Digital Marketing: Should You Hire an Employee, Pay a Firm, or Do It Yourself?

14664976_sSmall business marketing can mean the difference between success and insolvency.

What’s your best option for getting started?

I saw this article this morning from Manta and wanted to share it with you… great stuff!

Marketing budgets are tight—even nonexistent—for small business owners. But digital marketing is key to retaining your customers and attracting new ones. Let’s say you’ve set aside a budget or budgeted some time for marketing. Where do you begin?

You begin by deciding which is right for you: hiring a marketing employee, hiring a marketing firm or doing it yourself.

What’s the right move for your business? Here’s a chart with the pros and cons of each of option:

OPTION 1: HIRE A MARKETING EMPLOYEE

IDEAL FOR:Established employers

Businesses with sales that fluctuate throughout the year

Businesses that rely on marketing & advertising to drive sales

Businesses with the revenue to support a dedicated marketing employee

Businesses with the revenue to fund a marketing expense budget to be spent on tools, collateral & campaigns

NOT IDEAL FOR:One-person businesses

Companies that operate on shoestring or variable budgets.

Businesses that generate consistent, sales through referrals, RFPs or other business development avenues

Companies that already have all the business they can handle should not invest heavily in marketing unless it supports a growth plan.

OPTION 2: PAY A MARKETING FIRM

IDEAL FOR:Businesses who can’t afford full-time help, but can support a small to medium investment in order to grow

Businesses who only need occasional help (say, around a launch campaign or website refresh) on a project basis

NOT IDEAL FOR:Business owners who prefer to work daily on-site with their full team

Businesses with largely fluctuating incomes that cannot guarantee paying invoices on time each month

OPTION 3: DO-IT-YOURSELF

IDEAL FOR:Very small businesses that don’t have the option of hiring

Businesses that have been relying on word-of-mouth referrals, rather than marketing for business development

Business owners with marketing training or experience

Owners who supplement their DIY with affordablemarketing tools & products

NOT IDEAL FOR:Small companies with multiple lines of business or complex marketing needs

Businesses heading into a growth period

Business owners unexperienced with marketing concepts & strategies

Business owners without a moderate amount of time to devote to marketing on a regular, consistent basis

If you would like learn more about how you can make a good decision on which option is best for you and your business – AND get a measurable ROI, call Coach Michael Stelter at Advanced Business Coaching, Inc. (262) 293.3166.
To take a Test Drive on our system visit http://abcgrowthacademy.com/guidedtour

To your success,

Michael Stelter

P.S. Please remember that at any time you feel ready and qualified to move forward and acquire the professional help that can enable you to build the business of your dreams, just click here and check out our ABC E-Learning Marketing System™. It’s helping small business owners just like you get the answers and the help they need to build the business they have always wanted.

We created the ABC E-Learning Marketing System™ with the perfect combination of online resources, tools and support to get you out of any financial distress you’re presently experiencing… help you get laser-focused on your highest income-producing activities… and help you develop and then apply the fundamentals that build multimillion dollar businesses. click here to see for yourself.

PXT SELECT ™ : MAKING THE VERY HUMAN DECISIONS ABOUT HIRING

PXTSELECTtm-AWB A UNIQUE SELECTION ASSESSMENT THAT FILLS THE GAP BETWEEN THE RESUME AND THE INTERVIEW,

PXT SELECT ™ HELPS ORGANIZATIONS:

  • Get a clear picture of candidate’s thinking style, behaviors, and interests,  giving you a meaningful edge in making the right hiring decision.
  • Start the selection process on the right foot. Explore an expanding library of job functions to which you can compare candidates.
  • Interview with confidence! Ask tailored questions and keep an open ear  for “what to listen for” based on a candidate’s assessment results.
  • Identify ways to enhance performance and maximize an individual’s  contribution to an organization.
  • Match people with positions in which they’ll perform well and enjoy  what they do.
  • Reduce turnover and boost employee engagement, which results in  happier employees!

ONE ASSESSMENT. ACCESS TO A FULL SUITE OF REPORTS

Having the right people in the right jobs is truly powerful. PXT Select™ not only helps you find the right people,  but also helps you shape the overall employee experience. PXT Select’s suite of reports helps you select, on-board, coach, and develop employees to reach their full potential.

EMPOWER YOUR ORGANIZATION WITH PXT SELECT™ REPORTS

  • COMPREHENSIVE SELECTION REPORT – Is the candidate a good fit?   This powerful report helps you make smarter hiring decisions with confidence. Featuring tailored interview questions and tips on “what to listen for” with each candidate, this report gives you a meaningful edge in your hiring process.
  • MULTIPLE POSITIONS REPORT – Which positions might be best for a particular individual? Compare a candidate or employee to multiple jobs in your organization.
  • MULTIPLE CANDIDATES REPORT – Make hiring decisions with ease.  Compare multiple candidates for a single position
  • PERFORMANCE MODEL REPORT – Understand the range of scores and behaviors for the position you’re trying to fill. Learn about the ideal candidate for that role.
  • TEAM REPORT – See how a potential candidate fits an existing team, or address your current team’s dynamics and strengths.
  • MANAGER-EMPLOYEE REPORT – Help managers discover how they can work more effectively with their employees.
  • INDIVIDUAL’S FEEDBACK REPORT – Candidates can learn from PXT Select, too! This narrative report doesn’t reveal scores and is perfectly safe to share with applicants.
  • INDIVIDUAL’S GRAPH – Are you more of a visual person? The graph illustrates a candidate’s results that you can view at a glance.
  • COACHING REPORT – Wish you had coaching advice tailored to each employee? This report gives you exactly that and more!

APLinkedInTo learn more, contact me, your PXT Select™ Authorized Partner.

Michael Stelter
ADVANCED BUSINESS COACHING, INC
W159 N10177 COMANCHE CT.
GERMANTOWN, WI 53022
Michael@ABCBizCoach.com
262.293.3166

 

4 Ways to Motivate Small Business Employees and Boost Your Bottom Line

3D man TeamA team of motivated employees can be the difference between owning and operating a thriving, bustling business and one that’s floundering or has a high turnover rate.

The best ways to motivate employees really comes down to finding ways to keep them engaged and excited about the work they’re doing and the people they are doing it with. Here’s a look at four ways you can do just that.

1. Challenge employees.

People need excitement to stay motivated, says Aleania Orczewska, director of business development at Carte Blanche, a consulting firm that builds company culture, offers management consulting, marketing and business development strategies.

The adage “variety is the spice of life” rings true at the office, says Orczewska. “Many high quality employees leave the best companies because there’s no room for growth.”

Being shortsighted: Don’t assume that employees are only working during normal hours, when they’re at the office or while they’re near your watchful eye. It’s common for diligent, dedicated and driven individuals to read emails at home during their favorite TV show, on the train commuting into work or even at a family gathering. They’ll answer after hours phone calls or be the last one out the door, leaving long after you flicked off the light in your office. And not taking a moment to recognize and acknowledge that — or even worse, come to expect it — can be a sure fire way to stifle a person’s spirit, says Akuamoah.

“If you’re not acknowledging the ideas employees bring to the table or the effort they put in, they’ll stop doing it. That brings down the performance level for the team overall,” she says. “You’re as strong as your weakest link, so don’t let your actions create weakness on the team.”

Disrupt their work/life balance: Emailing at odd hours of the night and early morning on Saturdays can happen during crunch time, but you don’t want that to be the norm. “Everyone needs the opportunity to unplug and recharge without feeling that they’re always ‘on’,” says Akuamoah. Your employee will be much more productive Monday through Friday if they have time to themselves outside of work hours.

Cultivating a cutthroat environment: Creating a team of overtly competitive people who cannot collaborate takes healthy competition to a dangerous level. It almost completely eliminates the aspect of co-worker collaboration that can lead your company to produce the next innovation that changes it all, Orczewska says. Making employees feel insecure about their jobs by constantly referring to the fact that there are thousands of people out there who would want their position will almost always backfire. “Creativity and innovation are lost in the face of anxiety about having a job after their current project,” cautions Orczewska.

That growth isn’t always a higher rung on the corporate ladder. “It’s often the room to grow in their current position,” she says. The opportunity to be challenged, to explore, and to innovate through varied work assignments, projects and responsibilities can keep employees highly motivated.

2. Create a sense of significance.

Don’t forget a reward for a job or challenge well done. You don’t necessarily need a huge, formal reward and recognition program, but you do need to say “thanks.” Orczewska suggests incorporating spontaneous acts of appreciation in management practices to reinforce the cornerstone of your business success. It’s great to celebrate significant events like landing a new major client or meeting a huge deadline. But it’s important to celebrate the small victories, too.

Email a note of thanks, or leave a quick handwritten note on an employee’s desk. Treating a department to pizza or ring a bell if an employee meets a deadline. “The key is saying thank you, not the size of the gesture,” says Orczewska.

Most employees aren’t working hard to please their boss — they’re working hard to do a good job, says Julianna Akuamoah, director of talent and development at the advertising agency, Allen & Gerritsen in Boston. The bonus is when your boss notices and appreciates the effort. “It can provide an extra boost for the employee to keep up the great work.”

3. Ask for their opinion.

Keep employees engaged by asking for (and actually hearing) their opinion on challenging business problems. “That tells employees you trust them with business information and value the differences in your experience,” Akuamoah says. “They’ll feel you appreciate their unique perspective and like a valued member/partner on the team.”

4. Don’t demotivate.

Even the most motivated employees can lose their mojo, especially if a boss’s actions reflect a demoralizing tone. And keeping everyone on the same productive page can be a struggle when bosses and managers fall into some demotivating traps and patterns. Make sure that doesn’t happen at your business by avoiding these basic morale don’ts.

To your success,

Michael Stelter
P.S. To take a Test Drive on our system visit http://abcgrowthacademy.com/guidedtour  We created the ABC GrowthAcademy System™ with the perfect combination of online resources, tools and support to get you out of any financial distress you’re presently experiencing… help you get laser-focused on your highest income-producing activities… and help you develop and then apply the fundamentals that build multimillion dollar businesses. click here to see for yourself.
If you would like learn more about how you can motivate your employees so that they will help you grow your business, call Coach Michael Stelter at Advanced Business Coaching, Inc. (262) 293.3166.

Final 3 Culture Points From Successful Entrepreneurs

exit-strategy7. Be Transparent

Honesty is the best policy, and being transparent with your employees will build trust and help keep the communication lines open
between workers. One way to do this is to broadcast company milestones and key metrics on laptops and T.V. monitors within the office, so everyone feels aligned and involved.

— Mike Smalls, Hoopla

 

8. Make Time for Social Fun

In order to have a positive company culture, you need to make time for social engagements among your staff. One of the greatest ways to make your staff feel valued is to take the time to learn about them. Social outings – lunches, weekend retreats, or happy hours – allow your staff to feel more connected to the company and each other, fostering better teamwork and a more productive work environment.

— Simon Slade, SaleHoo

9. Give Your Employees the Chance to Work as a Team

Give your team the ability to create something as a group. Create opportunities for everyone on staff to cross-pollinate a little and share their wisdom and creativity on a wider level.

Whatever your needs, if you want your people to act like a team, you need to give them teamwork opportunities where they can stretch their wings a bit and create something or solve a problem as a collective.

— Jennifer Martin, Zest Business Consulting

If you would like learn more about how you can create a powerful Culture in your business, call Coach Michael Stelter at Advanced Business Coaching, Inc. (262) 293.3166.
We have a series of FREE E-Books designed to provide you powerful information when searching and hiring your ideal employee. Click Here To Learn More.

3 More Culture Tips From Successful Entreprenuers

Advanced Business Coaching Vision Mission and Culture4. Write a Manifesto

Write a one-page, bulleted manifesto. Start with 3-5 core principles you want to convey to everyone, both inside and outside of the organization. These should be general ideas about what people will take away from interacting with your business. Ours, for example, were: service, quality, challenge (as in the status quo), individuality, and fun.

All written and photo content, in-person interactions, and pretty much every touchpoint with a customer or prospective/current employee, should leave people feeling at least one (ideally two or three) of these principles.

Refer back to the manifesto often. Use it as a measuring stick when you hire. We check off each principle directly on the resume when interviewing prospective hires.

— Michael Koranda, Pacific Issue

5. Challenge Your Employees

People need excitement. You have heard the old saying, “Variety is the spice of life.” It is true of so many aspects of life. Many high-quality employees leave the best companies when they feel there is no room for growth.

The growth these employees are speaking of isn’t always promotions and new positions. It often means room to grow in their current position. They want the opportunity to be challenged, to explore, and to innovate. The best companies give employees the freedom to create and grow the company.

— Aleania Orczewska, Carte Blanche

6. Hire Smart

Over the past eight years, I’ve had startups ranging from a travel company for expats and college kids in Santiago, Chile, to my current project, Givebuy.org. One thing I realized is how easy it is to visualize a Google-type atmosphere and then fall flat on your face when all of your employees (whether it’s two or 2000) are not happy.

An employee is an essential asset for a startup, especially a low-budget one. With my first startup, I hired two college students because I thought they would connect with potential clients better than someone older with experience (we were targeting exchange students for ski trips). I was wrong. They were terrible, and I was essentially paying them the little money that I had to not really do much at all. That money could have gone towards a hundred other things, and I didn’t realize how difficult hardworking people are to find.

So, in short, my advice is to hire smart. Get people who will not only work hard to better your startup, but also help create a positive atmosphere. The opposite can ruin a startup.

— Andrew Parker, GiveBuy

If you would like learn more about how you can create a powerful Culture within your business or organization, call Coach Michael Stelter at Advanced Business Coaching, Inc. (262) 293.3166.
We have a series of FREE E-Books designed to provide you powerful information when searching and hiring your ideal employee. Click Here To Learn More.