Millennials are growing up...and have taken over majority status in today's workforce. As a result, if you lead a company, odds are you have a significant block of employees who fall in this category within your organization. You have probably likewise concluded that this group is a breed apart from those you’ve previously dealt with…so when it comes to constructing an effective pay plan, you’re at a loss. Among other things, you may have bought into the conventional wisdom that says millennials are not loyal to a company and therefore traditional forms of pay won’t appeal to them. If these are issues you’re facing, you will not want to miss this presentation. http://www.vladvisors.com/compensation-knowledge-center/webinars/millennial-pay-what-works-and-what-doesnt
Career Reboot - Transferable Skills that Rock You To Results Mary Lee Gannon
The Career Changer’s Dilemma: You want to change careers or start a business but you keep telling yourself you are not qualified or that your current career skills do not demonstrate that you are diversified enough to bring value to a new setting.
You already have plenty of skills that you may not realize are very marketable and useful. These are called “transferable skills” or skills that you already have that can be applied in another setting.
How to Hire Top Talent to Create a Purpose-Driven BusinessY Scouts
Brian Mohr, Co-Founder & VP of Growth, Y Scouts
Evolution of Management - The way we hire and manage employees has evolved over the centuries. Historically (industrial revolution, scientific management) people were hired and supervised to perform specifically-designed tasks, with a great focus on optimizing productivity. We still see the effects of those roots today. Later, the bureaucracy developed, and behavioral management emerged between the 1920s to 1950s to focus more on the real needs of employees. In recent decades we've seen much emphasis on management science (six sigma, lean) ad its main focus remained often on process or productivity rather than on people.
State of our Workplace Today - Despite contemporary thought leaders (like Peter Drucker, or the emergence of Servant Leadership), today's workplace still produces much unproductive stress, eliminates much creativity and inspiration, and is characterized by high levels of disengagement. This in turn leaves significant opportunities for productivity, growth, and profitability on the table.
Research on Purpose – One of the key pieces we believe is missing is “purpose”. In Daniel Pink’s research on what really motivates people, he finds that purpose is one of the three main drivers. In Gallup’s research into why people follow, “hope” is one of the main factors. Dr. Seligman’s research in the area of positive psychology shows that having a sense of purpose is a key route to high well-being. Purpose is good for people, but for business as well. A range of studies has demonstrated the far-superior results that purpose-driven companies obtain over their money-driven counterparts.
Implications for You – For most companies this means there is a need t0 discover what their purpose is, to communicate, Y Scouts is proposing three main implications. First, what is your purpose? What are you most passionate about, and what are you doing to pursue that? Second, how can you help others find and pursue that? Second, how can you help others find and pursue their purpose? You have great influence over your existing employees (casting them in the right roles) as well as your new hires (interviewing them for fit and purpose). And thirdly, how can you develop and focus your managers and employees on their strengths? To allow purpose to thrive, managers will need to respect the employee for who he/she is and focus on bringing the best out in them.
What We Do – How Y Scouts can help
Q&A
Why does it seem like finding a new executive job was so much easier in past?
In today's work environment, we are flooded with online apps, job boards, social media and virtual recruiting tools and it's easy to become overwhelmed and discouraged with the executive job search process.
So what are the right steps to a successful job search and is there such a thing as the hidden job market?
In this presentation, Abby Locke will show you:
- How to understand the new executive job search
- How to manage mindsets and expectations
- How to break old habits and embrace new strategies
- How to solve the executive job search challenge in 7 key steps
- How to use non-traditional tactics to shorten your executive job search
Millennials are growing up...and have taken over majority status in today's workforce. As a result, if you lead a company, odds are you have a significant block of employees who fall in this category within your organization. You have probably likewise concluded that this group is a breed apart from those you’ve previously dealt with…so when it comes to constructing an effective pay plan, you’re at a loss. Among other things, you may have bought into the conventional wisdom that says millennials are not loyal to a company and therefore traditional forms of pay won’t appeal to them. If these are issues you’re facing, you will not want to miss this presentation. http://www.vladvisors.com/compensation-knowledge-center/webinars/millennial-pay-what-works-and-what-doesnt
Career Reboot - Transferable Skills that Rock You To Results Mary Lee Gannon
The Career Changer’s Dilemma: You want to change careers or start a business but you keep telling yourself you are not qualified or that your current career skills do not demonstrate that you are diversified enough to bring value to a new setting.
You already have plenty of skills that you may not realize are very marketable and useful. These are called “transferable skills” or skills that you already have that can be applied in another setting.
How to Hire Top Talent to Create a Purpose-Driven BusinessY Scouts
Brian Mohr, Co-Founder & VP of Growth, Y Scouts
Evolution of Management - The way we hire and manage employees has evolved over the centuries. Historically (industrial revolution, scientific management) people were hired and supervised to perform specifically-designed tasks, with a great focus on optimizing productivity. We still see the effects of those roots today. Later, the bureaucracy developed, and behavioral management emerged between the 1920s to 1950s to focus more on the real needs of employees. In recent decades we've seen much emphasis on management science (six sigma, lean) ad its main focus remained often on process or productivity rather than on people.
State of our Workplace Today - Despite contemporary thought leaders (like Peter Drucker, or the emergence of Servant Leadership), today's workplace still produces much unproductive stress, eliminates much creativity and inspiration, and is characterized by high levels of disengagement. This in turn leaves significant opportunities for productivity, growth, and profitability on the table.
Research on Purpose – One of the key pieces we believe is missing is “purpose”. In Daniel Pink’s research on what really motivates people, he finds that purpose is one of the three main drivers. In Gallup’s research into why people follow, “hope” is one of the main factors. Dr. Seligman’s research in the area of positive psychology shows that having a sense of purpose is a key route to high well-being. Purpose is good for people, but for business as well. A range of studies has demonstrated the far-superior results that purpose-driven companies obtain over their money-driven counterparts.
Implications for You – For most companies this means there is a need t0 discover what their purpose is, to communicate, Y Scouts is proposing three main implications. First, what is your purpose? What are you most passionate about, and what are you doing to pursue that? Second, how can you help others find and pursue that? Second, how can you help others find and pursue their purpose? You have great influence over your existing employees (casting them in the right roles) as well as your new hires (interviewing them for fit and purpose). And thirdly, how can you develop and focus your managers and employees on their strengths? To allow purpose to thrive, managers will need to respect the employee for who he/she is and focus on bringing the best out in them.
What We Do – How Y Scouts can help
Q&A
Why does it seem like finding a new executive job was so much easier in past?
In today's work environment, we are flooded with online apps, job boards, social media and virtual recruiting tools and it's easy to become overwhelmed and discouraged with the executive job search process.
So what are the right steps to a successful job search and is there such a thing as the hidden job market?
In this presentation, Abby Locke will show you:
- How to understand the new executive job search
- How to manage mindsets and expectations
- How to break old habits and embrace new strategies
- How to solve the executive job search challenge in 7 key steps
- How to use non-traditional tactics to shorten your executive job search
Let’s face it, it is becoming harder and harder to attract the best talent. And without great people, you’ll never achieve a high-performance culture. As a result, your growth ambitions will be left unfulfilled. In short, it is critical to have an “irresistible” pay offer.
In this presentation, you will learn:
What a well-crafted pay philosophy should address and why it matters to the people you are trying to attract.
How to design a pay approach that appeals to the millennial employees you need to recruit.
Why a compensation strategy rooted in a value-sharing model is essential to an irresistible pay offer.
How top talent evaluates your compensation plan—and what they want it to help them achieve.
Why “how” you pay top producers is more important than “how much” you pay them.
How to create a rewards plan that offers unlimited earnings potential and pays for itself.
To watch the recording, visit https://www.vladvisors.com/webinars/the-3-parts-of-an-irresistible-pay-offer
Organizational Culture: The Make-or-Break Factor in Hiring and RetentionRobert Half
Workplace culture is a make-or-break factor in hiring and retention. Today’s in-demand payroll professionals will unquestionably be scrutinizing your corporate culture and considering whether they want to be part of it. This presentation will discuss why organizational culture matters, how to promote it when hiring, and how to assess the quality of your workplace environment.
Presented by Michael Steinitz from Accountemps and Robert Half at the American Payroll Association's 2019 Congress conference.
Many salaried professionals feel stuck in a job that pays $60-80K. The leap to a six-figure income is easier than you think. It's all about changing just a few behaviors.
How to Fortify a Diverse Workforce to Battle the Great ResignationMiloudtvShope
The Great Resignation, also known as The Great Realignment, wreaked havoc in organizations and businesses. It's left many leaders scratching their heads, trying to understand the climate, and scrambling to find solutions to keep their top talent from departing, all while attempting to increase engagement and drive productivity. Organizations who have been able to overcome this time focused and doubled down on one key element of their people strategy: People first & focused engagement programs. This approach has not only allowed them to retain their talent, but to provide an avenue for growth in this incredibly competitive market, strengthening their employer branding along the way.
In this session, you will learn:
• The core power of The Great Resignation and how to build retention resilience
• How to identify your employer brand’s “secret sauce” as the foundation of your next engagement strategy
• How to reclaim the talent market and hire the best and brightest talent in the market today
• How to align with your workplace culture to create unity and connection
How to Fortify a Diverse Workforce to Battle the Great ResignationAggregage
The Great Resignation, also known as The Great Realignment, wreaked havoc in organizations and businesses. It's left many leaders scratching their heads, trying to understand the climate, and scrambling to find solutions to keep their top talent from departing, all while attempting to increase engagement and drive productivity. Organizations who have been able to overcome this time focused and doubled down on one key element of their people strategy: People first & focused engagement programs. This approach has not only allowed them to retain their talent, but to provide an avenue for growth in this incredibly competitive market, strengthening their employer branding along the way.
In this session, you will learn:
• The core power of The Great Resignation and how to build retention resilience
• How to identify your employer brand’s “secret sauce” as the foundation of your next engagement strategy
• How to reclaim the talent market and hire the best and brightest talent in the market today
• How to align with your workplace culture to create unity and connection
A TASTE OF SUCCESSFUL BUSINESS PRACTICES vi Published by Maven House Press, 4 Snead Ct., Palmyra, VA 22963 610.883.7988, www.mavenhousepress.com, info@mavenhousepress.com Special discounts on bulk quantities of Maven House Press books are available to corporations, professional associations, and other organizations.
<!-- wp:paragraph -->
<p>No secrets.It's just combined factors that help you create your startup's all-star team in a healthy work environment that keeps your startup on track hitting its milestones.Explore the best tips and hacks for:-Leadership & management-Future labor policies - Work environment & landscape - Expectations setting-Remote management - Reshaping norms - Transparency & communication & Employee compensation.</p>
<!-- /wp:paragraph -->
<!-- wp:paragraph -->
<p>As a part of EdVentures leaps event With Cornelius James O'donnell , Head of digital products at <a href="https://www.facebook.com/NahdetMisrPublishingHouse/?__cft__[0]=AZU85dhbOQpkybuLWNlzR59ApcTFRHksVE_rWpBxyti92APMHnxxrTYDmin7Uqx0GngW_QKkgBQd1YiQAr5op1ozZk6HLk3vxCBCQ-cIuq-BMalyUUEQKc_oLVF-jkkbIs_ozIhngTeR9oLOZzkT78V4&__tn__=kK-R">Nahdet Misr Publishing House</a> , founder of <a href="https://www.facebook.com/sarmady/?__cft__[0]=AZU85dhbOQpkybuLWNlzR59ApcTFRHksVE_rWpBxyti92APMHnxxrTYDmin7Uqx0GngW_QKkgBQd1YiQAr5op1ozZk6HLk3vxCBCQ-cIuq-BMalyUUEQKc_oLVF-jkkbIs_ozIhngTeR9oLOZzkT78V4&__tn__=kK-R">Sarmady</a> , and Angel investor in <a href="https://www.facebook.com/EventtusApp/?__cft__[0]=AZU85dhbOQpkybuLWNlzR59ApcTFRHksVE_rWpBxyti92APMHnxxrTYDmin7Uqx0GngW_QKkgBQd1YiQAr5op1ozZk6HLk3vxCBCQ-cIuq-BMalyUUEQKc_oLVF-jkkbIs_ozIhngTeR9oLOZzkT78V4&__tn__=kK-R">Eventtus</a> , Rise up, <a href="https://www.facebook.com/wuzzuf/?__cft__[0]=AZU85dhbOQpkybuLWNlzR59ApcTFRHksVE_rWpBxyti92APMHnxxrTYDmin7Uqx0GngW_QKkgBQd1YiQAr5op1ozZk6HLk3vxCBCQ-cIuq-BMalyUUEQKc_oLVF-jkkbIs_ozIhngTeR9oLOZzkT78V4&__tn__=kK-R">WUZZUF</a> and more.</p>
<!-- /wp:paragraph -->
Leveraging the newly released Talent Trends report and tying the insights into how small businesses (SMBs) can apply modern recruitment strategies/tactics to find quality candidates by using LTS.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. To learn more, visit us at: bit.ly/contacttalentsolutions.
Factors to Consider Before Switching Your JobT & A Solutions
Do you get frustrated from the same old routine of the same job for many years? Want a change in your current job, then switching a job is the best option. In this PPT we will discuss the most important factors to be considered before switching your current job.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Let’s face it, it is becoming harder and harder to attract the best talent. And without great people, you’ll never achieve a high-performance culture. As a result, your growth ambitions will be left unfulfilled. In short, it is critical to have an “irresistible” pay offer.
In this presentation, you will learn:
What a well-crafted pay philosophy should address and why it matters to the people you are trying to attract.
How to design a pay approach that appeals to the millennial employees you need to recruit.
Why a compensation strategy rooted in a value-sharing model is essential to an irresistible pay offer.
How top talent evaluates your compensation plan—and what they want it to help them achieve.
Why “how” you pay top producers is more important than “how much” you pay them.
How to create a rewards plan that offers unlimited earnings potential and pays for itself.
To watch the recording, visit https://www.vladvisors.com/webinars/the-3-parts-of-an-irresistible-pay-offer
Organizational Culture: The Make-or-Break Factor in Hiring and RetentionRobert Half
Workplace culture is a make-or-break factor in hiring and retention. Today’s in-demand payroll professionals will unquestionably be scrutinizing your corporate culture and considering whether they want to be part of it. This presentation will discuss why organizational culture matters, how to promote it when hiring, and how to assess the quality of your workplace environment.
Presented by Michael Steinitz from Accountemps and Robert Half at the American Payroll Association's 2019 Congress conference.
Many salaried professionals feel stuck in a job that pays $60-80K. The leap to a six-figure income is easier than you think. It's all about changing just a few behaviors.
How to Fortify a Diverse Workforce to Battle the Great ResignationMiloudtvShope
The Great Resignation, also known as The Great Realignment, wreaked havoc in organizations and businesses. It's left many leaders scratching their heads, trying to understand the climate, and scrambling to find solutions to keep their top talent from departing, all while attempting to increase engagement and drive productivity. Organizations who have been able to overcome this time focused and doubled down on one key element of their people strategy: People first & focused engagement programs. This approach has not only allowed them to retain their talent, but to provide an avenue for growth in this incredibly competitive market, strengthening their employer branding along the way.
In this session, you will learn:
• The core power of The Great Resignation and how to build retention resilience
• How to identify your employer brand’s “secret sauce” as the foundation of your next engagement strategy
• How to reclaim the talent market and hire the best and brightest talent in the market today
• How to align with your workplace culture to create unity and connection
How to Fortify a Diverse Workforce to Battle the Great ResignationAggregage
The Great Resignation, also known as The Great Realignment, wreaked havoc in organizations and businesses. It's left many leaders scratching their heads, trying to understand the climate, and scrambling to find solutions to keep their top talent from departing, all while attempting to increase engagement and drive productivity. Organizations who have been able to overcome this time focused and doubled down on one key element of their people strategy: People first & focused engagement programs. This approach has not only allowed them to retain their talent, but to provide an avenue for growth in this incredibly competitive market, strengthening their employer branding along the way.
In this session, you will learn:
• The core power of The Great Resignation and how to build retention resilience
• How to identify your employer brand’s “secret sauce” as the foundation of your next engagement strategy
• How to reclaim the talent market and hire the best and brightest talent in the market today
• How to align with your workplace culture to create unity and connection
A TASTE OF SUCCESSFUL BUSINESS PRACTICES vi Published by Maven House Press, 4 Snead Ct., Palmyra, VA 22963 610.883.7988, www.mavenhousepress.com, info@mavenhousepress.com Special discounts on bulk quantities of Maven House Press books are available to corporations, professional associations, and other organizations.
<!-- wp:paragraph -->
<p>No secrets.It's just combined factors that help you create your startup's all-star team in a healthy work environment that keeps your startup on track hitting its milestones.Explore the best tips and hacks for:-Leadership & management-Future labor policies - Work environment & landscape - Expectations setting-Remote management - Reshaping norms - Transparency & communication & Employee compensation.</p>
<!-- /wp:paragraph -->
<!-- wp:paragraph -->
<p>As a part of EdVentures leaps event With Cornelius James O'donnell , Head of digital products at <a href="https://www.facebook.com/NahdetMisrPublishingHouse/?__cft__[0]=AZU85dhbOQpkybuLWNlzR59ApcTFRHksVE_rWpBxyti92APMHnxxrTYDmin7Uqx0GngW_QKkgBQd1YiQAr5op1ozZk6HLk3vxCBCQ-cIuq-BMalyUUEQKc_oLVF-jkkbIs_ozIhngTeR9oLOZzkT78V4&__tn__=kK-R">Nahdet Misr Publishing House</a> , founder of <a href="https://www.facebook.com/sarmady/?__cft__[0]=AZU85dhbOQpkybuLWNlzR59ApcTFRHksVE_rWpBxyti92APMHnxxrTYDmin7Uqx0GngW_QKkgBQd1YiQAr5op1ozZk6HLk3vxCBCQ-cIuq-BMalyUUEQKc_oLVF-jkkbIs_ozIhngTeR9oLOZzkT78V4&__tn__=kK-R">Sarmady</a> , and Angel investor in <a href="https://www.facebook.com/EventtusApp/?__cft__[0]=AZU85dhbOQpkybuLWNlzR59ApcTFRHksVE_rWpBxyti92APMHnxxrTYDmin7Uqx0GngW_QKkgBQd1YiQAr5op1ozZk6HLk3vxCBCQ-cIuq-BMalyUUEQKc_oLVF-jkkbIs_ozIhngTeR9oLOZzkT78V4&__tn__=kK-R">Eventtus</a> , Rise up, <a href="https://www.facebook.com/wuzzuf/?__cft__[0]=AZU85dhbOQpkybuLWNlzR59ApcTFRHksVE_rWpBxyti92APMHnxxrTYDmin7Uqx0GngW_QKkgBQd1YiQAr5op1ozZk6HLk3vxCBCQ-cIuq-BMalyUUEQKc_oLVF-jkkbIs_ozIhngTeR9oLOZzkT78V4&__tn__=kK-R">WUZZUF</a> and more.</p>
<!-- /wp:paragraph -->
Leveraging the newly released Talent Trends report and tying the insights into how small businesses (SMBs) can apply modern recruitment strategies/tactics to find quality candidates by using LTS.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. To learn more, visit us at: bit.ly/contacttalentsolutions.
Factors to Consider Before Switching Your JobT & A Solutions
Do you get frustrated from the same old routine of the same job for many years? Want a change in your current job, then switching a job is the best option. In this PPT we will discuss the most important factors to be considered before switching your current job.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Securing Your Peace of Mind: Private Security Guard Services’Dragon Dream Bar
“Private Security Guards Service” provide a crucial layer of protection for individuals, businesses, and events, ensuring safety and peace of mind in various settings. Here's an overview of what private security guard services entail and how they can benefit you.
IPTV Subscription UK: Your Guide to Choosing the Best ServiceDragon Dream Bar
"IPTV Subscription UK" (Internet Protocol Television) has revolutionized the way people watch TV, offering a vast array of channels and on-demand content delivered over the internet. If you’re considering an IPTV subscription in the UK, here’s a comprehensive guide to help you choose the best service for your needs.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Matt Conway - Attorney - A Knowledgeable Professional - Kentucky.pdfMatt Conway - Attorney
After completing his law degree at the Brandeis School of Law at the University of Louisville, Matt Conway (Attorney) embarked on a varied career that has included roles in real estate law, public prosecution, and private practice. Find out more about him at his official site https://mattconway.net/
Textile Olympiad 𝟯.𝟬 Supported by The Business Standard and Textile Today: 𝗔𝗻 𝗜𝗻𝘁𝗲𝗿 𝗨𝗻𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆 Business 𝗖𝗮𝘀𝗲 𝗖𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝗼𝗻 where university undergraduates get to showcase their brilliance. Dive deep into real-world textile industry challenges, analyze intricate scenarios, and craft innovative solutions.
12 Conversion Rate Optimization Strategies for Ecommerce Websites.pdfSOFTTECHHUB
Did you know that the average ecommerce conversion rate is a mere 2.86%? That means for every 100 visitors to an online store, only about 3 make a purchase. With so much competition and an ever-increasing number of online shoppers, optimizing your website for higher conversions is crucial for the success of your ecommerce business.
In this comprehensive guide, we'll dive into 12 powerful conversion rate optimization (CRO) strategies that can help you turn more website visitors into paying customers. From improving website speed and optimizing for mobile devices to leveraging social proof and utilizing analytics, we'll cover actionable tips and best practices to help you maximize your ecommerce website's potential.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
Get Bad Credit Loans with Guaranteed ApprovalDollarLoan Hub
While no lender can truly guarantee approval for a loan, there are steps individuals with bad credit can take to improve their chances of securing a loan.
3. Purpose - Shifting from why to how?
What is your company’s core reason for being, and
where can you have a unique, positive impact on
society
(McKinsey & Co, April 2020)
4. Your real job in life is
to figure out what it
is you are called to
do.
-Oprah Winfrey
The two most
important days in
your life are the
day you are born
and the day you
find out WHY
-Mark Twain
People don’t buy
WHAT you do,
they buy WHY you
do it
-Simon Sinek
7. What do people want from their
employer?
Employees Seek Companies Whose Values
Match Their Own
Source: Top Ten HR Trends For The 2022 Workplace – Forbes.com
8. Why do people leave their
jobs?
Wanting a clearer company vision
Feeling uninspired
Wanting to feel valued
Seeking a better management relationship
Seeking a more financially secure company
Feeling conflicted with workplace policies
Needing more of a challenge
Looking for a higher salary
Needing more feedback or structure
Thinking that their job has changed
Needing a better work-life balance
Wanting more independence
Looking for more recognition
Searching for job and career advancement
Wanting a different work environment
Looking to live somewhere else
Source: Indeed.com
9. Why do people leave their
jobs?
Wanting a clearer company vision
Feeling uninspired
Wanting to feel valued
Seeking a better management relationship
Seeking a more financially secure company
Feeling conflicted with workplace policies
Needing more of a challenge
Looking for a higher salary
Needing more feedback or structure
Thinking that their job has changed
Needing a better work-life balance
Wanting more independence
Looking for more recognition
Searching for job and career advancement
Wanting a different work environment
Looking to live somewhere else
Source: Indeed.com
10. Why do people leave their
jobs?
Wanting a clearer company vision
Feeling uninspired
Wanting to feel valued
Seeking a better management relationship
Seeking a more financially secure company
Feeling conflicted with workplace policies
Needing more of a challenge
Looking for a higher salary
Needing more feedback or structure
Thinking that their job has changed
Needing a better work-life balance
Wanting more independence
Looking for more recognition
Searching for job and career advancement
Wanting a different work environment
Looking to live somewhere else
Source: Indeed.com
11. Wanting a clearer company vision
Feeling uninspired
Wanting to feel valued
Seeking a better management
relationship
Seeking a more financially secure
company
Feeling conflicted with workplace
policies
Hello everyone, welcome to this session and Ian thank you for having us at this wonderful agency hackers event in what might be the least corporate setting I have every presented in! Good call on that!
My name is Jamie and I will be your host for this session, I’m an associate director at Agency Partner and Waypoint Partners, and I’ve worked with many agency leaders and founders in that role over the last 4 years. Before that I was head of finance and operations for a performance marketing agency called queryclick, and before that I spent 8 years in various financial and operational roles within Bigmouthmedia, then DigitasLBI
My job here is to introduce the topic and do a bit of scene setting!
THEN I’ll be inviting all of you to do some talking - offering your thoughts, opinions, examples, so PLEASE DON’T BE SHY OR MY JOB WILL BE VERY DIFFICULT!!!!!
A note on rules of the game, if you disagree with someone, please DO be courteous and polite! This is not the house of commons, nor is it a football match! Please be civil to each other.
I’m very much looking forward to hearing from some of you
So here’s the exam question!!!
Now as with some exam questions there may be a very obvious one word answer here, but no one will get any marks for jumping straight to it!
Our role over the next 50 minutes or so is to explore, to consider, to share, perhaps even to debate components of this question!
Even if purpose is not at the centre of your thinking on a daily basis, my bet is that staff retention very much is!!!!
I’ve worked within agencies since 2006 and with multiple agency clients for the last 4 years, and throughout all of that time, retaining the best staff has been a recurring challenge often with no easy answers!
If I think of my time at Bigmouthmedia before we sold to LBI and then subsequently Publicis groupe, our purpose was simple:
To capitalize on our 1st mover advantage around our core Search offer and become the largest digital marketing agency acquisition of its kind in the UK to date! Which we achieved in 2010 in a deal worth over £100m, making the founders very wealthy people in the process! Now that purpose was never openly discussed, however the sense of pride in working for such a fast-growing agency was felt from the ground up and a sense of purpose was felt throughout!
Safe to say that sense of purpose definitely aided retention, atleast up and to a point
Firstly lets explore purpose a little!
McKinsey suggests that Purpose is about shifting from why to how and that now more than ever, you need good answers to these questions. Why? Well perhaps we’ll find out later?
Over recent years, the association of purpose with having a positive impact on the world has become stronger and stronger and for good reason!
For me, it is a component of purpose, but there are other aspects!
Lets look at what some experts say about individual purpose – Our people, our staff are after all individuals and we should of course consider what purpose might mean to them!
Oprah Winfrey suggests that your REAL job is to figure out your calling!
Mark Twain suggests that life is about finding out WHY you’re here and…
Simon Sinek talks about people buying not what you do, but why you do it!
If you’re wondering why there’s a picture of ren and stimpy up there, its simply because I could bear to give Simon Sinek’s smug face any more airtime than it already gets! – even if some of what he says is pretty spot on!
Eminem
Adele
Billie Eilish
In today’s agency workforce we largely have Gen X, Millenials and to an ever-increasing degree Generation Z!!!!! There may be one or two baby boomers still kicking about but most of the have retired on their final salary pension scheme.
Now I don’t think it really matters which bucket we fall into, the point is we are all individuals that exist surrounded by all sorts of information, opinion and narratives!
Which results in….
AN AWFUL LOT OF NOISE!!!
While we all sometimes seek ways to shut out this noise, we are all often trying to make sense of it and find a way to fit it all together and navigate through it!
Can a sense of common purpose help us in this?
What if we found an employer that made it easy to get excited about,
that we believe in,
that has a clearly defined focus for us to get on board with!
Could that perhaps be part of the answer?
Lets briefly look at what people want from their employer…
A recent Forbes study identified one of the 10 critical things that Employees today look for is this
These findings are especially important as 75% of workers say they expect their employer, and business in general, to be a force for good in society.
This percentage reaches 80% for those under 45 years old.
Furthermore, their research found more than half of knowledge workers say they would quit their job if their company’s values did not align with their own,
and only 1 in 4 of knowledge workers are likely to accept a job with a company whose values do not align to their own
Lets also briefly consider why people leave their jobs and then what we can do about it!
Indeed.com suggests these are the 16 main reasons! – I’ll pause to let you have a quick scan!
Now discussing all of these is clearly beyond the scope of today’s session
Now arguably, some aspects of the ones at the bottom we can’t always do much about.
If someone moves to another country for example, although clearly even that is becoming more and more possible nowadays depending on what job they do
Let’s take a few of the reasons at the top here and consider for a moment how many of these relate to purpose and what we can do about it!
Vision – You can ensure you have a clear vision that has been communicated and is understood by everyone. – Lego for example has a vision focused around inventing the future of play
Feeling uninspired – You can expand on that vision, bringing it into everyday conversation and communication. Show them that you and your leadership team believe in something. If you’re not all talking about it, why should they?
FOR THE APPENDIX – GREY OUT THE ONES YOU CAN DO NOTHING ABOUT
THEN HIGHLIGHT THE ONES WE KNOW RELATE TO PURPOSE
TESE ARE THER ONES THAT WE SEE KEEP COMING TO THE SURFACE
CONCLUSION IS WHAT CAN I DO ABOUT IT?
REFERENCE STEVEN ON THE FINANCIALLY SECURE ONE
HOW DO WE TACKLE EACH OF THESE? AT BIGMOUTH WE CAME 2ND IN THE GREAT PLACE TO WORK
PHIL TALKING ABOUT PICKING CLIENTS
ORANGE ON THE LEFT – ANSWERS ON THE RIGHT
FOR THE APPENDIX – GREY OUT THE ONES YOU CAN DO NOTHING ABOUT
THEN HIGHLIGHT THE ONES WE KNOW RELATE TO PURPOSE
TESE ARE THER ONES THAT WE SEE KEEP COMING TO THE SURFACE
CONCLUSION IS WHAT CAN I DO ABOUT IT?
REFERENCE STEVEN ON THE FINANCIALLY SECURE ONE
HOW DO WE TACKLE EACH OF THESE? AT BIGMOUTH WE CAME 2ND IN THE GREAT PLACE TO WORK
PHIL TALKING ABOUT PICKING CLIENTS
ORANGE ON THE LEFT – ANSWERS ON THE RIGHT
FOR THE APPENDIX – GREY OUT THE ONES YOU CAN DO NOTHING ABOUT
THEN HIGHLIGHT THE ONES WE KNOW RELATE TO PURPOSE
TESE ARE THER ONES THAT WE SEE KEEP COMING TO THE SURFACE
CONCLUSION IS WHAT CAN I DO ABOUT IT?
REFERENCE STEVEN ON THE FINANCIALLY SECURE ONE
HOW DO WE TACKLE EACH OF THESE? AT BIGMOUTH WE CAME 2ND IN THE GREAT PLACE TO WORK
PHIL TALKING ABOUT PICKING CLIENTS
ORANGE ON THE LEFT – ANSWERS ON THE RIGHT
