Why our executive team didn't write our culture deck, on Harvard Business Review: http://blogs.hbr.org/cs/2013/06/why_executive_teams_shouldnt_write.html
Is corporate culture really about organizational structure and incentives? What the company’s founders and executive team is on a mission to accomplish? How those same people ideally want their culture projected to investors? Or is company culture more about who people are and how they interact – what commonalities they share, and how they work and play?
Genuine culture is organic, not imposed. It’s why our executive team did not write our culture deck. Culture is what keeps people at Nanigans – not our mission statement or how our teams are structured. Our culture deck is a guide for company hiring and fit, as much as it is a signature of what’s made us so successful to date.
The Socious Way Culture Code: How We Work & What We ValueSocious
Get a peek into the culture and beliefs at online community software company, Socious. Learn about the words we live by and aspire to as we serve our customers businesses, association, & user groups) and each other.
These slides are a living document. They contain the values conveyed by a company’s people and their actions.We created The Socious Way because we want to work for a company that we love. We are sharing our values to stand behind our brand, attract the best people to join our team (and keep them), and share our values with our customers and partners.
This code in only the beginning. It is the way that we live out these values in our leadership, words, and actions that make this document meaningful.
About Socious
Socious provide online community software and services that help organizations strengthen relationships with customers, members, partners, and employees.
Learn more at www.socious.com and follow us on Twitter at @SociousSoftware or @SociousSuccess (nonprofits).
Buffer culture 0.6 (With a change to Be a No Ego Doer)Buffer
This is the 6th evolution of the cultural values we try to live to at Buffer. Read more about our values and approach to business at http://open.bufferapp.com
We Are Ometrians - The Ometria Culture DeckOmetria
We Are Ometrians - The Ometria Culture Deck, describing who we are, what we stand for and the kind of people we want to join us - http://www.ometria.com
The Socious Way Culture Code: How We Work & What We ValueSocious
Get a peek into the culture and beliefs at online community software company, Socious. Learn about the words we live by and aspire to as we serve our customers businesses, association, & user groups) and each other.
These slides are a living document. They contain the values conveyed by a company’s people and their actions.We created The Socious Way because we want to work for a company that we love. We are sharing our values to stand behind our brand, attract the best people to join our team (and keep them), and share our values with our customers and partners.
This code in only the beginning. It is the way that we live out these values in our leadership, words, and actions that make this document meaningful.
About Socious
Socious provide online community software and services that help organizations strengthen relationships with customers, members, partners, and employees.
Learn more at www.socious.com and follow us on Twitter at @SociousSoftware or @SociousSuccess (nonprofits).
Buffer culture 0.6 (With a change to Be a No Ego Doer)Buffer
This is the 6th evolution of the cultural values we try to live to at Buffer. Read more about our values and approach to business at http://open.bufferapp.com
We Are Ometrians - The Ometria Culture DeckOmetria
We Are Ometrians - The Ometria Culture Deck, describing who we are, what we stand for and the kind of people we want to join us - http://www.ometria.com
UpStart partners with the Jewish community’s boldest leaders to expand the picture of how Jews find meaning and how we come together. Our Culture Deck delves into the behaviors, systems, and practices that make us who we are...and determine where we're going. // https://upstartlab.org/
The Handy Culture Deck provides an inside look at the uniquely Handy company and culture we are building to achieve our mission. It outlines the things we believe at Handy and the ways we try to live up to them.
Interested joining the team at Handy and changing the world? Visit handy.com/careers
At Asana, we put a lot of time, energy, money, and most importantly, heart, into our company culture. That's why we recently updated our 2014 Culture Code deck.
Hootsuite's Manifesto: Building a Social RevolutionHootsuite
This document is a resource for all Hootsuite employees. We give this to each new team member who joins us. Hootsuite's Manifesto contains our core principles, some stories of our history and culture, and a special Peepsbook.
ATTOLLO Culture Deck - Creating the future together. ATTOLLO
ATTOLLO's culture is in all that we do – our interactions, our relationships, what we expect from our company and what the company expects from us. Cementing this our culture deck and helps to keep us on track. #ateam #attollo #culture #culturedeck
We're on a mission to democratize entrepreneurial education.
This the foundr culture deck where we showcase what we believe at foundr and the values that are important to us.
For more information about us go to foundr.com
We believe the only way to scale out Percolate is to distribute decision making out to the edges. That means we ask each and every person in the company to make decisions on behalf of the organization on a regular basis, without necessarily going to their manager to get advice or approval. Their guide instead must be the company’s culture. This values document is an attempt to officially record the values that we believe make Percolate great. Each value is paired with a question that anyone within Percolate could ask themselves to help them understand whether the decision they’re making is aligned with the company.
The rubric we used to write and judge these values is:
1) Enables someone actually make a decision in the moment: a question to ask yourself to know whether you’re living up to that value. An algorithm for making decisions.
2) Aimed at our constituents: employees, customers, and partners.
3) Something that someone can disagree with: generic values don’t help anyone understand anything.
4) Something that can fit in a picture frame or is tweetable: the goal is for these values to sit on a wall in every office around the world.
With that, here are the Percolate Values:
GROWING:
Startup = Growth. A startup isn’t determined by size; it’s a company fueled for growth. We must keep this spirit alive.
THOUGHTFUL BY DESIGN:
We aim for thoughtfulness in everything we do. This should be felt by colleagues, clients, and competition.
JUDGE PERCOLATE AGAINST PERCOLATE:
Know that everyone else has a lower bar than we do, never compromise.
SHIPPING > NOT SHIPPING:
Our orientation should always be towards delivery. Shipping, no matter how small, is always better than not.
OWNERSHIP:
You own this company. As we grow, it is your responsibility to ensure that we’re awesome. If it sucks, make it better.
CONSTANT QUESTIONING:
Asking ‘why?’ isn’t just for children. Being curious will make you and this company great.
FOCUSED ON SCALE, BUT WILLING TO DO THINGS THAT DON’T:
Sometimes the best way to reach scale in the long term is to do things that don’t in the short term.
LED BY PRODUCT:
Product is not just what we build, it’s the way we are. Everyone in the company should be thinking in, and building, products.
NOT JUST A JOB:
We want you to look back and feel that Percolate put your career on a new trajectory. You are proud, and you wouldn’t change a thing.
JUST:
At Percolate you are encouraged to run fast, be fearless, and work hard. If you make a mistake, let’s all learn from it.
What do you think? If you believe in our values and would like to come work with us, please get in touch.
percolate.com/jobs
These are the cultural values that RedMartians live every day in order to become the most customer-centric company in the world and the best place to work.
This is the biggest change to Buffer's core values since they were first written down in 2013. For more about our values head over to www.buffer.com/values and read more about our approach to business at open.buffer.com.
We wrote this to give you a sense of IDEO’s culture—the ties that bind us together as coworkers and as people.
Read more: http://blog.slideshare.net/2014/01/08/culturecode-what-makes-a-company-great/
Building A Strong Engineering Culture - my talk from BBC Develop 2013Kevin Goldsmith
This is the keynote talk I gave at the BBC Develop conference in London, UK in November of 2013. In it I talk about what I believe makes a strong engineering culture, how to protect it if you have it, and how to fix it if you don't. I use a lot of examples from Spotify (where I am a Director of Engineering). As usual, I go a bit light on the bullets, since I prefer to talk, but I think you can still get the gist of my points.
Culture is something we take pride in at LinkedIn. As the collective personality of our organization, it sets us apart, defines who we are and shapes what we aspire to be.
Hundreds of companies have defined their unique cultures on SlideShare as part of the Culture Code campaign. We thought it was important for LinkedIn to join in this effort; we want everyone, including our current and our future employees, to know exactly what it’s like to work here.
Our culture code:
1. We are obsessed with our customers, not competitors
2. We believe in work+life, not work versus life
3. We communicate transparently within team members
4. We are focused on data and KPIs
5. We get things done with a strong sense of urgency (#SOU)
Our core behaviors
Most companies have core values. Few companies have cultures that reflect them. That’s why Patreon has core behaviors — things you can do to ensure a thriving workplace for you and your teammates.
Our core behaviors were crafted by our first two dozen employees. To this day, we use them as our guiding light toward maintaining the culture we’ve built and love.
In 2011, Allegory – a small marketing firm with a passion for building brands – wanted to buy the URL www.CultureCode.com. It’s where we planned to launch products and services that would help organizations uncover their unique culture by identifying their underlying patterns, strengths and passions. The URL was taken.
Fast forward four years and we launched our system of tools under the name CultureTalk (www.culturetalk.com). Born at the intersection of culture and communications, our #CultureCode speaks both to our big vision of helping individuals and organizations realize their true potential and from the heart of little agency where it all began.
UpStart partners with the Jewish community’s boldest leaders to expand the picture of how Jews find meaning and how we come together. Our Culture Deck delves into the behaviors, systems, and practices that make us who we are...and determine where we're going. // https://upstartlab.org/
The Handy Culture Deck provides an inside look at the uniquely Handy company and culture we are building to achieve our mission. It outlines the things we believe at Handy and the ways we try to live up to them.
Interested joining the team at Handy and changing the world? Visit handy.com/careers
At Asana, we put a lot of time, energy, money, and most importantly, heart, into our company culture. That's why we recently updated our 2014 Culture Code deck.
Hootsuite's Manifesto: Building a Social RevolutionHootsuite
This document is a resource for all Hootsuite employees. We give this to each new team member who joins us. Hootsuite's Manifesto contains our core principles, some stories of our history and culture, and a special Peepsbook.
ATTOLLO Culture Deck - Creating the future together. ATTOLLO
ATTOLLO's culture is in all that we do – our interactions, our relationships, what we expect from our company and what the company expects from us. Cementing this our culture deck and helps to keep us on track. #ateam #attollo #culture #culturedeck
We're on a mission to democratize entrepreneurial education.
This the foundr culture deck where we showcase what we believe at foundr and the values that are important to us.
For more information about us go to foundr.com
We believe the only way to scale out Percolate is to distribute decision making out to the edges. That means we ask each and every person in the company to make decisions on behalf of the organization on a regular basis, without necessarily going to their manager to get advice or approval. Their guide instead must be the company’s culture. This values document is an attempt to officially record the values that we believe make Percolate great. Each value is paired with a question that anyone within Percolate could ask themselves to help them understand whether the decision they’re making is aligned with the company.
The rubric we used to write and judge these values is:
1) Enables someone actually make a decision in the moment: a question to ask yourself to know whether you’re living up to that value. An algorithm for making decisions.
2) Aimed at our constituents: employees, customers, and partners.
3) Something that someone can disagree with: generic values don’t help anyone understand anything.
4) Something that can fit in a picture frame or is tweetable: the goal is for these values to sit on a wall in every office around the world.
With that, here are the Percolate Values:
GROWING:
Startup = Growth. A startup isn’t determined by size; it’s a company fueled for growth. We must keep this spirit alive.
THOUGHTFUL BY DESIGN:
We aim for thoughtfulness in everything we do. This should be felt by colleagues, clients, and competition.
JUDGE PERCOLATE AGAINST PERCOLATE:
Know that everyone else has a lower bar than we do, never compromise.
SHIPPING > NOT SHIPPING:
Our orientation should always be towards delivery. Shipping, no matter how small, is always better than not.
OWNERSHIP:
You own this company. As we grow, it is your responsibility to ensure that we’re awesome. If it sucks, make it better.
CONSTANT QUESTIONING:
Asking ‘why?’ isn’t just for children. Being curious will make you and this company great.
FOCUSED ON SCALE, BUT WILLING TO DO THINGS THAT DON’T:
Sometimes the best way to reach scale in the long term is to do things that don’t in the short term.
LED BY PRODUCT:
Product is not just what we build, it’s the way we are. Everyone in the company should be thinking in, and building, products.
NOT JUST A JOB:
We want you to look back and feel that Percolate put your career on a new trajectory. You are proud, and you wouldn’t change a thing.
JUST:
At Percolate you are encouraged to run fast, be fearless, and work hard. If you make a mistake, let’s all learn from it.
What do you think? If you believe in our values and would like to come work with us, please get in touch.
percolate.com/jobs
These are the cultural values that RedMartians live every day in order to become the most customer-centric company in the world and the best place to work.
This is the biggest change to Buffer's core values since they were first written down in 2013. For more about our values head over to www.buffer.com/values and read more about our approach to business at open.buffer.com.
We wrote this to give you a sense of IDEO’s culture—the ties that bind us together as coworkers and as people.
Read more: http://blog.slideshare.net/2014/01/08/culturecode-what-makes-a-company-great/
Building A Strong Engineering Culture - my talk from BBC Develop 2013Kevin Goldsmith
This is the keynote talk I gave at the BBC Develop conference in London, UK in November of 2013. In it I talk about what I believe makes a strong engineering culture, how to protect it if you have it, and how to fix it if you don't. I use a lot of examples from Spotify (where I am a Director of Engineering). As usual, I go a bit light on the bullets, since I prefer to talk, but I think you can still get the gist of my points.
Culture is something we take pride in at LinkedIn. As the collective personality of our organization, it sets us apart, defines who we are and shapes what we aspire to be.
Hundreds of companies have defined their unique cultures on SlideShare as part of the Culture Code campaign. We thought it was important for LinkedIn to join in this effort; we want everyone, including our current and our future employees, to know exactly what it’s like to work here.
Our culture code:
1. We are obsessed with our customers, not competitors
2. We believe in work+life, not work versus life
3. We communicate transparently within team members
4. We are focused on data and KPIs
5. We get things done with a strong sense of urgency (#SOU)
Our core behaviors
Most companies have core values. Few companies have cultures that reflect them. That’s why Patreon has core behaviors — things you can do to ensure a thriving workplace for you and your teammates.
Our core behaviors were crafted by our first two dozen employees. To this day, we use them as our guiding light toward maintaining the culture we’ve built and love.
In 2011, Allegory – a small marketing firm with a passion for building brands – wanted to buy the URL www.CultureCode.com. It’s where we planned to launch products and services that would help organizations uncover their unique culture by identifying their underlying patterns, strengths and passions. The URL was taken.
Fast forward four years and we launched our system of tools under the name CultureTalk (www.culturetalk.com). Born at the intersection of culture and communications, our #CultureCode speaks both to our big vision of helping individuals and organizations realize their true potential and from the heart of little agency where it all began.
Tons of companies focus on elaborate manifestos when it comes to defining their culture. For us right now, we just focus on hiring people who do one of three things after a quick conversation: Make us laugh, teach us something, or tell us an interesting story that gives us something intriguing to look up later. It's a simple approach and it's working so far.
Today we all live and work in the Internet Century, where technology is roiling the business landscape, and the pace of change is only accelerating.
In their new book How Google Works, Google Executive Chairman and ex-CEO Eric Schmidt and former SVP of Products Jonathan Rosenberg share the lessons they learned over the course of a decade running Google.
Covering topics including corporate culture, strategy, talent, decision-making, communication, innovation, and dealing with disruption, the authors illustrate management maxims with numerous insider anecdotes from Google’s history.
In an era when everything is speeding up, the best way for businesses to succeed is to attract smart-creative people and give them an environment where they can thrive at scale. How Google Works is a new book that explains how to do just that.
This is a visual preview of How Google Works. You can pick up a copy of the book at www.howgoogleworks.net
Follow our mantra of sending the right message, to the right person, at the right time, with the right frequency as a framework for your email marketing strategy.
This is a modified version of a presentation given to high school students about understanding their digital reputations and identities online. It includes practical tips and guides from Erik Qualman's book, What Happens On Campus Stays On YouTube. A book to which I was a contributing author. Available on Amazon: http://www.amazon.com/gp/product/0991183525/ref=as_li_tl?ie=UTF8&camp=1789&creative=390957&creativeASIN=0991183525&linkCode=as2&tag=paulgordonbro-20&linkId=VEIE5AKM4DCK7MW2
The Plateau Effect: Why People Get Stuck...and How to Break ThroughThePlateauEffect
The Plateau Effect is a powerful law of nature that affects everyone. Learn to identify plateaus and break through any stagnancy in your life— from diet and exercise, to work, to relationships.
The Plateau Effect shows how athletes, scientists, therapists, companies, and musicians around the world are learning to break through their plateaus—to turn off the forces that cause people to “get used to” things—and turn on human potential and happiness in ways that seemed impossible. The book identifies three key flattening forces that generate plateaus, two principles to guide readers in engineering a plateau’s destruction, and three actions to take to achieve peak behavior. It helps us to stop wasting time on things that are no longer of value and to focus on the things that leverage our time and energy in spectacular ways.
Anything you want to do better—play guitar, make friends, communicate with your children, run a business—you can accomplish faster by understanding the plateau effect.
http://plateaueffect.com/
3 Things Every Sales Team Needs to Be Thinking About in 2017Drift
Thinking about your sales team's goals for 2017? Drift's VP of Sales shares 3 things you can do to improve conversion rates and drive more revenue.
Read the full story on the Drift blog here: http://blog.drift.com/sales-team-tips
We asked our employees why they think it's so sweet to work in our office. Here are some of their responses. We're hiring! Interested in meeting this awesome team of people? Write to careers@exclusiveconcepts.com - let's chat!
How do some of the best companies in the world bring company values to life for employees? If you have a set of core values, how can you lift them off the page so that the whole business understands and embraces the culture they're part of?
42 Reasons NewsCred Employees Love Their JobNewsCred
To celebrate our recent round of funding, we asked our employees to share what makes this place great. Why do we come to work every morning? Why do we spend hours of our day – and, let's face it – the best years of our lives building content marketing software and technology? Here are 42 reasons we love what we do.
Making life better @Weststar and CITN ...our values presentation 2013April Cummings
Weststar and CITN/Cayman 27 are working to change their corporate culture. We believe that instead of spouting off a bunch of values that don't mean anything to us, the time had come to articulate who we are and who we want to be.
Every company has a way of doing things. Once a new Xpeople joins our company we offer them a piece of advice. "Unlearn everything you know, let go. Welcome to the Future of Work"
We are Curious, Brave, Humble, we open our Big heart and mind and we really have an Xfactor. We don´t just believe in these traits and values, WE BET ON THEM.
We recruit, reward and release Xpeople based on these values.
Examples of the types of work I have done and for whom, with outcomes and nice things people have said about my work. Always happy to talk through in more detail.
Work style tech culture code 202106 reviewGustavo Dore
This is our company, Work Style Tech, code of conduct. If you are considering joining our company, you should take a look at it first. It also helps to guide our team in terms of values and directions. Hope most of you like it. =)
The Best Culture Wins is a case study on how HR and management worked together to build the best culture in a competitive industry. Not only did their culture produce financial results in the top 1% for comparable companies, but they transformed the idea of how leaders define, measure and improve company culture. www.ourthreads.com
Q2 2017 Benchmark Report: Marketers Deepen Facebook Ad Investments as Mobile ...Nanigans
Mobile advertising skyrocketed on Facebook in Q2 2017. According to Facebook's recent revenue report, mobile advertising now commands an 87% share of all ad revenue.
What's driving this massive increase in mobile ad spend? Nanigans recently explored this shift in its Q2 2017 Facebook Advertising Benchmark report. Learn how advertisers are maximizing revenue growth on Facebook with the findings in this SlideShare.
Facebook Video Advertising Rewind: Benchmarks and Trends From 2016Nanigans
Many advertisers using Nanigans have already harnessed the power of video to drive remarkable results from their ad campaigns. 2017 is shaping up to be another huge year for video. To get a better idea of what to expect from video advertising this year, take a look at this SlideShare of last year’s video benchmarks and trends from Nanigans advertisers.
Q1 2017 Benchmark Report: Mobile Surges as Advertisers Generate Higher Return...Nanigans
Profit-driven advertisers started off 2017 with high returns on ad spend and an increased investment in Facebook as a core growth channel. As shown in the Q1 2017 Global Facebook Advertising Benchmark Report, Nanigans advertisers are continuing to find value in Facebook as they explore mobile, dynamic ads, Facebook Audience Network, and more.
Learn which advertising trends emerged in Q1 and will continue to dominate throughout 2017 in this SlideShare.
Instagram Advertising Performance Snapshot: February 2017Nanigans
Advertisers are betting big on Instagram thanks to higher ROI at scale. With its global reach and powerful direct response ad products, just how well is Instagram delivering higher returns for some of the world’s most sophisticated marketing teams?
This presentation gives a performance snapshot and insight into why the platform is becoming a must-use channel for scaling growth from digital advertising.
The 2017 Advertisers Guide to Scaling Growth with Facebook and InstagramNanigans
2017 is slated to be a huge year for Facebook and Instagram advertising. With 1.23 billion daily active users (DAU) on Facebook and over 400 million DAU on Instagram, advertisers have access to a massive audience with unlimited revenue potential.
However, marketers need to evolve their advertising strategies to account for rising trends on either site. To help keep your team up-to-date and one step ahead of the competition, here are all the trends that will impact your Facebook and Instagram campaigns in 2017.
Q4 2016 Benchmark Report: The Holidays Deliver Higher Returns on Facebook Ad ...Nanigans
The holidays delivered higher return on ad spend on Facebook in Q4 2016
This report highlights key trends seen by companies leveraging Nanigans advertising automation software to grow the revenue impact of their direct response ad campaigns on Facebook.
This report highlights:
-CTR, CPM, and CPC trends for Facebook ads by vertical and geographic market
-Insights on how ecommerce advertisers are achieving higher returns
-Data on skyrocketing adoption of Facebook’s dynamic and mobile video ads
How to Scale Lead Generation with Facebook, Instagram and Twitter AdsNanigans
Are you maximizing the power of Facebook, Instagram, and Twitter ads for lead generation?
Attracting more of the right customers is clearly a challenge for all marketers. However, for those managing large-scale lead generation campaigns, advertising on Facebook, Instagram, and Twitter can be a highly effective solution.
This SlideShare explains how to use each of the three platforms as a powerful tool set for not only generating more leads, but for finding the best leads.
Facebook Video Advertising Rewind: Benchmarks and Trends from 2016Nanigans
Direct response advertisers in all industries are harnessing the power of video ads to drive meaningful actions. Whether they aim to increase purchases, app downloads, or lead form submissions, marketers benefiting by increasing their video ad spend on Facebook, Audience Network and Instagram.
As CMOs scale investment in video advertising, it's important to understand how the market is trending. This SlideShare features data and insights from our recent report of 2016 video advertising benchmarks in order to provide you with the knowledge you need to create successful campaigns this year and beyond.
The Performance Marketer's Guide to Scaling Growth with Mobile App Install AdsNanigans
App use is more popular than ever! According to eMarketer, 98% of US mobile users ages 14 and older installed at least one app this year. However, the mobile app marketplace is also crowded and competitive, and marketers need to employ next level advertising techniques in order to stand out from the crowd.
Social sites like Facebook, Instagram and Twitter are a central piece of customer acquision strategy for advertisers in verticals like mobile games and retail. Learn how to use these sites to win downloads for your mobile app with this presentation.
Getting Creative with Facebook and Instagram Video AdvertisingNanigans
Video ad growth is exploding, driven by direct response. Video ads on Facebook and Instagram offer marketers flexible formats, eye-catching autoplay functionality, and integrated call to action buttons.
This presentation contains creative best practices and inspiration, tips to jumpstart high performing campaigns, and an analysis of exemplary video ads and why they work.
Q3 2016 Benchmark Report: Advertisers on Facebook Scale Revenue Through Video...Nanigans
To arm online marketing teams with essential aggregate insights, today we’re releasing our latest Global Facebook Advertising Trends Report. This report examines key trends seen by companies leveraging Nanigans advertising automation software to manage, optimize, and measure their performance marketing ad campaigns on Facebook during Q3 2016.
Our latest advertising report highlights:
- CTR, CPM, and CPC trends for Facebook ads by vertical and geographic market
- Insights on how marketers are generating higher return on ad spend
- Global growth in adoption of Facebook’s Audience Network
The Guide To Driving ROI With Dynamic Ads on Facebook and InstagramNanigans
Dynamic Ads are a scalable retargeting solution that enables advertisers to promote the most relevant products to customers across Facebook and Instagram.
Automatically show customized promotions to individual users based on their desktop and mobile browsing.
This benchmark report highlights key trends seen by companies leveraging Nanigans advertising automation software to grow the revenue impact of their direct response advertising campaigns on Facebook.
Growth Marketing on Instagram: Finding & Scaling Success with Direct Response...Nanigans
For its 500 million users and for advertisers alike, the experience of using Instagram is entirely visual. So how can you make sure that the images in your Instagram ads will help you meet your advertising goals? View this slide deck to learn strategies and creative best practices that will increase the impact of your Instagram ad campaigns.
Q1 2016 Global Facebook Advertising Benchmark Report Nanigans
Q1 2016 delivers higher return on Facebook ad spend for retailers, and sees continued global growth in video ads.
This slide deck examines key trends seen by companies leveraging Nanigans advertising automation software to manage, optimize, and measure their performance marketing ad campaigns on Facebook during Q1 2016.
This slide deck highlights:
-CTR, CPM, and CPC trends for Facebook ads by vertical and geographic market
-Insights on how marketers are generating higher return on ad spend
-Global growth in adoption of mobile and video ads
For more information, see the full Q1 2016 Facebook Advertising Benchmark Report here: http://nani.gs/1USSepm
The prevalence of smartphones has left the door wide open for eCommerce companies to drive holiday sales through mobile advertising. What shopping trends can we expect this holiday season? Here are 10 charts to keep you in the loop.
Social media campaigns have the potential to reach 1.32 billion users on Facebook, one of the most powerful tools available to marketers today. This Nanigans presentation outlines beginner best practices for using Facebook's native Ads Manager and Power Editor platforms.
If you are managing performance marketing campaigns at scale, take a look this infographic to discover how savvy marketers are leveraging predictive lifetime value to maximize their return.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
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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.
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• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
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Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
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3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
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A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
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Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
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Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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Culture at Nanigans
1. THE CULTURE
WE‟VE CREATED
AT
a guide for company hiring and fit
and the signature of what‟s made us so successful to date
2. “94% of executives and 88% of employees
believe a distinct workplace culture is
important to business success.”
- Deloitte, “Culture in the Workplace” study
3. culture is a core pillar of any successful
company, along with its
• industry
• product
• customers
4. and yet for 3 years at ,
we didn‟t really talk about “our culture.”
16. after hyper growth from !
35 to 100 people across 4 offices !
in just over a year…!
and almost everyone at
answered that question with, “our great people.”
17. so it became critical for business success
to ask ourselves,
59. “Everyone is busy, yet still willing to drop
everything to help you out. It‟s amazing.
When someone does that for you, you
continue to do it for them – you pay that
forward. That‟s our culture. That‟s the circle
of life at .”
– Campaign Management
60. “We‟re redefining the way big business
should work, with vibrancy and passion and
being united towards a common goal. People
are willing to work their butts off for
customers and other departments – we’re
really in this together. We love the culture
for this, and don‟t want to work anywhere
else.”
– Campaign Management
62. “People are united in the vision of growing
the company. They‟re goal oriented – really
driven. There‟s selflessness, often working
until midnight and on the weekends. It takes
a certain personality type.”
- Business Operations
63. “We care more about our jobs than anyone I
know. It‟s clearly shown in the hours we work
and amount of time we choose to spend with
each other outside of work. We're all invested
– it‟s not something you learn, it‟s something
you’ve been your whole life.”
- Campaign Management
65. “The caliber of people here is incredible.
Everyone is impressive every day. People
tackle so many different things, and manage
all with a smile and efficiently. It‟s impressive
how technical people are, too – from
management to campaign managers.”
– Engineering & Data Science
66. “The motivation and work ethic here is
amazing. So is the intelligence of people –
their desire to learn. We‟re innovative; we
have a desire to solve problems.”
- Engineering & Data Science
68. “I‟ve never worked at a place where everyone
is so open and honest with one another
instead of just glossing over things. It‟s really
a self-fulfilling culture.”
– Account Management
69. “We laugh a lot. It cuts through even the most
stressful situations. There‟s a lot of giving
and taking jokes. There‟s some big
personalities here, that bring out the best in
everyone.”
– Business Operations
71. “One time, after going back and forth with a
client until 3am, [a coworker] sent me a thank
you email. No one expects a pat on the back
for this stuff, it‟s just part of their duty – but
people still express gratitude and really
care.”
- Campaign Management
72. “When a team wins the World
Series, reporters always ask how they did it.
Some player always brings up how it used to
be „25 guys, 25 cabs‟ home at night. But that
this team was special. They spent time with
each other outside the ballpark. They even
spent time with each other‟s families.
Hell, they were a family. Well, that‟s what it‟s
like at .”
- Business Operations
74. “There‟s an internal sense of humor here.
We even know when to make cat jokes
during client calls – it just shows that we're
human.”
– Campaign Management
75. “When [a coworker] can spend fifteen
minutes at a holiday party cracking jokes
about [our CEO and COO], it‟s really telling of
our company‟s fun, open and transparent
culture.”
– Account Management
78. “Everyone works really hard to carry their
own weight and make sure they're pushing
things forward as much as they can. But
there‟s also lightheartedness, poking fun at
stuff and joking around. It‟s that good mix of
really hard work and having a good laugh at
the same time.”
– Campaign Management
79. “People don‟t take themselves too
seriously, and yet really take ownership and
get things done. We‟re informal and fun, but
dead serious about the work.”
- Account Management
81. “It‟s a 24/7 culture – we‟re always on.
Everyone is hard working, goal-driven and
passionate. People come to work because
they enjoy the challenge. It‟s not a cut and
dry system. We‟re constantly learning and
applying those learnings.”
– Campaign Management
82. “We‟re all united by GSD. It's very clear if
you‟re not going to be able to keep pace.
There‟s a blue collar work ethic you need to
gain respect, and can be ostracized if you
don't have it.”
– Business Operations
84. “What impresses me most is how people
pitch in. I remember launching [a major
campaign] that wasn‟t spending to goal. We
were frantically checking settings to figure out
why, and eventually looped in [our CEO] who
helped triage. It was 10pm and he called in
engineering. They made code changes, and
by 11pm the campaign was spending and
from there on out kicked ass.”
– Campaign Management
85. “There‟s fires to put out all the time, and that‟s
when people really come together. People
are in the tunnel with you, even when you
can‟t see the light.”
– Business Operations
87. “I was so floored at the quarterly meeting
because it was so transparent. It wasn‟t fake
transparency; it was actual numbers. I‟ve
never had access to that, and it makes
everything you‟re doing so much more
meaningful. You saw how every campaign
and step across departments was affecting
the whole company.”
– Campaign Management
88. “There‟s no B.S. here. Work matters, results
matter and titles and seniority matter a lot
less – we‟re team oriented and thinkers from
the top down.”
– Engineering & Data Science
90. “People here are analytical, self motivated
and hard working. Nobody is going to
manage you. You have to manage yourself
and be a team player.”
– Account Management
91. “People take ownership individually, and
everyone wins as a team. People feel
accomplished and play an integral role in
the company‟s success, instead of just being
along for the ride. People really care, and are
committed to achieving and seeing success.”
– Campaign Management
93. “People are very close and very social here.
It‟s a strong bond for such a large group of
people. It‟s kind of like a frat – but in a good
way.”
– Business Operations
94. “We don‟t have co-workers, we have friends.
Everyone genuinely enjoys each other‟s
company, has fun together and wants to
hangout. The bonus is getting to come to
work every day with them.”
– Campaign Management