The document provides tips on how to maximize valuable employees by reducing turnover. It discusses holding employees accountable while also creating a rewarding workplace. Specific strategies include being clear on expectations by defining values and vision, training employees, regularly reviewing performance, and paying employees based on their performance. Reducing turnover saves money because replacing employees costs an average of $10,000. The presenter advocates setting clear expectations, ongoing training, measuring performance, and incentivizing top performers.
Succession planning is a key topic for talent management. Part of doing it well is understanding the resistance to it, and then figuring out how it can be done with limited resources. This is a workshop style keynote designed to equip leaders to do it tomorrow.
Presented at the Montana Hospital Association's Spring 2009 Conference.
See more at: http://www.integratedhealthcarestrategies.com/knowledgecenter.aspx.
The competitive organization cannot utilize the tactical HR Management. It requires the strategic HR Management. Today, the HR Professionals can build a significant competitive advantage for the organization. They can build complex systems, which support the execution of the business strategy. They can bring simple tools to support innovations and they can build the organization, which employs loyal employees.
However, the introduction of the strategic HR Management is not simple. The HR leader is a crucial role. The HR leader has to get the buy-in of the top management and has to lead the transformation of the HR Organization.
Succession planning is a key topic for talent management. Part of doing it well is understanding the resistance to it, and then figuring out how it can be done with limited resources. This is a workshop style keynote designed to equip leaders to do it tomorrow.
Presented at the Montana Hospital Association's Spring 2009 Conference.
See more at: http://www.integratedhealthcarestrategies.com/knowledgecenter.aspx.
The competitive organization cannot utilize the tactical HR Management. It requires the strategic HR Management. Today, the HR Professionals can build a significant competitive advantage for the organization. They can build complex systems, which support the execution of the business strategy. They can bring simple tools to support innovations and they can build the organization, which employs loyal employees.
However, the introduction of the strategic HR Management is not simple. The HR leader is a crucial role. The HR leader has to get the buy-in of the top management and has to lead the transformation of the HR Organization.
Managers are the backbone of any organization whether big or small and a lot depends on the nature of their functioning. Moreover, a manager is also responsible to look after the performance and well-being of the employees and here they face significant challenges. When you are looking after the operations of a company, you are bound to face certain difficulties. Go through the slide to know the challenges faced by managers.
In this presentation, we will discuss the inclusion and inception of the concept of human resource management in an organization to steer the workforce in a unified course of action to reach the aspired goal.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Employee recognition is important. It helps to improve overall employee engagement hence increasing the employee productivity. WorkforceGrowth is a cloud based talent management system which also helps to recognize employees socially in an easy and cost effective way.
21st Century Talent Management: The New Ways Companies Hire, Engage, and LeadJosh Bersin
How are world-class companies managing their people in 2014 and beyond? This detailed research-based presentation overviews the new solutions for talent acquisition, leadership development, engagement, building Millenial leadership and employee capability development.
Developing Leaders Through a Structured Leadership Development ProgramWong Yew Yip
Many organizations realize the importance of effective leadership to enable an organization to achieve its vision, mission and strategic objectives and to make the organization successful. These organizations place high priority on the training and development of their leaders at various levels and embark on leadership development programs.
Unfortunately, many organizations go for the so-called "quick wins" by conducting a 2-5 days leadership development program, believing this will solve their leadership issues and booster business performance. These organizations have got to be realistic as it is just impossible to develop and turn people into instant effective leaders in 2-5 days.
To develop effective leaders, a Structured Leadership Development Program is needed with a proper process and blueprint for implementation, the duration of which could be at least 6 months.
Strategic Workforce Planning PowerPoint Presentation Slides is a comprehensive solution for HR professionals to showcase talent management plans. This human resource strategy PPT theme touches key aspects like employee training, motivation, performance management, career planning, and employee engagement. The manpower management PowerPoint slideshow helps you to demonstrate talent management methodology. Highlight recruitment sources, process, and how to track recruitment activities by the means of this workforce management PPT template. Elucidating the hiring plan by department becomes easy using tabular formats of employee planning PowerPoint theme. Illustrate performance planning guidelines, performance coaching, and feedback through this staff management PPT slideshow and present types of goals and priorities. Showcase action plan for employee motivation in a concise tabular layout included in this personnel management PowerPoint template. So, download this HR planning PPT deck to demonstrate the fundamentals of strategic workforce planning. https://bit.ly/3dS7qkA
Hard Talk HR - How Performance Management is Killing PerformanceThe HR Congress
M. Tamra Chandler will provide you with all the tools and practical techniques you’ll need in order to be able to successfully rethink, redesign, and reboot performance management in your own organization.
Employee engagement is not an exact science. So far, the whole concept has been built on HR experience, positive phycology and business models that engage a company’s talent towards a productive culture of success.
At the core of employee engagement, similar to any company’s foundation, are some values. These values determine the why, how and what of that company, presumably.
In today’s economy, you’re building your company brand both through external as well as internal efforts. Playing two battlefields at the same time can prove to be tricky, that’s why some companies decide to focus their resources only on the external branding front. Meanwhile, they neglect their internal environment, failing to provide an engaging, challenging and appealing workplace.
Enters talent management. A grey area where an HR manager meets a Talent Manager/Chief Happiness Officer. Confusing? Yes. And if it’s confusing for the person actually holding that position, imagine what it does to the employees he or she is supposed to be engaging.
So, we came up with 25 ideas that can save a manager in need of some inspiration. Enjoy!
Managers are the backbone of any organization whether big or small and a lot depends on the nature of their functioning. Moreover, a manager is also responsible to look after the performance and well-being of the employees and here they face significant challenges. When you are looking after the operations of a company, you are bound to face certain difficulties. Go through the slide to know the challenges faced by managers.
In this presentation, we will discuss the inclusion and inception of the concept of human resource management in an organization to steer the workforce in a unified course of action to reach the aspired goal.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
Employee recognition is important. It helps to improve overall employee engagement hence increasing the employee productivity. WorkforceGrowth is a cloud based talent management system which also helps to recognize employees socially in an easy and cost effective way.
21st Century Talent Management: The New Ways Companies Hire, Engage, and LeadJosh Bersin
How are world-class companies managing their people in 2014 and beyond? This detailed research-based presentation overviews the new solutions for talent acquisition, leadership development, engagement, building Millenial leadership and employee capability development.
Developing Leaders Through a Structured Leadership Development ProgramWong Yew Yip
Many organizations realize the importance of effective leadership to enable an organization to achieve its vision, mission and strategic objectives and to make the organization successful. These organizations place high priority on the training and development of their leaders at various levels and embark on leadership development programs.
Unfortunately, many organizations go for the so-called "quick wins" by conducting a 2-5 days leadership development program, believing this will solve their leadership issues and booster business performance. These organizations have got to be realistic as it is just impossible to develop and turn people into instant effective leaders in 2-5 days.
To develop effective leaders, a Structured Leadership Development Program is needed with a proper process and blueprint for implementation, the duration of which could be at least 6 months.
Strategic Workforce Planning PowerPoint Presentation Slides is a comprehensive solution for HR professionals to showcase talent management plans. This human resource strategy PPT theme touches key aspects like employee training, motivation, performance management, career planning, and employee engagement. The manpower management PowerPoint slideshow helps you to demonstrate talent management methodology. Highlight recruitment sources, process, and how to track recruitment activities by the means of this workforce management PPT template. Elucidating the hiring plan by department becomes easy using tabular formats of employee planning PowerPoint theme. Illustrate performance planning guidelines, performance coaching, and feedback through this staff management PPT slideshow and present types of goals and priorities. Showcase action plan for employee motivation in a concise tabular layout included in this personnel management PowerPoint template. So, download this HR planning PPT deck to demonstrate the fundamentals of strategic workforce planning. https://bit.ly/3dS7qkA
Hard Talk HR - How Performance Management is Killing PerformanceThe HR Congress
M. Tamra Chandler will provide you with all the tools and practical techniques you’ll need in order to be able to successfully rethink, redesign, and reboot performance management in your own organization.
Employee engagement is not an exact science. So far, the whole concept has been built on HR experience, positive phycology and business models that engage a company’s talent towards a productive culture of success.
At the core of employee engagement, similar to any company’s foundation, are some values. These values determine the why, how and what of that company, presumably.
In today’s economy, you’re building your company brand both through external as well as internal efforts. Playing two battlefields at the same time can prove to be tricky, that’s why some companies decide to focus their resources only on the external branding front. Meanwhile, they neglect their internal environment, failing to provide an engaging, challenging and appealing workplace.
Enters talent management. A grey area where an HR manager meets a Talent Manager/Chief Happiness Officer. Confusing? Yes. And if it’s confusing for the person actually holding that position, imagine what it does to the employees he or she is supposed to be engaging.
So, we came up with 25 ideas that can save a manager in need of some inspiration. Enjoy!
Top Employee Engagement Trends for 2014BI WORLDWIDE
Start the new year off right by making employee engagement a priority in your organization. Engaged employees have 18% higher productivity and 60% higher quality work than under-engaged employees (Insync Surveys). Follow these top trends for 2014 to motivate, inspire and celebrate your employees in ways that lead to extraordinary effort and positive financial results.
1. Manager Engagement
Middle managers hold the key to employee engagement. As the conduit between employees and senior management, middle managers have the power to create an environment that fosters employee engagement.
2. Recognition Ambassadors
Riding shot-gun for middle managers, recognition
ambassadors are employees who see the value of recognition and are willing to champion it among their peers. Ambassadors are most valuable in manufacturing facilities, plants or at locations where a large number of employees work.
3. Social Recognition
Many, many employees are socially connected in all aspects
of their lives and crave the opportunity to share not only what’s going on in their personal lives, but also in their professional endeavors.
4. Mobile Recognition
It’s important to have accessibility to recognition technology regardless of where you work. Seamless integration on all devices and operating systems is a key element
for success.
5. Manager Training
See number 1! As the masters of engagement, it only makes sense to invest in recognition training for middle managers to truly achieve a culture of recognition within any organization.
6. New Rules of Engagement
Four generations populate the workforce, each with their
own likes, dislikes, values, attitudes and receptivity to engagement. Savvy companies know how to make good recognition programs flexible to captivate every age group.
7.Award Selection
The only way to please everyone all the time is to offer a diverse, eclectic and encompassing array of awards including merchandise, travel, entertainment and experiences.
8. Global Recognition
Few companies operate only in the United States anymore. Workforces are scattered around the world, each with their own idea of what constitutes appropriate and engaging recognition. Adept organizations know how to incorporate cultural influences to maximize employee engagement.
9. Measurement & Accountability
The old saying of “what gets measured gets done” still rings true in the second decade of the 21st century. Great enterprises have the data to back up their successes.
10. Expansion & Consolidation
Keeping it simple, straightforward and well-balanced is critical. Include a variety of engagement initiatives from recognition to rewards to anniversaries to safety and wellness – everything an organization needs to focus on to achieve high levels of employee engagement.
http://www.biworldwide.com/en/white-papers/employee-engagement/2014-trends-in-employee-engagement
http://www.biworldwide.com/en/
LinkedIn provided a course at how to win the retention game? finding the perfect employee for the job is a very hard task, despite some saying everyone is replaceable, read here why and how to win back your loyal employees and how to retain others.
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
At first glance, stay interviews seem way too simple. Can managers really keep employees longer and cause them to work better, just by asking how they can help?
The answer is “yes”, and research tells us stay interviews can drive turnover down by 20% and more, and also improve employee engagement.
The reason is simple: Stay interviews help managers build trust with their teams. Well-respected research calls out these findings:
Voluntary turnover is skyrocketing in the U.S
Employee engagement has been flat for 15 years
Companies continuously survey employees and implement new programs to “fix” things
…All while employees most want a manager they can trust.
In fact, U.S. companies spend $1.5 billion each year to fix engagement but work around managers rather than through them…and hence make no progress at all.
Stay interviews offer retention and engagement solutions that cannot be achieved with employee surveys or exit surveys. These interviews are conducted one-on-one, put managers in the solution seat, and provide focus on top performers.
To be most effective, stay interviews must be implemented as a process rather than a one-time, solitary event. This process includes assigning managers retention goals, providing stay interview training to build probing skills, training managers to build effective, individualized stay plans, and forecasting how long each employee will stay.
What You’ll Learn
The value and limitations of employee surveys as they provide data but not solutions.
Study data that drives home the importance of supervisor effectiveness as the linchpin that drives each individual employee’s engagement and retention.
The value and techniques for converting engagement and retention to dollar values rather than continue to report them only as scores and percentages which fail to drive executive action.
Specific stay interview tools including questions to ask, data to record, and potential solutions.
The four required skills leaders must learn to make their interviews successful.
How to develop a tool to forecast employee turnover based on interview results.
This session is based on the presenter’s book, The Power of Stay Interviews for Engagement and Retention, which is Society for Human Resources Management’s top-selling book in history.
Evaluating Results and Benefits Week #6 Lecture 1The Impact ofBetseyCalderon89
Evaluating Results and Benefits
Week #6 Lecture 1
The Impact of Evaluation
This week we will continue our discussion pertaining to the importance of evaluation and the role it plays within the workplace. With the growing amount of competition in both the workplace and industry, there is a growing need to improve competitive standing to ensure growth. Because of this, it is critical that employees consistently work to improve their performance. Though, just because this is a stated need does not mean that everyone will be on board. When management conducts performance evaluation in an effective manner, they can optimize productivity in the workplace to align with the organization's strategy. This often will result in an effective evaluation that may work for the benefit of both the employee and the organization.
A successful manager knows and understands that a performance evaluation is effective when improvement among employees is seen after the evaluation has been conducted. A manager should clearly communicate the expectations of the employees throughout the evaluation process to ensure that everyone is aware of the goals and expectations for the workplace. Performance expectations should be specific so that there is little room for doubt on the part of the employee. Both strengths and weaknesses should be discussed during the evaluation to ensure that the employee understands where they need to improve and where they are making a significant difference for the organization. Including positive reinforcement and choosing positive strengths to provide to the employee will be beneficial to foster a strong workplace morale. In addition, a manager should be specific as to what improvement expectations might be to help motivate the employee in making the necessary changes.
Let’s discuss job satisfaction for a moment because I am positive that the one goal you expect when taking a job is that you will be happy there. This is a good attitude to start with, and if all goes according to plan, this should be your attitude moving forward. There is nothing better in the workplace than a satisfied employee. Now, how does job satisfaction occur within the workplace? For starters, strong retention and job loyalty is important. With the growing of our economy and businesses competing all over, retaining employees can be a challenge for any workplace. There is competition and who offers the most is often who wins the most.
However, that does not mean that the company will retain those employees they recruit. The goal is to create realistic expectations from start to finish. When creating a workplace environment, it is important to consider what will keep your employees comfortable. Some workplaces have implemented a gym, others have revised their cafeteria options to provide delicious and healthy food options. Some workplaces even go as far as adding game rooms and exciting campuses (i.e. Google and Microsoft). Though, once you have all of the benefits ...
The Power of Stay Interviews for Employee Engagement & RetentionBizLibrary
Would you believe managers can lower employee turnover simply by asking how they can help?
Stay interviews have been shown to reduce turnover by more than 20%, preventing high performing employees from jumping ship. How? By building trust between managers and employees.
In this webinar you'll learn:
Study data that drives home the importance of supervisor effectiveness
Specific stay interview tools including questions to ask, data to record, and potential solutions
The four required skills leaders must learn to make their interviews successful
Building Trust: A Strategic Approach to Employee ExperienceAggregage
Delivering a great employee experience is the key to a better customer experience, higher productivity, and greater profitability. Join Natasha Persad, CEO of The HRXperts, and learn the fundamentals of a great employee experience.
The Ultimate Guide to Employee EngagementGary Skipper
Employee engagement has many benefits to an organisation including improved productivity, retention, ideas creation, customer service, team work & loyalty.
But how do you create an environment where staff want to proactively provide a positive contribution to your business and passionately believe in its long term goals and objectives?
Performance appraisal comments by employeeluciacarter412
In this file, you can ref useful information about performance appraisal comments by employee such as performance appraisal comments by employee methods
2. What are we talking about?
How to hold employees accountable while at the same time creating
a rewarding place to work.
3. Why are you here?
So you can learn how to make better decisions for your business.
4. Who am I?
My name is Maria Mayorga, and I am the strategy
director of Real Green Analytics.
5. What is RGA?
Real Green Analytics, also known as Coalmarch, is the digital
marketing division of Real Green. We produce BackOffice and
LeadBuilder.
6.
7. Why are there Legos here?
Because Legos are awesome. Also, we want you to have some fun
today! This is a lot of information, but it doesn’t have to be scary!
11. It cost on average $10,000 to replace an
employee. If you can avoid that, this is
why it makes sense.
Source: http://www.cbsnews.com/news/how-much-does-it-cost-companies-to-lose-employees/
15. For all jobs earning less than $50,000 per
year, or more than 40 percent of U.S. jobs,
the average cost of replacing an employee
amounts to fully 20 percent of the person's
annual salary.
Source: http://www.cbsnews.com/news/how-much-does-it-cost-companies-to-lose-employees/
53. Truly great companies understand the
difference between what should never
change and what should be open for
change, between what is genuinely
sacred and what is not.
55. “Our company is fanatical about our customers and
the services that we provide. Our team members
are grounded with core values of Integrity, Service
& Excellence. Integrity means that we do the right
thing even when no one is watching. Service
means that we offer exceptional service to both our
team members and our customers. “
- Triangle Pest Control
56. To use our knowledge and experience of inbound
marketing, website design, and marketing strategy
to help our clients succeed online and gain a
greater understanding of how internet marketing
works.
- Real Green Analytics
59. You can’t communicate all of your
expectations in the job description so it
is important you have a position contract
to emphasize the important things.
Today we’ll be looking at four main topics, the shift in consumer behavior over the last 20 years, what inbound marketing is, how Google works, and what are the important factors that contribute to online success.
This is about you learning about online marketing so you can become more informed and make better marketing related decisions for your business. You can use this information yourself or work with professionals.
My name is Jason Stanley, I’ve been designing and marketing websites since 1997, and I am the managing director of Coalmarch RGA, where I lead a team of 16 talented marketers, designers, and programmers.
Real Green Analytics, also known as Coalmarch is the digital marketing division of Real Green. We produce BackOffice and LeadBuilder.
My name is Jason Stanley, I’ve been designing and marketing websites since 1997, and I am the managing director of Coalmarch RGA, where I lead a team of 16 talented marketers, designers, and programmers.
Why are there Legos here? Cause they are awesome and I want you to have fun today!
Ready to get started?
Hold on to your pants!
What is the common factor?
10 years ago buying a large email list and sending newsletters and offers worked well.
What is the common factor?
What is the common factor?
What is the common factor?
10 years ago spending on TV ads was a guaranteed way to reach a large audience.
What is the common factor?
What is the common factor?
10 years ago radio ads were heard by people in their cars, homes, and workplaces.
Today, internet users routinely employ spam filters, and the National Canned Spam Act limits a marketer’s ability to send unsolicited messages. The average open rate has gone down from 39% in 2004 to less than 25% in 2014. (MarketingSherpa)
Today, people skip ads with DVR or watch ad free media like Netflix.
Today, newspaper readership and ad revenue is the lowest it has been in more than 50 years.
Today, newspaper readership and ad revenue is the lowest it has been in more than 50 years.
Today, newspaper readership and ad revenue is the lowest it has been in more than 50 years.
What is the common factor?
Today, newspaper readership and ad revenue is the lowest it has been in more than 50 years.
Today, newspaper readership and ad revenue is the lowest it has been in more than 50 years.
They interrupt people. Except for the Yellow Pages, they all basically interrupt people who may or may not need their services. We call these advertising channels outbound, or interruptive marketing.
Today, newspaper readership and ad revenue is the lowest it has been in more than 50 years.
Ok, so if the marketing channels we have talked about are all outbound, or interruptive- outbound pushes your message...
Ok, so if the marketing channels we have talked about are all outbound, or interruptive- outbound pushes your message...
Ok, so if the marketing channels we have talked about are all outbound, or interruptive- outbound pushes your message...
Ok, so if the marketing channels we have talked about are all outbound, or interruptive- outbound pushes your message...
Today, newspaper readership and ad revenue is the lowest it has been in more than 50 years.
Ok, so if the marketing channels we have talked about are all outbound, or interruptive- outbound pushes your message...
Ok, so if the marketing channels we have talked about are all outbound, or interruptive- outbound pushes your message...
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
Ok, so if the marketing channels we have talked about are all outbound, or interruptive- outbound pushes your message...
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
Ok, so if the marketing channels we have talked about are all outbound, or interruptive- outbound pushes your message...
Ok, so if the marketing channels we have talked about are all outbound, or interruptive- outbound pushes your message...
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
Ok, so if the marketing channels we have talked about are all outbound, or interruptive- outbound pushes your message...
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
Ok, so if the marketing channels we have talked about are all outbound, or interruptive- outbound pushes your message...
Ok, so if the marketing channels we have talked about are all outbound, or interruptive- outbound pushes your message...
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
Raise your hand if… you like getting cold calls from eager salespeople at work or home. Or spam emails with irrelevant offers in your inbox. Or sifting through junk mail in your mailbox.
Ok, so if the marketing channels we have talked about are all outbound, or interruptive- outbound pushes your message...
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
Ok, so if the marketing channels we have talked about are all outbound, or interruptive- outbound pushes your message...
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
Ok, so if the marketing channels we have talked about are all outbound, or interruptive- outbound pushes your message...
Ok, so if the marketing channels we have talked about are all outbound, or interruptive- outbound pushes your message...
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
Ok, so if the marketing channels we have talked about are all outbound, or interruptive- outbound pushes your message...
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
Ok, so if the marketing channels we have talked about are all outbound, or interruptive- outbound pushes your message...
Ok, so if the marketing channels we have talked about are all outbound, or interruptive- outbound pushes your message...
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
Ok, so if the marketing channels we have talked about are all outbound, or interruptive- outbound pushes your message...
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
and inbound gets in front of people that are already looking for your type of services. This a marketing strategy where businesses implement tactics to “get found”, by prospects that have a need for their product or services.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
10 years ago people used the Yellow Pages to find and use local services. Businesses spent thousands of dollars per month to be listed.
What have you learned?
You know that your customers have moved online, expect that trend to continue and evolve (think smart phones, second screening, etc.).
You have a better understanding of how Google works, you know that it uses relevancy (what your page says about itself) and authority (what the rest of the Internet says about your page) to match results to queries.
and you have a better understanding of what it takes to win online by gaining visibility in search.
and you have a better understanding of what it takes to win online by gaining visibility in search.
Thank you!
I hope you found the presentation interesting and learned more about online marketing. Thanks for spending the hour with me!
So in this presentation we learned how online marketing works, in our 201 session we talk about what to measure and take a deeper dive into local search, PPC, and social media marketing.
Questions?Time permitting, if not, feel free to visit our LeadBuilder booth, we’d be happy to talk shop.
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Fill out the form on this page and we’ll prepare a full website assessment to let you know exactly how well your website is performing.
I’d love to hear from you! Reach out to me on twitter, linkedin, or email!
If you would like to learn a bit more or are interested in a free website assessment visit the LeadBuilder booth here at the show and talk to myself, Teryn, or Rachel.
Questions?Time permitting, if not, feel free to visit our LeadBuilder booth, we’d be happy to talk shop.