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How long should we wait with digital marketing?
One of the biggest issues that companies face when they decide that they want to have a content marketing campaign is time. Companies are happy to pay for a digital agency to do some work for them but after a certain period of time they begin to become a little nervous when the activity has not produced the kind of results they wanted. It is very easy to panic when you are working with a digital agency, but we suggest that you resist the panic mode and instead consider the reality of working with digital agencies and marketing. In this article we will look at the realities.
The fact of the matter is that if you are working with online marketing it will take some time for any results to come through. So many companies do not realise this however, and this is the reason why they get jumpy and start to worry about the money they are paying to the agency. If you were to think about things carefully and objectively, you would realise that using a digital agency is a long term thing. The reality of the matter is that it may take six months before any gradual improvement takes place regarding traffic to your site, for example, and the enquiry levels regarding your product or service.
If it takes six months, so be it. As long as you are able to reconcile yourself to this fact you shouldn’t worry too much for that first half of the year. Obviously, keep in touch with your digital agency and be fully aware of the activity they are carrying out on your behalf. One fatal mistake that many companies make is to just leave the agency to it and wait for the results to come in.
If you don’t want to be calling them every day, at least insist upon a regular report, preferably weekly, that shows the activity that has been undertaken. This means you are kept in the loop and fully informed about what is going on regarding your company and its digital marketing.
If six months seems daunting, ask what will happen in three months. The digital agency should be able to give you feedback and testimonials from other clients who have had results within 3 to 6 months. If nothing happens after three months on a general basis, then you either accept that or you try another agency. You can’t change the way the current agency works, because that is how they do things. Their results come when their results come, and trying to force the issue by asking for more when their capacity is what it is means nothing more than a waste of time.
It is always worth waiting at least six months to find out what kind of results you get. There is one clear reason for this. On a general basis, companies tend to find that after six months their results go through the roof. As long as work is consistently being delivered by the agency, the six month period is generally seen as an embryonic period. After this amount of time, it is very rare indeed for a company not to see a boost in the number of enquiries and leads that come from the digital marketing.
It is, therefore, essential that you stay in touch with your agency and that you look forward to the six-month point. Nine times out of ten it is very clear that six months is just about long enough for the groundwork to be laid and then for your campaign to really take off. Too many companies get tired and bored before the six-month point and waste all the money they have in the budget for marketing, only to find that if they waited a bit longer they would have seen their engagement with the audience increase massively.
It is arguable that you can have all the talent in the world in the agency that you’re working with, and a massive amount of work throughout the 3 to 6 months that you’re with them. But you may still not see results. This is simply because digital marketing is something that takes time, and only really brings any kind of results after a certain period. Once you have switched on to the fact that the process is largely beyond your control, you should feel better and be able to sit back and wait for the hard work to take effect.
Digital marketing is a very powerful and effective tool, and it will bring you results in the way of engagement and conversions. Just remember to allow the process to take hold, and be patient with that. That way, you’ll avoid disappointment and you can look forward to the good results to come after six months. Thanks to agency Inc marketing London for there help with this artcle.
How planning for employee engagement encourages engagement
Employment engagement statistics have recently reported that over half of all businesses have employees which are either disengaged or not at all engaged in their work. This has sparked many business executives to re-envision their employee engagement strategy.
Where do I even begin in planning an employee engagement strategy?
Businesses which are seeking to implement an employee strategy need be understand that planning and implementation of an employee engagement strategy are ongoing. What is working one month may not work the next month. Employees emotions shift and so do the things which motivate your employees. Determine what motivates your employees to keep your employee engagement active.
Set a high bar but have a ladder to reach it
The best way to start an employee engagement strategy is to set goals that your employees can obtain. Do you want to have a record year in sales? Then make monthly or weekly goals. Employees are more apt to strive for a short term goal of say 100 products then to try to reach the overall goal of say 10,000 sales overall.
Allocate your tasks according to the importance that they have to your company. Too many tasks which are undertaken will surely result in disengaged employees. It is ok to have several goals, but if you do be sure to divide up those task so that employees are engaged in the company but not overwhelmed. For example: If your company is trying to become a leader in technology trends, then start with simple mobile app development. Simplify is further into either Android or Apple apps. Build up from there.
One of the main issues which has caused for the fall of employee engagement according to Questback is that employees do not identify with the work they are doing. This may be caused by the business hiring individuals that are willing to do the work but are unqualified to actually do the task, or from employees that feel that their job is just a list of duties and nothing more.
Your employee engagement strategy should focus on making the employee feel emotionally attached to the business. This means that you instill a since of duty and responsibility in your employees as well as make them feel like they are a part of the business. You can do this through many different activities. Initiatives, corporate meetings, and business transparency are just some ways in which other businesses are sparking employee engagement. Many companies are also implementing strategies to help employees with families better balance the time between work and home life. The goal again is to have the employee emotionally attached to their duties within the business.
Implement strategies which will encourage your employees to give feedback to policies and procedures, convey creative and innovative ideas for company issues, and rewards for those employees that go above and beyond what their “job description” entails. As most people work 8 hours or more a day, it is important that the individual feels like they are a part of the job for which they are dedicating so much of their time and energy to.
Use Employee and Customer Surveys to help develop your Employee Engagement Strategy
In order for your business to understand the needs of the customers as well as the engagement of the employees of that business, you are encouraged to conduct surveys on both the employees and customers of your business. Where in the past, the traditional method has been to use paper surveys, the digital age has allowed for creative and interactive surveys to be created for use on mobile devices, tablets, and all internet browsers.
Data which is collected from employee engagement surveys will quickly show you which areas of your business needs the most help. For example: if you find that your employees do not feel like the company cares for their health and wellbeing, then you can implement a safety seminar as well as perhaps increase the level of healthcare coverage offered to employees. If you want to see how specific employees are engaging your customers, you can have a survey which allows customers to rate employees upon completing their business with your company. The options are endless.
We are here for you
If you find that creating an employee engagement strategy is something which you need help in developing, the professionals at Questback.com would love to help you develop surveys which will encourage your employees to be engaged with your business. Our surveys can be completed using almost any mobile device, laptop, tablet, or internet device and delivers the results in real time.
Ensure that your business has the best possibility of being productive and profitable by decreasing the amount of disengaged employees. Hoping for the best employees is a task of folly. Planning, strategizing, and implementing an employment engagement strategy is the only way that a business will fully reach its potential.