think how powerful it is.

I’m talking one question—via text—sent asking for a scale of 1-10. Think what you could learn. Those that are 6-10 are happy with the product? You’ve just reminded them of that fact. For those who enter 1-5, think of the incredible opportunity you now have to reach out; show them how much you care; how much you believe in your product; and how important their experience is to you. And if you’re feeling under-resourced—utilize AI tools to save some execution time.

Okay, so that’s the start of the value proposition—what would convince me to stay? Again, while divided on the second and third choices…all generations were united in their declaration that money topped the list.

How much money? That’s where it gets REALLY interesting.

The Magic Numbers

Radical differences emerged when we asked all respondents “how much money would you have to make per month in direct selling to absolutely convince you that it’s worth it.” Me, in all my Gen X smugness, was pretty sure I knew the answer. After all, I’ve long preached that “if the number you’re talking about doesn’t have a comma in it, it’s not a big enough number.”

Well, turns out I was right…but not for everyone. Not by a long shot.

Older generations are significantly more likely than younger generations to believe direct selling is worth it if they make $1,000 or more per month, but younger generations are significantly more likely than older generations to be convinced that direct selling is worth it if they make between $250-$499.

That’s it. Between $250-$499 is the sweet spot for them—vastly different than reflected in the older generations.

Further digging into the data shows that when you talk about an income opportunity of more than $1,000 per month, especially early in the business, younger generations are more than just nonplussed…they are turned off. Their “scam-dar” goes up, and they can’t get to YouTube fast enough to search “Is insertyourcompanynamehere a scam?” And guess what they find then? Nothing good. Don’t look, it will just depress you.

Action Item: Tone all discussion of income down. Way, way down. Phrases like “supplemental income” are your friends. There is no need to give anything other than a realistic picture of what they can reasonably expect to earn in their first few months…along with, of course, a fair picture of the significant effort that they will have to put forth to achieve it.

We only have things to be proud of here, fellow direct sellers! Really. Not only is a modest discussion of income—paid only through the sales of products to end customers—the gold standard of compliance right now, it has the added benefit of being the right thing to do and the shining prize of also being EXACTLY what the next generations want to hear.

What’s in It for Me?

And make no mistake the next generations are looking for additional income opportunities no matter how big or small. Throwback stat from the first in this series: 76 percent of all Americans would like to own their own businesses in the next three years.

In fact, 83 percent of those reported they would choose direct selling if they knew they could make $500 of extra income each month. Imagine if your conversion rates were 83 percent? Your retention rates? That would be needle-moving action—and all for just being transparent, realistic and honest at every opportunity.

Wow Stat: 83 percent of Americans would get involved in direct selling if they knew they could make $500 of extra income each month.

So we’ve established that money is the primary driver—not empty promises of too much money—just a reasonable amount of income for a reasonable amount of effort. But compensation is so much more than just the calculations of overrides and commissions. We have long known the power of using cash bonuses, gifts, travel, experiences and other goodies to round out the full compensation package to ensure each of our sellers feels motivated and inspired each month.

Thank You Very Much

This study probed into exactly what types of performance incentives would make them feel most valued. The top three had a wide margin of victory over all other choices.

There is a really interesting distinction. Cash bonuses for a goal-based incentive trumped “consistent and predictable selling percentage” as a topper!

Action Items: Take a look at the front end of your compensation plan. Is there a simple and easy way to break up your initial selling commission into a combination of flat selling percentage and cash bonuses for milestone achievement? A change here may be simpler and easier than you think and could help you tap into this timely and powerful motivator. Next, trips are increasingly table stakes. Ensure you aren’t overlooking the value of trips and experiences if you don’t already have them in place. And if you do, make sure you are making recognition hay out of it.

Too often, our trips become like wallpaper—rarely commented on during the actual earning period. Make sure you don’t get complacent with promotion of your incentive trips (especially if the earning period is over a year) and ensure that you are keeping those Instagram-able experiences front and center with your field. Remember…it’s only a big deal if we make it a big deal.

So that covers the compensation and “what makes it worth it.” Next month we jump into all things recognition. Bored with your recognition? Most of your field leaders are, too. We’ll share what is really motivating each generation.

WANT TO KNOW HOW ATTRACTIVE YOUR COMPANY IS TO EACH GENERATION? Schedule your Generational Attraction Assessment today, complimentary for DSN Gold and Platinum Supporters.

With 20+ years of cross-functional experience in direct selling, Heather Chastain brings a solid understanding of sales, marketing, technology, manufacturing, operations and C-Suite challenges as well as a strong collaborative and relational style of leadership to the table. Heather has held executive roles at Shaklee, Arbonne International, Celebrating Home and BeautiControl. Heather also serves as the Strategic Advisor at DSN and is the Founder & Chief Executive Officer of Bridgehead Collective.

From the December 2023 issue of Direct Selling News magazine.

The post GENERATIONAL INSIGHTS / Compensation first appeared on Direct Selling News.

The project will be held at the Young Living Lavender Farm and Distillery in Mona, Utah and the Skyrider Wilderness Ranch in Tabiona, Utah to investigate the chemical profiles of different populations of milkweed. Specifically, this study will examine the different cardiac glycosides, or cadenolides, in milkweed, which is the monarch butterfly’s source of food and protection from predators. Scientists will collect data about butterfly populations, including eggs and larvae on leaves.   

“As stewards of the earth, we work to achieve our ambitious conservation, preservation, and restoration goals,” Wilson said. “We hope that the findings from our dedicated team of scientists will aid the larger scientific community in further conservation of the monarch butterfly.”   

The post Young Living Supports Pollinator Conservation with New Monarch Butterfly Project   first appeared on Direct Selling News.

In a new study commissioned by Herbalife, which surveyed 2,000 Americans and 6,500 international participants in 9 countries, almost half of Americans (40%) reported turning to side hustles or other forms of supplemental income to help pay their bills or provide flexible income. Of those working side hustles, 48% said they did so solely to make ends meet, 29% wanted a disposable income, 28% needed help with the rising cost of living and 25% wanted to be less reliant on a single source of income. 

Millennials were found to be the generation most likely to have a side hustle (66%) and also most likely to find it difficult to pay for necessities with their current financial situation (41%).  Less than half of Baby Boomers (40%) have turned to side hustles and only (13%) find it difficult to pay for their necessities. 

“The rising cost of living is causing Americans to fall behind on their monthly bills,” said Humbi Calleja, Herbalife Vice President and General Manager for North America. “More people are turning to direct selling opportunities to ease the financial strain.”

The post New Study Shows 40% of Americans Are Working Side Hustles  first appeared on Direct Selling News.

Upwork’s 2022 Freelance Forward study found that 39% of the U.S. workforce, or 60 million Americans, worked in a freelancing role during 2022, an all-time high. Of all generations, Gen Z and Millennials were the most active in this category, but perceptions around freelancing are changing, with 73% viewing it positively, which may give more members of older generations permission in the coming years to explore it as well. 

Most freelancers (51%) worked in knowledge service professions, like computer programming and consulting, and this career path is increasingly becoming the route for the most educated. More than a quarter of U.S. freelancers have a postgraduate degree or higher, but the survey illustrated that freelancing is becoming “a more appealing career choice regardless of qualification level.”  What’s the biggest draw for workers switching to freelancing? Additional income (83%), schedule flexibility (73%), taking control of their financial future (72%) and being their own boss (70%) topped the list for motivation. Satisfaction is also driving this shift. More than two-thirds of freelancers report feeling optimistic about their job opportunities, feel more stimulated and report being happier as a freelancer than they were at a traditional job. What’s more, all of this work-life balance is resulting in greater health and wellbeing for freelancers, 73% of whom report that they have more opportunity to address their personal, mental or physical health needs, and 64% report stronger personal relationships because they can better support their family. 

The post New Study Finds 60 Million Americans Freelanced in 2022  first appeared on Direct Selling News.

Because of this, 72% of Millennials report planning to set professional resolutions, particularly wanting to improve their work-life balance (34%) and make new connections (33%), while Gen Z is most focused on growing their skills and education (29%). Regardless of age, everyone is looking for a raise amid rising inflation and cost of living, with the average worker seeking a 32% increase in their salary in 2023. 

“With a changing workforce, we may see more people looking to set goals next year to advance their professional lives, whether that is continuing their education, earning a promotion, or pivoting career paths,” said Pamela Toney, CSU Global President. “Intentionally framing goals on your career aspirations in the new year may prove to be more approachable and fulfilling and provide lasting effects long after the year is complete. Education is a great way to open doors to new career and promotional opportunities.” 

The post Nearly a Quarter of Americans Are Unhappy with their Careers  first appeared on Direct Selling News.

Most workers dream of fully-funded retirements that allow for travel, hobbies and time with loved ones, but only 24% of workers across all demographics report feeling “very confident” that they will be able to retire with a comfortable lifestyle. In fact, 58% of workers expect to work at least part-time even into retirement. 

Financial stability in retirement will require a concerted effort to improve the retirement system on a government level, starting with affordable out-of-pocket healthcare costs, prescription drugs and long-term care options, but supplementing incomes through legitimate business opportunities and side hustles could be the answer the American worker has been looking for. 

The post Retirement Is Out of Reach for Most Workers  first appeared on Direct Selling News.

“Skin dryness, fine lines and wrinkles, red spots, red vasculature, and porphyrin count are common indicators of skin health and beauty,” said 4Life Senior Vice President of Marketing Kelly Bellerose. “In this study, our äKwä Skincare System users expressed significant improvement in facial moisture, red spot count, red vascular count, and porphyrin in comparison to the control group.” 

The post 4Life Clinical Study Shows äKwä Skincare System Effectiveness  first appeared on Direct Selling News.

This awareness and engagement span all generations. Millennials showed the greatest awareness of the metaverse, but all ages reported planning to incorporate it into their daily lives. Gen Z and Millennials say that they expect to spend almost five hours each day in the metaverse within the next five years, and older generations reported similar sentiments—with Gen X expecting to spend almost four hours and Baby Boomers expecting to spend almost two hours each day in the metaverse. This trend is primarily driven by convenience, connection and entertainment.  

Consumers point to identity as another strong driver of their use of the metaverse. Younger users describe their involvement in the metaverse as reinforcing their own sense of self-identification and individuality. About half of Gen Z and Millennial survey participants said their virtual identity is simply an extension of their physical identity, and believe their online friendships can be as strong as their real-life relationships. 

With this feeling of ease online, Millennials are the biggest spenders in the metaverse, purchasing digital assets like in-game purchases and virtual real estate. For brands, this means an opportunity to meet customers in a new way. In fact, two-thirds of those surveyed said “they would be excited to engage in a digital experience with their favorite brands.” During these metaverse adventures, more than half of people who attend virtual lifestyle and luxury events say it gave them a positive shift in their brand perception. 

McKinsey states that “the metaverse is the future, not a fad.” As the metaverse rapidly expands and becomes a place where all generations like to linger and, ultimately, spend money, brands should be taking steps now to outline the metaverse strategies their company will use to engage customers in new ways to purchase and play online. 

The post Study Shows Americans Are Ready to Embrace the Metaverse  first appeared on Direct Selling News.

According to the study, Gen Z has 86% less purchasing power today than the Baby Boomer generation had in their twenties. The cost of public and private school tuition has risen by 310% and 245%, respectively, since the 1970s, and gas costs Gen Z and Millennial drivers 57% more per gallon of gas than Baby Boomers experienced in their twenties. 

Even adjusted for inflation, the median home price in 2022 is nearly double what it was in 1970. And for those who choose to rent instead, the news isn’t much better. Median rent has increased 150% since 1970. Even when housing prices dipped during the Great Recession, median rent did not. The result is a generation of young professionals who spend an inordinate amount of their income on rent, making saving for an increasingly expensive home an even greater challenge. 

There are also external pressures that the study examined but couldn’t truly quantify, including how the world is just more expensive than it was in the seventies. To keep up with jobs and daily life today, it’s almost a necessity to have an expensive cell phone and internet service. And as the price of those high-end goods continue climbing, incomes remain relatively stagnant. The average consumer price index (CPI) has risen over 500% since 1970. During that same time, wages increased by only 80%. 

Today’s average income simply can’t keep up with the cost of living, and the data shows that the youngest generations of consumers are struggling to make purchase that are typical for their stage of life.  

The post Today’s Youngest Generation Has 86% Less Purchasing Power than Baby Boomers Did at their Age  first appeared on Direct Selling News.