1) Small businesses make up a significant part of the US economy, employing over 120 million people. However, about 50% of small businesses fail within the first 4 years.
2) Common problems that small businesses struggle with include not properly identifying the root causes of issues, mismanaging employees, poor marketing and sales strategies, and cash flow problems.
3) Using a business coach can help small business owners address challenges, prioritize goals, and implement practical solutions to help their business thrive rather than just survive.
Unlocking Workforce Engagement: The Critical Business Issue of the Decade James Sillery
Presented at Workforce Engagement, September 18, 2013
With today’s global economy dependent on people and their knowledge, skills and commitment, companies need to fully engage their workforce to be successful. The challenge is enormous. Demographics suggest critical talent shortages across industries and geographies. At the same time, we are experiencing record levels of employee disengagement. It has become the critical business issue of the decade. The company can effectively engage its workforce can create a significant competitive advantage going forward.
Human Resource professionals are positioned to play a key role in workforce engagement. In this presentation, you’ll hear specific strategies and tools for developing human capital solutions that are needed to unlock workforce engagement. We will provide participants with an understanding of concepts like behavioral economics, perceived values and amplified voices. As a result, participants will leave the presentation with specific actionable items that they can bring back to their workplace to immediately begin to drive cost effectiveness, improve productivity and increase company performance.
Entrepreneurs are the mythic heroes of our economy. We relish retelling the stories of superstar entrepreneurs such as Steve Jobs, Biz Stone, and Debbi Fields. But are they typical? Most new businesses stay small and don’t change the world (at least, not all by themselves).
Let’s start with a 360° view of what a “typical” new business looks like, according to our research.
Unlocking Workforce Engagement: The Critical Business Issue of the Decade James Sillery
Presented at Workforce Engagement, September 18, 2013
With today’s global economy dependent on people and their knowledge, skills and commitment, companies need to fully engage their workforce to be successful. The challenge is enormous. Demographics suggest critical talent shortages across industries and geographies. At the same time, we are experiencing record levels of employee disengagement. It has become the critical business issue of the decade. The company can effectively engage its workforce can create a significant competitive advantage going forward.
Human Resource professionals are positioned to play a key role in workforce engagement. In this presentation, you’ll hear specific strategies and tools for developing human capital solutions that are needed to unlock workforce engagement. We will provide participants with an understanding of concepts like behavioral economics, perceived values and amplified voices. As a result, participants will leave the presentation with specific actionable items that they can bring back to their workplace to immediately begin to drive cost effectiveness, improve productivity and increase company performance.
Entrepreneurs are the mythic heroes of our economy. We relish retelling the stories of superstar entrepreneurs such as Steve Jobs, Biz Stone, and Debbi Fields. But are they typical? Most new businesses stay small and don’t change the world (at least, not all by themselves).
Let’s start with a 360° view of what a “typical” new business looks like, according to our research.
The Robert Half Salary Guides track compensation levels for more than 500 positions in Canada. Find out which positions are expected to see the biggest gains in 2016 and what trends will affect the employment landscape.
Across employers and industries, we have heard stories about the value young people bring to the workplace. Employers in manufacturing cited the need for serious hand-eye coordination and reported positive experiences with young people filling these roles. Others cited the benefit of having youth in their companies who can use evolving technologies. For others, especially firms that need a lot of entry-level employees, young workers are their lifeblood.
Youth Hold the Key: Building Your Workforce Today and in the Future focuses on the role that youth can play in helping employers meet some of their current and looming workforce challenges, and how companies can improve how they hire and retain youth. The findings are based on a recent survey of 350 employers, more than 80 interviews with employers and workforce experts conducted during 2014 by The Bridgespan Group and Bain & Company, as well as a review of published literature. Much of this work focused on the potential of the millions of young people—referred to here as "opportunity youth"—who are disconnected from both work and school, and lack a college degree, to address the needs of employers.
Harvard Business School: Why Companies Fail and How Their Founders Can Bounce...ATUL RAJA
Leading a failed company can often help a career by providing experience, insight, and contacts that lead to new opportunities. We need to differentiate; failure of an enterprise, product, or initiative and the personal failure of an individual executive are two very different things. While the former is a learning experience that can lead to future opportunities, the latter can damn a career. Read this Harvard Business School insight…
Dispatches From The New Economy: The On-Demand Economy And The Future Of WorkIntuit Inc.
From delivery, transportation and household errands, to professional services and consulting, the on-demand economy is changing the way people consume goods and services. It is also changing the way people work. Intuit and Emergent Research forecast that the number of people working on-demand jobs will grow from 3.2 million Americans to 7.6 million by 2020. This is a once in a generation opportunity to empower the future of work and a new face of entrepreneurship.
Dispatches from the New Economy: The On-Demand Workforce provides a detailed analysis of the demographics, motivations and challenges of workers pursuing on-demand jobs. The data comes from a study from Intuit and Emergent Research that examined people working via eleven on-demand economy and online talent marketplace companies. Study participants included: Deliv, Field Nation, HourlyNerd, MBO Partners, OnForce, Uber, Upwork (formerly Elance-oDesk), Visually, Wonolo, and Work Market.
Methodology
A total of 4,622 workers who find work opportunities via the platforms provided by the participating partner companies completed an online survey between September 11 and October 1, 2015. The results were weighted to reflect the proportion of workers in each of the following segments: Drivers/Delivery, Online Talent Marketplaces and Field Service/Onsite Talent. The weights were developed using earlier survey work that sized the on-demand economy. The largest weighted share of on-demand worker respondents from any single company is 16%, with most partner companies providing less than 10% of the respondents.
State of the american workplace report 2013 Carles Almagro
FORBES: Gallup’s data shows 30% of employees Engaged, 52% Disengaged, 18% Actively Disengaged. “These latest findings indicate that 70% of American workers are ‘not engaged’ or ‘actively disengaged’ and are emotionally disconnected from their workplaces and less likely to be productive,” states the report. “Gallup estimates that these actively disengaged employees cost the U.S. between $450 billion to $550 billion each year in lost productivity. They are more likely to steal from their companies, negatively influence their coworkers, miss workdays, and drive customers away.”
Good examples of positive company cultures, how they can change and the challenges for change management, and where employer support of employees is paying off
Succession “Losers”: What Happens to Executives Passed Over for the CEO Job?
By David F. Larcker, Stephen A. Miles, and Brian Tayan
Stanford Closer Look Series
Overview:
Shareholders pay considerable attention to the choice of executive selected as the new CEO whenever a change in leadership takes place. However, without an inside look at the leading candidates to assume the CEO role, it is difficult for shareholders to tell whether the board has made the correct choice. In this Closer Look, we examine CEO succession events among the largest 100 companies over a ten-year period to determine what happens to the executives who were not selected (i.e., the “succession losers”) and how they perform relative to those who were selected (the “succession winners”).
We ask:
• Are the executives selected for the CEO role really better than those passed over?
• What are the implications for understanding the labor market for executive talent?
• Are differences in performance due to operating conditions or quality of available talent?
• Are boards better at identifying CEO talent than other research generally suggests?
Powering Your Bottom Line Through Employee EngagementKip Michael Kelly
The greatest concerns of most CEOs are operational excellence, innovation, risk, the regulatory environment, and competing globally. Underpinning those areas is their primary concern—human capital. The “people thread” is what prepares an organization to compete and win. The greatest asset that organizations have is the power of their employees. Employee engagement—the emotional commitment of employees—is a tremendous competitive advantage that impacts the bottom line when strategically managed.
The majority of organizations have an opportunity to further leverage employee engagement as a business driver. A recent Gallup poll found that more than 70 percent of American workers are either actively or passively disengaged from their work. HR, talent management professionals, and business leaders need to assess (or re-assess) how widespread and entrenched employee disengagement is in their organizations and partner together to improve it.
This white paper:
- Discusses the costs of employee disengagement in organizations.
- Links employee engagement to an organization’s bottom line and offers reasons why employee engagement should be a strategic business priority.
- Offers steps that HR and talent managers can take to improve employee engagement throughout their organizations.
- Provides examples of what organizations are doing to boost employee engagement.
The Robert Half Salary Guides track compensation levels for more than 500 positions in Canada. Find out which positions are expected to see the biggest gains in 2016 and what trends will affect the employment landscape.
Across employers and industries, we have heard stories about the value young people bring to the workplace. Employers in manufacturing cited the need for serious hand-eye coordination and reported positive experiences with young people filling these roles. Others cited the benefit of having youth in their companies who can use evolving technologies. For others, especially firms that need a lot of entry-level employees, young workers are their lifeblood.
Youth Hold the Key: Building Your Workforce Today and in the Future focuses on the role that youth can play in helping employers meet some of their current and looming workforce challenges, and how companies can improve how they hire and retain youth. The findings are based on a recent survey of 350 employers, more than 80 interviews with employers and workforce experts conducted during 2014 by The Bridgespan Group and Bain & Company, as well as a review of published literature. Much of this work focused on the potential of the millions of young people—referred to here as "opportunity youth"—who are disconnected from both work and school, and lack a college degree, to address the needs of employers.
Harvard Business School: Why Companies Fail and How Their Founders Can Bounce...ATUL RAJA
Leading a failed company can often help a career by providing experience, insight, and contacts that lead to new opportunities. We need to differentiate; failure of an enterprise, product, or initiative and the personal failure of an individual executive are two very different things. While the former is a learning experience that can lead to future opportunities, the latter can damn a career. Read this Harvard Business School insight…
Dispatches From The New Economy: The On-Demand Economy And The Future Of WorkIntuit Inc.
From delivery, transportation and household errands, to professional services and consulting, the on-demand economy is changing the way people consume goods and services. It is also changing the way people work. Intuit and Emergent Research forecast that the number of people working on-demand jobs will grow from 3.2 million Americans to 7.6 million by 2020. This is a once in a generation opportunity to empower the future of work and a new face of entrepreneurship.
Dispatches from the New Economy: The On-Demand Workforce provides a detailed analysis of the demographics, motivations and challenges of workers pursuing on-demand jobs. The data comes from a study from Intuit and Emergent Research that examined people working via eleven on-demand economy and online talent marketplace companies. Study participants included: Deliv, Field Nation, HourlyNerd, MBO Partners, OnForce, Uber, Upwork (formerly Elance-oDesk), Visually, Wonolo, and Work Market.
Methodology
A total of 4,622 workers who find work opportunities via the platforms provided by the participating partner companies completed an online survey between September 11 and October 1, 2015. The results were weighted to reflect the proportion of workers in each of the following segments: Drivers/Delivery, Online Talent Marketplaces and Field Service/Onsite Talent. The weights were developed using earlier survey work that sized the on-demand economy. The largest weighted share of on-demand worker respondents from any single company is 16%, with most partner companies providing less than 10% of the respondents.
State of the american workplace report 2013 Carles Almagro
FORBES: Gallup’s data shows 30% of employees Engaged, 52% Disengaged, 18% Actively Disengaged. “These latest findings indicate that 70% of American workers are ‘not engaged’ or ‘actively disengaged’ and are emotionally disconnected from their workplaces and less likely to be productive,” states the report. “Gallup estimates that these actively disengaged employees cost the U.S. between $450 billion to $550 billion each year in lost productivity. They are more likely to steal from their companies, negatively influence their coworkers, miss workdays, and drive customers away.”
Good examples of positive company cultures, how they can change and the challenges for change management, and where employer support of employees is paying off
Succession “Losers”: What Happens to Executives Passed Over for the CEO Job?
By David F. Larcker, Stephen A. Miles, and Brian Tayan
Stanford Closer Look Series
Overview:
Shareholders pay considerable attention to the choice of executive selected as the new CEO whenever a change in leadership takes place. However, without an inside look at the leading candidates to assume the CEO role, it is difficult for shareholders to tell whether the board has made the correct choice. In this Closer Look, we examine CEO succession events among the largest 100 companies over a ten-year period to determine what happens to the executives who were not selected (i.e., the “succession losers”) and how they perform relative to those who were selected (the “succession winners”).
We ask:
• Are the executives selected for the CEO role really better than those passed over?
• What are the implications for understanding the labor market for executive talent?
• Are differences in performance due to operating conditions or quality of available talent?
• Are boards better at identifying CEO talent than other research generally suggests?
Powering Your Bottom Line Through Employee EngagementKip Michael Kelly
The greatest concerns of most CEOs are operational excellence, innovation, risk, the regulatory environment, and competing globally. Underpinning those areas is their primary concern—human capital. The “people thread” is what prepares an organization to compete and win. The greatest asset that organizations have is the power of their employees. Employee engagement—the emotional commitment of employees—is a tremendous competitive advantage that impacts the bottom line when strategically managed.
The majority of organizations have an opportunity to further leverage employee engagement as a business driver. A recent Gallup poll found that more than 70 percent of American workers are either actively or passively disengaged from their work. HR, talent management professionals, and business leaders need to assess (or re-assess) how widespread and entrenched employee disengagement is in their organizations and partner together to improve it.
This white paper:
- Discusses the costs of employee disengagement in organizations.
- Links employee engagement to an organization’s bottom line and offers reasons why employee engagement should be a strategic business priority.
- Offers steps that HR and talent managers can take to improve employee engagement throughout their organizations.
- Provides examples of what organizations are doing to boost employee engagement.
Running Head Staffing Plan For A Growing Business 1Runni.docxagnesdcarey33086
Running Head: Staffing Plan For A Growing Business 1
Running Head:Staffing Plan For A Growing Business 3
Staffing Plan for a Growing Business
Student’s Name
Instructor’s name
Affiliation
Course
Date
Starting a small business like an in-home day care business from start-up to success is similar to parenting. After you have worked hard to get customers in the door, you find that you have more work than the current staff can handle. Growth of a small business like this one requires having the right people and staff at the right time. Since the business needs to expand, the challenge is to adopt staffing strategies that not only meet current staffing needs but also keep the channel full. However, by the creation and use of the correct staffing model, a small business like the day care business can be able to maximize efficiency by ensuring it is staffed with the right number of people, possessing the relevant skill sets to meet critical business needs at the proper time. Unlike large businesses, where gaps in employment can be covered by other areas and overstaffing can be absorbed until attrition occurs, the day care business is just small and one employee represents a major percentage of the total staff ( Bechet, 2008).
An efficient staffing model makes one understand how workforce is acquired, deployed and retained. The hardest task for any growing business is deciding the most appropriate staffing model since it will dictate all other steps that follow thereafter. Collareri (2003), states that no single staffing model, they work in combination. Before deciding which model to use for the daycare business, it’s important to note the major elements of the staffing models-staffing quantity and staffing quality. Staffing quantity basically entails having enough people to conduct the business. On the other hand staffing quality is concerned with the types of people brought into, moved within, and retained by the organization.
One of the staffing models that can be used in the day care business is Staffing Quantity Levels model. This model attempts to match the staffing level of the organization with the, projected staffing availability and the staffing requirements, creating a balance between overstaffing and understaffing (Heneman & Judge, 2015). As the business is growing we don’t want to overstaff as it can result in employees standing around with nothing to do. However, it can also result in better customer service in terms of quantity and quality. We want to avoid understaffing as I can result in projects not being completed in a timely fashion or in projects being done in haste by an inadequate number of staff people in order to meet strict deadlines.
Another model would be Staffing Quality Person/job match. This construct seeks to match employee personality and talents with the requirements and of specific tasks for the accomplishment.
Nick krest - best strategies for business successNickkrest
The shorter term enables greater accuracy in completing the action steps to achieve the key initiatives, Wilson explains. The company’s co-principal Julie Stoney recommends the plan focus on only three to five key initiatives, as each initiative will require several steps. Among the steps for “growing the business,” for instance, may be acquiring a complementary business, developing new product lines and franchising.
We surveyed 2,604 talent acquisition leaders who work in a small or mid-sized corporate HR department in 35 different countries. All
respondents are at the manager level or higher and have some authority in their company’s recruitment solutions budget. These survey
respondents are LinkedIn members who were selected based on information in their LinkedIn profile and contacted via email.
How to Break Through No Man's Land - The Stage Where Growing Companies Get Stucknewportboardgroup
Many companies enter a stage of growth where their business is too big to be small, and too small to be big. They’re running as fast as they can and yet the old way of running the business doesn’t seem to work anymore.
Catherine Cates discusses a proven set of actionable recommendations to pinpoint where you are in No Man's Land and how to break through it.
This slideshow details:
- How to recognize if you are in No Man's Land
- The 4 M's: categories where companies get stuck
- A tool to help your company move past No Man's Land
Agency talent churn is coming. The Great Recession has bred hordes of restless agency staffers. These valuable people are getting ready to seek better jobs.
Here are some thoughts on addressing this problem.
In this blog, we’ll discuss types of employee attrition, employee attrition analysis, employee attrition rate formula, employee attrition vs turnover, and many more.
[Whitepaper] The New Boardroom Imperative: Recruitment MarketingAppcast
Learn practical applications that can enhance your recruitment marketing strategy at the board-level, and throughout the rest of your organization.
Written by Dave Forman - Author, Fearless HR
Slide share Strategic Customer Relationship Management & The 7 Sins - compl...Dr. Ted Marra
The attached document goes into more detail regarding Strategic Customer Relationship Management. It represents the beginnings of a new book I plan to write during 2015 based upon my 40 years experience in this field. Let me know if it is helpful so that I can keep it in my plans for 2015. There will be more uploads shortly also on Strategic Customer Relationship Management containing journal articles I have written on the subject over the years.
Similar to Content Marketing White Paper Example (20)
Brush Your F*%king Teeth | A Bedtime Story for Hygienically Challenged KidsRachael Wachstein
There is a common human experience across all cultures… kids are dirty as fuck. Some more than others but the majority of kids go through an anti-hygiene phase. How long this lasts depends on the kid. 10 out of 10 parents will agree that their 11-17 year olds have hygiene habits that leave something to be desired.
I wrote Brush Your F*%king Teeth for my kid as a way to laugh with her about the hygiene thing instead of crying. It is called, “Brush Your Fucking Teeth”. It was inspired by a popular book that came out when she was a baby called “Go the Fuck to Sleep”.
The book comes with reminder stickers to put on your kid's deodorant, toothbrush holder and shampoo bottles.
Sales enablement is an evolving trend in franchise development defined as the delivery of the right information in the right format through the right channels at the right time to assist in moving franchise candidates through the selling process. Unlike traditional sales and marketing roles, sales enablement is a new function that aims to ensure that everyone involved in selling a franchise opportunity has the required tools, knowledge, processes and information to optimize the franchise buyer’s experience during the sales process. Contact Rachael Wachstein at rachael@800lbmarketing for more information.
Strategy Director, Digital and Integrated MarketingRachael Wachstein
Rachael Wachstein is an innovative marketing strategist and creative mastermind. With strong analytical abilities, extensive experience with digital and integrated marketing solutions and a knack for pitching ideas, Rachael has the spark to get results. A motivated leader who nurtures, inspires and pushes others to do great work. Never hesitates to roll up her sleeves and pitch-in to get the job done. (She doesn’t always talk about herself in the third person or write in fragmented sentences but when she does it's on her LinkedIn profile.)
Portfolio: https://youtu.be/yrSYIx3rICM
Core Competencies:
New Business Development
Digital Strategy
Account Management
Innovation & Problem Solving
Information Architecture
Search Engine Optimization (SEO)
Online Reputation Management
Creative Direction
Writing
Leadership:
• Account Management/Client Lead
• Lead Content Marketing and Social Media Department
• Management of Cross-Disciplinary Teams - agency staff and external vendors
• Vendor Relationship Management
• Hiring, Training, Operations
Content Marketing:
• Develop content marketing strategies to achieve client objectives
• New business development- proposals, RFP’s, new business pitches
• Manage content marketing team of writers, designers and publicists
• Benchmark, monitor and report content marketing metrics
• Advise on SEO, social media and online advertising options to support content marketing objectives
• Manage day to day client relationships and content marketing accounts
Online Reputation Management:
• Consult on issues of online reputation and crisis management for brands and executives
• Develop and implement ORM initiatives for brands and executives
Additional Skills:
Video Production and Editing
Graphic Design
Talent Recruitment
e: socialmediachicago@gmail.com
I was asked to develop a strategy to increase brand awareness, grow lead lists and boost sales at a time of year where sales have historically dropped off. Through an integrated marketing strategy involving email marketing, social advertising and influencer marketing, sales were up over 70% from the same time last year, we gained 5,000 new email addresses to continue to market to and the final day of the campaign resulted in the most sales of any single day in the band's history.
The Holocaust Rescue Story of George Levy | Application for Recognition as Ri...Rachael Wachstein
To the Holocaust Martyrs’ and Heroes Remembrance Authority:
We ask that you consider recognizing Joseph Van Mackelenbergh as Righteous Among the Nations for risking the life and safety of himself and his family to save the lives of German Jewish children, George and Ursula Levy. Bearing in mind that the Levys are now in their 80s and Trees, the daughter of Joseph Van Mackelenbergh, witness to the lifesaving event is in her 90s, please do not delay judgement on this matter.
Children such as George and Ursula were particularly vulnerable during the Holocaust. Over a million Jewish children perished in the ghettos and death camps. Even children who had parents and family members with them could not escape the murderous Nazi regime. George and Ursula Levy managed to survive the Holocaust as young children without their parents or other family members. There is nothing particularly exceptional about George and Ursula Levy that would explain why they survived when so many others just like them did not.
The only logical explanation for avoiding extermination at Sobibor and receiving the special designation of “exchange Jews” at Bergen-Belsen is that Joseph Van Mackelenbergh, at great risk to himself and family, convinced a sadistic concentration camp commandant to classify the children as half Jews with connections to an enemy state, making them potentially valuable hostages. *Please refer to the information provided by the Dutch National War Archives to Jeroen van den Eijnde, director of the Kamp Vught Memorial and the letter from Rector Leo Weyers to Dr. George Mueller as evidence of the life saving actions taken by Joseph Van Mackelenbergh on behalf of George and Ursula Levy.
2017 is the year of influencer marketing. Influence marketers will need to differentiate themselves from the crowd to win new business from brands and attract top influencers. Simply saying that you're the best won't cut it anymore! SocialBoutique adds a new dimension to your influencer marketing campaigns and could be the difference between rejection and bringing on a new client.
Influencer marketing has been used primarily for branding and awareness. Campaigns have been measured in impressions. While branding and awareness are important and certainly lead to purchases, influence marketers haven't had an elegant way to drive and track direct sales from influencer initiatives.
SocialBoutique is the perfect compliment to your influencer marketing campaigns, enabling influencers to sell the products they promote to their fans/followers who want to shop their style directly from Instagram, Facebook and their blogs. SocialBoutique allows influencers to connect their posts to products and earn commissions from sales.
Brands love the pay for performance model. They also love the ability to continue generating results from the influencers they work with long after their campaigns have ended. Sales are ultimately what brands are after and now you can deliver! SocialBoutique makes the connection between influencer marketing efforts and sales. It's not a replacement for campaigns. It's an additional component that offers additional value.
Influence marketers can partner with Pixelshop and earn a cut of commission from sales made through the brands and influencers they bring to the platform.
Contact Rachael for more information. Rachael@Pixelshop.io or sign up at https://pixelshop.io/signup
The Stone & Leigh furniture brand had just launched and had virtually no brand awareness. Our agency, 54 determined that influencer marketing would be the best tactic to boost brand awareness, engender trust, grow the follower base and drive website traffic. We selected an influencer, launched a contest and connected the social activity to sales through a shoppable Instagram feed from https://pixelshop.io
Golf Industry Social Media Marketing | Subscriber Growth Case StudyRachael Wachstein
Our client, a digital Golf news publication wanted to grow their subscriber base. 54 developed and executed a successful social media strategy to reach their goals. The success of the campaign was due in large part to big creative ideas that were worth sharing. Contact Rachael Wachstein, Strategy Director to talk about how 54 can help you achieve your goals.
10 Characteristics of a Kick-Ass Franchise Sales WebsiteRachael Wachstein
Learn how to improve your franchise sales website from a content and development perspective from the industry experts. Rachael Wachstein, VP of Content Marketing at Fishman PR and Andy Garner of Higher Visibility join forces to bring you this informative hour long webinar.
Contact Rachael at rwachstein@fishmanpr.com & Andy Garner at andy@highervisibility.com to learn more.
Content Marketing Industry Report for Franchise SalesRachael Wachstein
Fishman PR created this industry report to help our client capture “warm” leads on their website. Potential franchisees may not be ready to fill out an application or even talk to a company representative. Offering a report that helps them research the franchise opportunity is an excellent method for collecting their contact information.
Once they provide their contact information, they are automatically opted in to an email nurture campaign that is designed to educate and inspire them to consider investing.
For more information on using content marketing for franchise sales, contact Rachael Wachstein, VP Content Marketing
How to Use Content Marketing for Franchise Sales Lead GenerationRachael Wachstein
The franchise sales process has changed but you have nothing to fear! Learn how content marketing works to deliver the right messages to the right franchise prospects, inspiring and educating them to invest in your brand.
For a free consultation, contact Rachael Wachstein, Vice President, Content Marketing, Fishman PR rwachstein@fishmanpr.com 847-945-1300.
Franchise sales has to keep up with changes in the way candidates discover and evaluate franchise opportunities. Content marketing for franchise sales comes down to creating the right type of content for the right type of candidate to assist them in discovering, researching, vetting and ultimately making a decision about a franchise opportunity. Fishman PR's content marketing team specializes in creating powerful content to inspire, educate and convert prospects to franchisees. Check out our work samples.
Infographics
Campaign Landing Pages
eBooks
Ads and eBlasts
email Nurture Campaigns
Blogs
Contact Rachael Wachstein, Vice President, Content Marketing rwachstein@fishmanpr.com or 847-945-1300
Fishman PR, the largest agency of its kind in franchising, provides a comprehensive suite of services focused on helping franchise brands grow. We drive growth and help franchise brands move forward through powerful and creative PR, content marketing and social media strategies. Whether it's marketing support for franchise sales and consumer objectives, events, or traditional PR, we know what it takes to create get the right attention for your brand. www.fishmanpr.com
Franchise Sales: Content Marketing for Franchise Lead GenerationRachael Wachstein
Cut through the clutter of banner ads and email blasts advertising franchise opportunities with a smart content marketing strategy that generates quality franchise leads who are excited to hear from you. Franchise sales executives have a so many options to choose from when it comes to lead generation. If you haven't looked into content marketing, you are missing the most powerful tool out there that combines niche targeting with with great content and a smart strategy. Check out our case study to see how it works.
House for Sale in Highland Park, IL | Beautiful Craftsman Bungalow Rachael Wachstein
They don't make houses like this anymore! 946 Lilac Lane is designated as one of Highland Park's buildings with historical significance. It is a charming craftsman bungalow located on the boarder of Highland Park, IL and Deerfield. Call for more information 312-515-0604.
Your reputation is everything. Customers and franchise prospects will turn their back on your brand if they discover negative information on news sites, blogs, forums and review sites.
Your negative reputation can grow in power and damage the offline reputation a franchise has worked so hard to build.
Content Marketing Explained: Theory and Real Life ExamplesRachael Wachstein
If you're tired of all of the "experts" and their content marketing theories, this no nonsense presentation is for you. Learn how franchise systems can leverage content marketing for franchise development and unit sales. The presentation will take you from the big picture overview of the content marketing process to real life examples that will help you realize a content strategy that will work for your system.
In this presentation, Danny Leibrandt explains the impact of AI on SEO and what Google has been doing about it. Learn how to take your SEO game to the next level and win over Google with his new strategy anyone can use. Get actionable steps to rank your name, your business, and your clients on Google - the right way.
Key Takeaways:
1. Real content is king
2. Find ways to show EEAT
3. Repurpose across all platforms
In today's digital world, customers are just a click away. "Grow Your Business Online: Introduction to Digital Marketing" dives into the exciting world of digital marketing, equipping you with the tools and strategies to reach new audiences, expand your reach, and ultimately grow your business.
website = https://digitaldiscovery.institute/
address = C 210 A Industrial Area, Phase 8B, Sahibzada Ajit Singh Nagar, Punjab 140308
Dive deep into the cutting-edge strategies we're employing to revolutionize our web presence in the age of AI-driven search. As Gen Z reshapes the digital realm, discover how we can bridge the generational divide. Unlock the synergistic power of PPC, social media, and SEO, driving unparalleled revenues for our projects.
The digital marketing industry is changing faster than ever and those who don’t adapt with the times are losing market share. Where should marketers be focusing their efforts? What strategies are the experts seeing get the best results? Get up-to-speed with the latest industry insights, trends and predictions for the future in this panel discussion with some leading digital marketing experts.
QuickBooks Sync Manager Repair Tool- What You Need to Knowmarkmargaret23
Occurrence of technical errors on QuickBooks is common but it can be resolved with the use of QuickBooks Sync Manager Tool . With the help of this too, users can sync the QuickBooks Desktop company file with the Intuit online server. It is compatible with versions QuickBooks Pro, Premier, or Enterprise. In case a user faces sync-related errors then they simply need this repair tool.
First Things First: Building and Effective Marketing Strategy
Too many companies (and marketers) jump straight into activation planning without formalizing a marketing strategy. It may seem tedious, but analyzing the mindset of your targeted audiences and identifying the messaging points most likely to resonate with them is time well spent. That process is also a great opportunity for marketers to collaborate with sales leaders and account managers on a galvanized go-to-market approach. I’ll walk you through the methods and tools we use with our clients to ensure campaign success.
Key Takeaways:
-Recognize the critical role of strategy in marketing
-Learn our approach for building an actionable, effective marketing strategy
-Receive templates and guides for developing a marketing strategy
Trust Element Assessment: How Your Online Presence Affects Outbound Lead Gene...Martal Group
Learn how your business's online presence affects outbound lead generation and what you can do to improve it with a complimentary 13-Point Trust Element Assessment.
Checkout Abandonment - CRO School by Mailmodosaba771143
Fear of abandonment’ means a whole different thing in eCommerce.
Because the loss is tangible. And felt right in your pocket.
But that also means there are real things you could fix.
One of the final stages of shopping abandonment occurs is the checkout page.
Which means it impacts your bottom line directly.
So here’s a rundown of:
→ Reasons shoppers abandon the checkout process
→ How other brands cope with these issues
→ Actionables to fix your checkout flow
Do it right, and you’ll feel the change in your revenue.
This is a part of our CRO School series - to help you fix the revenue leaks in your eCommerce store.
Sign up for CRO School and get these insights right in your inbox
(Visit the link to enroll ->https://www.mailmodo.com/cro-school/?utm_source=cro-school&utm_medium=slideshare )
#ecommerce
#cro
#cart
#abandonement
#checkout
#email
#course
#conversion
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2. Small businesses make up the foundation of industry in the U.S., with over 50 percent of the working population, or 120 million people, receiving their living wage from an operating small business in America. Quite simply, small businesses make up a significant percentage of the market share and contribute greatly to gross domestic product and the economic stability of the nation.
According to the U.S. Small Business Administration there are almost 28 million small businesses in the nation and over 22 million of those are self-employed with no additional payroll or employees.
Many small business owners claim that they spend most of their time trying to fix what is broken. They feel as if they are putting out fires all the time, trying to find solutions to issues that seem to creep up daily and sometimes continuously.
“One of the things that they get into is duct tape solutions, slapping duct tape on problems just to make them go away momentarily, only to find that they keep coming back. One of the reasons certain issues are chronic for many business owners is not necessarily because they do not know how to fix them. It is because they do not know how to identify the root cause of the problem associated with the symptom they are seeing,” said Terry Powell, founder of AdviCoach.
But what does this mean to you? You already understand the trials associated with running a business. According to an AdviCoach study, and our coaches’ experiences, we have found that all businesses are subject to some common dangers. It’s crucial, in the effort of creating a sustainable, thriving business, that entrepreneurs not only understand the landscape of the current economic marketplace, but also what moves are necessary to reduce risk and stay competitive today – not just tomorrow.
50%
Of working individuals
count on wages from
small businesses in
America
The USA has almost
28
MILLION
small businesses
PUTTING
OUT FIRES
3. Unfortunately, an astronomically high number of organizations classified as small businesses by the
U.S. government are predicted to fail each year.
Different sources and studies show varying results on business failure rates but all the data reveals an alarming trend: .
•
The SBA reports that over a four year period 50%
of small businesses fail.
•
The Harvard Business Review takes this even further - a study HBR published stated that 75%
of all startups fail.
•
Forbes reported that 8 out of 10 entrepreneurs who start a business fail within the first 18 months.
Arguably, you already have heard these very statistics or something similar. The presentation of these figures are hardly intended to dissuade an entrepreneur from venturing out and pioneering the creation of his or her small business. Instead, it’s meant to highlight how 95% of companies need assistance in some form or another to ensure proper management processes and operations are put into place for greater success.
“Companies stumble for many reasons, among them bureaucracy, arrogance, tired executive blood, poor
planning, short-term investment horizons, inadequate skills and resources, and just plain bad luck.”
– Clyton Christensen in Across the Board
Every business, regardless of how small or how large, faces similar hurdles. Bumps in the road can help push a business toward extinction if not properly addressed and AdviCoach has seen issues like the following examples crop up in numerous businesses, regardless of industry,
in three main categories: Time, Team and Money.
THE REALITY OF THE SMALL BUSINESS LANDSCAPE
50%
Of small
businesses fail
75%
Of all
startups fail
8/10
Entrepreneurs fail within the first
18 months
TIME | TEAM | MONEY
COMMON HURDLES
ALL BUSINESSES FACE
4. There never seems to be enough of it to go around. Business owners are pulled in a million directions, which means that some items can fall through the cracks. By creating effective time management strategies and identifying one of the causes of stress in a business owner’s life, AdviCoach coaches are able to help an individual create a better balance for them. Below you will find one of the key areas impacting a business owner’s time.
Hyper-Focusing on the Small Items
Small business owners who get caught up in doing administrative tasks or recruiting and human resources instead of focusing on the larger, big decisions can overlook the actions items that require their attention. Only a leader can make the decisions about key issues and getting bogged down with minute details can create conflicts.
AdviCoach Ann Connor has worked with business owners in the past who failed to empower their staff and delegate everyday tasks. As a result, the business owner was too busy with day-to-day operations to focus on closing sales and marketing strategic decisions or take time for himself.
“Needless to say this individual rarely took an uninterrupted day off, a vacation or had time to work on his business. A business does not grow with this type of owner involvement,” said Connor.
“To solve the issues we created systems and checklist for the employees to follow. If a machine broke they had a system or a check list that they could refer to. Once they completed the checklist and the issue was not resolved then and only then could they reach out to the owner. This system empowered the employees to fix whatever issue came their way and allowed the owner to take some much needed time off. Sometimes it’s the simple, comprehensive solutions like a solutions checklist that really make a difference and provide a business owner the time they need to focus on big-picture items.”
TIME
“Leaders need to learn the difference between what is essential for your business to operate, and what is important. You need to be fanatical about this.”
– Lee Roberts, Chief Executive Officer and Chairman at FileNet Corporation
5. Like the saying goes, there’s no I in team. A business’s team is crucial to the quality of a company’s service and/or products. The right combination of team management, hiring and recruiting and training is required to build a foundation for success. Below find the top three hiccups a business owner can experience relating to their team.
Mismanagement of Human Capital
Human capital in the Information Age is the equivalent to natural resources in the Industrial Age. How well do you manage and measure your greatest resource?
“The essence of business in the 21st century is tapping the talent of good people. It won’t be how you locate the plants, but how you locate the best people and motivate them, how you trust them and have them trust you”
- Reuben Mark, CEO Colgate-Palmolive
Once an employee is in the door, it’s up to the company to identify the individuals’ talents, assign an appropriate work load and provide measurable goals for people to work toward. Micro managing can create as many issues as being an absent boss – it’s up you to decide where the line is drawn for each individual case.
Training also makes up a crucial component of managing human capital. A four-year study by the American Society of Training and Development showed that firms who invest $1,500 per employee in training compared to those that spend $125, experienced on average:
•
24 percent higher gross profit margins and 218 percent higher income per employee.
•
Even a modest 2 percent increase in productivity has been shown to net a 100 percent return on investment in outsourced, instructor-led training.
6. Mismanagement of human capital even encompasses the miscommunication that can occur in a top-down structured business. When morale is off because of poor communication between a business owner and his or her staff, productivity can suffer.
“I once worked with one memorable computer company that had huge team issues. Poor communication between the company owner and the staff created toxic morale allowing dissonance within the organization. Employees rarely spoke to one another and avoided the owner as much as possible,” said Connor.
“Early on it was apparent that the best thing for this company was to evaluate and identify each employee’s preferred communication style. Educating the team about their preferred communication style and how to identify and communicate with team members who have different styles created a solution that would build upon itself and strengthen team morale and employee performance beyond the initial solution.”
7. Bad Hiring Decisions
On average, employee turnover costs U.S. businesses an estimated $300 billion each year, according to the U.S. Bureau of Labor Statistics. The staggering costs associated with employee turnover can be viewed as the price of doing business in the modern age. However, it’s not as simple as that. A business owner or manager has some control over how many employees leave each year. The most common reasons employees give for voluntary separation include boredom, weak or toxic supervisor relationship, wrong cultural fit and job descriptions that don’t match the reality of the position, reported TEKsystems in a report titled “The Real Cost of a Bad Hire.”
•
Replacing an employee can range from two to seven times his or her salary.
•
Hiring and training a replacement employee can vary from 25 to 200 percent of annual compensation associated with the position.
•
The more an employee earns, the more difficult and costly it is to replace him or her.
Talent Acquisition
Bridging the talent gap can create a significant headache for a small business owner. Larger organizations have greater name recognition and potentially a greater pool of incentives to pull from to gain the attention of top talent.
However, as mentioned previously, a large number of Americans work for small businesses and that’s not because they are the “leftovers.” Working for a small business appeals to a lot of professionals if the organizations tailor compensation and benefits to meet the needs of workers.
Hiring and training a
replacement employee
can vary from
25%-200%
of annual compensation
associated with the position
Replacing an employee
can range from
2X-7X
his or her salary
8. In addition, how a small business recruits its workforce matters. A report from Deloitte stated that by 2018, 50% of the workforce will be millennials aged 24 to 34. These workers are engaged with social and mobile technology, which means making sure your recruiting process is optimized for mobile means greater access to candidates.
It’s no surprise that financial difficulties or even basic money-related issues can have a drastic and immediate impact on the fiscal health of a business. Entrepreneurs understand the value of staying in the black and monetary worries can have the greatest, most immediate impact on the psychological and emotional state of a small business owners, which is why AdviCoach coaches work tirelessly to set strong strategies in place to boost profits.
“Understanding internal expense and costing structure is critical to the financial health of a company. Many times business owners are so concerned with making the sale that they give away the product or service,” said Connor. “I had a restaurant that ended 2012 with a loss of $100,000+ in net income.”
“They did a great job with marketing, their restaurant was filled, they had happy customers but they were not making any money. By focusing on their internal financial systems we were able to turn their negative net income into $100,000 positive net income in 12 months. We did this by focusing on how they spent money. Their food/ beverage costs were out of line – we began doing inventory on a regular basis, which helped them buy only what they needed as well as to have a better handle on waste. We reviewed and cut back on expenses – they had abdicated all financial control to the bookkeeper so they had no idea of their cash flow,” said Connor. Bottom line - we created budgets and systems and got the owner involved in the financial management of the company.”
Below find a few other common reasons a business may be struggling with its fiscal stability and cash flow.
MONEY
50%
of the workforce will be
millennials aged 24 to 34
by 2018
9. Sales Team Lacking Focus
What are the two departments in a business that bring in revenue? The answer is marketing and sales. A study conducted by Dr. John Sullivan, Professor of Economics at San Francisco State University found that underperforming sales people bring in at minimum 50% less revenue than top performers. Couple this with studies telling us that 65 % of a sales person’s time is not spent selling and a business could have a catastrophic revenue problem.
Bad Marketing Strategies
As the previous bullet point mentions, marketing is the other department other than sales that brings in revenue – so what happens when marketing fails? Well, it could mean the doom of your business or at least the introduction of a new product or service. According to one study by AC Neilson BASES and Ernest & Young Global Client Consulting titled,
“New Product Introduction-Successful Innovation/ Failure: Fragile Boundary,” the failure rate of introducing new US consumer products and services is 95%. Couple this with how hitches in the release of a product and service and competitor’s marketing abilities and a business owner
could experience
Case Story:
In 2007, when Microsoft launched Windows Vista, the media and the public had high expectations. So did the company, which allotted $500 million for marketing and predicted that 50% of users would run the premium edition within two years. But the software had so many problems that even Microsoft’s most loyal customers revolted. Vista flopped, and Apple lampooned it in an ad campaign (“I’m a Mac”), which caused many consumers to believe that Vista had even more problems than it did.
Underpreforming sales
people bring in
50%
Less revenue than
top performers
65%
Of a persons time
is not spent selling
10. Cash Flow Problems
Cash, or the lack of, is the lifeblood of a company. Cash flow problems are responsible for 70 percent of businesses failing. Issues like low profits or high losses, over investment in capacity, over production, allowing customers too much credit, over trading and seasonal demand can all contribute or directly cause cash flow issues to develop.
Don’t Just Survive – Thrive
If any of the previous issues mentioned above seem familiar you’re not alone. Small business owners are challenged in their pursuit of professional success. However, that doesn’t mean they have to work alone and toil through challenges as a matter of due course. Many small business owners have found the assistance of business coaches the next step toward maintaining a thriving business.
Over the past 10 years, coaching has gradually risen to a $1 billion industry - outpacing the growth of the consulting business. Currently, there are more than 40,000 coaches worldwide, in virtually every industry. According to a Right Management Consultants survey, about 47 percent of organizations surveyed see coaching as essential to their decision-makers.
Experienced business coaches provide small business owners with greater insight into the opportunities and dangers that may plague a company. AdviCoach’s unique coaching process provides information in every aspect of business and is customized to meet the needs of small-to-midsize businesses. By prioritizing a goal and implementing practical changes any small business owner can be empowered to make a positive change.
Don’t you think it’s time to take the next step with the help of a business coach?
Cash flow problems
are responsible for
70%
of businesses failing
40,000
Coaches worldwide!
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