by Elizabeth Hines | May 22, 2017 | Blog, Content Marketing, Marketing, Social Media
B2B enterprises with 1000+ employees face unique content marketing challenges that can hinder a program’s overall success.
Bigger isn’t always better. Or, maybe I should say, bigger companies don’t always have it easy.
Big marketing budgets and a big marketing staff have their perks — but they also have their share of challenges. The Content Marketing Institute’s 2017 B2B Enterprise Content Marketing Report, which surveys B2B companies with over 1,000 employees (enterprise marketers), brings many of these issues to light.
The challenges these enterprises face, of course, are quite different from those of their small- and mid-sized counterparts. Here are some of the top differences:
- 72% of B2B marketers agree that their organization is focused more on building long-term relationships than getting quick results. Only 58% of B2B enterprise marketers agree with that statement.
- 52% of B2B marketers agree that their leadership team gives ample time to produce content marketing results (which typically take longer than other marketing approaches). Only 38% of B2B enterprise employees agree that leadership supports their longer efforts.
- 69% of B2B marketers agree that their organization is almost always or frequently focused on creating content for an audience, instead of their brand. 47% of B2B enterprise marketers feel their focus on the brand.
Pressure to produce results quickly is a death sentence for content marketing. And being forced to create content for a brand, rather than a specific audience, can be detrimental to content marketing results. Yes, challenges facing these enterprise marketers are often as large as the companies for which they work.
Let’s take a look at some of the reasons why that is, and a few solutions for solving them.
3 enterprise-level content marketing challenges
1) Organization
While the CMI Report found that 88% of B2B enterprise companies are using content marketing, a mere 2% felt their content marketing strategy was “sophisticated.” Organization might have something to do with that.
Most enterprise organizations have staff that are responsible for multiple brands and product lines throughout the company. Their time is split developing strategies for different marketing programs. Smaller operations, on the other hand, can focus on a single brand, devoting time to developing and implementing a comprehensive strategy that the team can live and breathe — instead of toggling back and forth between programs all day long.
Solution: Outsourcing can be an enterprise’s best friend. A third-party vendor can dedicate itself fully to creating a content marketing strategy that best fits individual products or brands. And the vendor can even drive the strategy, if the enterprise’s resources are so taxed. Check out these 13 stats about outsourcing content marketing to learn more.
2) Clarity
It’s difficult to deem a program effective if there is no clear vision of success looks like. Yet, almost half (45%) of B2B enterprise companies feel their organizations lack clarity for benchmarking success. You can see the problem there.
Oftentimes, especially in larger organizations, the C-suite has a very different idea about what makes a content marketing program successful (i.e., leads and sales), whereas the marketers developing the strategy know that other benefits (e.g., increased brand awareness, social reach) have long-term value.
Solution: Education is key here. For one, set realistic expectations about the length of time it will take to generate tangible results from your content marketing program. Further, marketers need to learn to speak their bosses’ language when it comes to winning support for content marketing. They should regularly report on all progress to show how, over time, “smaller” victories (like growing social media engagement) translates to leads and sales. Check out our Monthly Marketing Reporting Template for some ideas.
3) Content Distribution
As more organizations recognize the benefits of content marketing, they’re ramping up production of content. In fact, 63% of survey enterprise-level respondents reported increasing the amount of content they produce from 2016. That’s great, but — the question is — does more content definitely equal better results?
The answer is not necessarily. Content distribution plays a huge role in getting the most out of what you’re producing. And here’s where the enterprise-level marketing problem lies: 94% of B2B enterprises are using email as their main distribution channel.
I’ve written before about how organizations spend too much time creating marketing emails. I believe organizations tend to stick with this content distribution channel because they see immediate results in the form of open rates and click-throughs. But the reality is that these companies are trying to squeeze water from the same well over and over again. At some point, they’re going to run out.
Solution: Don’t get me wrong: Email marketing is an important component of a well-rounded content distribution strategy. But so are publishing on social media and blogging (on your website and others!). These distribution channels help you reach new prospects who are searching for products and services like yours. Make sure your content distribution strategy includes a variety of platforms instead of just relying on one (like email) or just a few.
It is important to note that there are many B2B enterprise organizations that have highly successful content marketing strategies. Companies like Cisco and Boeing, who are committed to content marketing, have created ways to define what a successful content marketing program looks like and to effectively measure content marketing ROI.
The differences between B2B enterprise content marketing and B2B content marketing overall are tangible but not defining. These larger organizations have the ability to make changes that can redefine their content marketing programs and open the door to endless opportunities.
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by Elizabeth Hines | May 18, 2017 | Blog, Leadership, Supply Chain
Add these books to your summer reading list to stay on top of industry trends and jump start your professional development.
“Education is the passport to the future, for tomorrow belongs to those who prepare for it today.” Malcolm X
Nikki Vazeos, regional sales manager at Veritiv, a leading North American distribution company, requires all of her sales reps to read one book a quarter that deals with professional development, sales techniques, or distribution trends and write a brief summary on how it applies to their day-to-day business. I always have found this kind of assignment to be beneficial on many different levels: professional growth, staying on top of industry trends, and of course, continuing education outside of the office.
If you’re a supply chain professional looking to build your summer reading list, this post is for you. Here are 5 highly recommended books that will jump start your professional reading.
5 books for supply chain professionals
1) The Resilient Enterprise
The Resilient Enterprise by Dr. Yossi Sheffi, Elisha Gray II Professor of Engineering Systems at MIT and Director of the MIT Center for Transportation and Logistics, has become one of the most influential supply chain resiliency books since its publication. Though published back in 2005, the book is still extremely relevant using numerous case studies and cautionary tales of some of the world’s largest companies. Dr. Sheffi explores high-impact/low-probability supply chain disruptions and the tools companies can use to reduce the vulnerability of their supply chains while fostering an overarching culture of resiliency.
2) The Inevitable
The Inevitable by Kevin Kelly guides its readers through the 12 technological imperatives that will shape the next 30 years and transform our lives. Kelly provides an optimistic road map for the future, showing how the coming changes in our lives — from virtual reality in the home to an on-demand economy to artificial intelligence embedded in everything we manufacture — can be understood as the result of a few long-term accelerating forces. Kelly both describes these trends — flowing, screening, accessing, sharing, filtering, remixing, tracking, and questioning — and demonstrates how they overlap and are codependent on one another. These larger forces will completely revolutionize the way we buy, work, learn, and communicate with each other. By understanding and embracing them, says Kelly, it will be easier for us to remain on top of the coming wave of changes and to arrange our day-to-day relationships with technology in ways that bring forth maximum benefits.
3) The 360° Leader
The 360° Leader by John C. Maxwell offers an in-depth look at the application of leadership principles, even when you’re not the boss. Maxwell asserts that you don’t have to be the “main” person to impact your organization. The book suggests tangible ways to influence peers and superiors and become a more valuable member of your team.
4) Good to Great
Built to Last, a book published by Jim Collins in 1994, looks at 18 companies that have triumphed over time, and how long-term sustained performance can be built into a company’s DNA over time. In Collins’ follow-up book, Good to Great, he concludes that it is possible, but it takes a lot of hard work and dedication.
Collins and his team of researchers began their quest by sorting through a list of 1,435 companies, looking for those that made substantial improvements in their performance over time. They finally settled on 11 — including Fannie Mae, Gillette, Walgreens, and Wells Fargo — and discovered common traits that challenged many of the conventional notions of corporate success. At the heart of those rare and truly great companies was a corporate culture that rigorously found and promoted disciplined people to think and act in a disciplined manner.
5) Executive Presence
Executive Presence by Sylvia Ann Hewlett, a noted expert on workplace power and influence, shows you how to identify and embody the Executive Presence (EP) that you need to succeed. EP is a combination of qualities that true leaders exude, a presence that shows you’re in charge or deserve to be.
Articulating those qualities isn’t easy, however. Based on a nationwide survey of college graduates working across a range of sectors and occupations, Sylvia Hewlett and the Center for Talent Innovation discovered that EP is a dynamic, cohesive mix of appearance, communication, and gravitas. While these elements are not equal, to have true EP, you must know how to use all of them to your advantage.
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by Elizabeth Hines | May 9, 2017 | Blog, Leadership, Talent
Employers that can reduce stresses surrounding childcare increase their chances of retaining their most talented employees.
Many companies struggle with attracting and, more importantly, retaining their best employees. There are many reasons why, of course. But one of them that we don’t talk enough about in the supply chain — though it’s been gaining national attention lately — is the issue of childcare.
This is a very personal matter to me, a working mother who struggled to find a balance between the cost of childcare and the price of my employment. And that doesn’t even cover the emotional, physical, and logistical challenges of finding somewhere to deposit young children for a good portion of the day while you earn a paycheck. But I digress…
The staggering cost of childcare
According to Care.com, the national average for at-home care is $28,354 per year, while in-center care is $8,589 per year. These numbers are often staggering to parents, who are not physically or emotionally ready to part with their newborns after a short, and for most, unpaid maternity or paternity leave.
It’s Working Project and Forty Weeks founder Julia Beck recently wrote about concerns parents consistently face when heading back to work after having a baby. At the top of the list is childcare and a general lack of support from the workplace. “Support from employers makes or breaks the deal, creating either a manageable new reality or the need for a backup plan (or even an exit),” she writes.
Don’t believe that’s true? Take a look at this statistic: 83% of millennials would leave their jobs for one with better family care benefits. As millennials represent an increasing percentage of the supply chain fabric, it’s a concern that should increasingly matter to employers.
Here’s the good news: Every challenge employees face is an opportunity for employers to gain a leg up on their competition for talent. Easing the stresses surrounding childcare can be a simple yet significant way that companies can support their most talented employees, who also happen to be working parents.
How employers can ease childcare stresses for working parents
So what can your company do to help make work/life balance more obtainable for your employees? Here are three practical suggestions that are fairly simple for employers to implement but that might make a world of difference for working parents.
1) Make schedules predictable.
When a parent learns of a last-minute, late-afternoon meeting, they must scramble to find someone to pick up their son or daughter from daycare, miss a long-anticipated school or sporting event, or otherwise come up short on time promised to their families. Setting rules around scheduling meetings can help avoid this additional stress on parents.
For example, some organizations have a policy that no meetings can start before 9:30am or after 4:30pm, so parents don’t have to worry about drop-off or pick-up with daycare facilities. Allowing parents to focus on work and not worrying about running late for soccer practice makes them more productive employees.
2) Offer flexibility.
BirchBox’s VP of People and Culture, Melissa Enbar, explains that her organization offers flexibility around the hours employees work and the location they work from.
Nowadays most jobs can be effectively performed from home or another location. This is a luxury that makes sense for working parents — and it’s an opportunity for companies to offer an extra benefit for employees who want or need to set their schedules around their families.
3) Aid in childcare options.
Whether your company offers on-site care or not, you can still help ease the stress of finding reliable and affordable childcare for your employees.
A good starting point is creating resources for new parents beginning their childcare search. This can be as simple as posting a list of childcare facilities recommended by other employees or as in depth as offering backup childcare options for emergency situations. Brigham and Women’s Hospital in Boston, for example, offers a reduced rate for six days of emergency care at home through Care.com, plus access to a backup child care center, according to one employee.
Let’s face it, securing a safe, nurturing childcare option is a challenge for all working parents. When they are plagued by related stresses — such as an unforeseen late meeting, illness, or other everyday concern — parents aren’t able to give their full attention to their job. This comes at a cost to the employee and ultimately, the business.
There are things you, as an employer, can do to make working for your company more appealing to parents. Helping employees navigate childcare stresses will be benefit not only the individual, but the company as well, in terms of employee retention. After all, a flexible-hours or no-4 p.m.-meetings policy may be the differentiator that keeps your talent working for you rather than your competitors.
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by Elizabeth Hines | May 8, 2017 | Blog, Content Marketing, Marketing
Research shows that marketers are wasting valuable time and resources reinventing the wheel when it comes to email marketing.
Email marketing can be a challenge — to say the least. The constantly changing email landscape, marketing trends, and privacy regulations can make staying on top of your email game very tough.
The Litmus 2017 State of Email Report looks at trends in email marketing over the last year. One interesting takeaway: The definition of ‘spam’ email is changing at lightning speed. Consumers are quick to label unwanted or uninteresting emails as spam. That means it’s more likely the content you’re creating won’t make it to your audience’s inbox.
So marketers should spend more time and resources creating better emails, right? Not necessarily. The study shows that many aren’t using their resources wisely when it comes to marketing emails.
One thing is clear: Companies have to drive relevant and timely email communications that align with subscribers’ interests to stand out. But spending more time on different designs and reinventing the wheel when it comes to copy aren’t necessarily the way to go about that.
Take a look at these 4 statistics from the report and why streamlining and automating certain aspects of your email marketing program might free you up to focus on factors that can make a difference.
4 takeaways from the Litmus 2017 State of Email Report
1) 41.5% of companies have 1-5 emails in production at any given time (from conception to send).
That is a lot of emails. If you’re working on 5 emails at a time, it’s important that you have a process for turning them over quickly. But Litmus found that companies are spending way too much unnecessary time thinking about, creating and producing emails.
Why start from scratch with every one? Email templates are an excellent way to streamline your production process. It’s also easier to concept an email when you have certain standard elements that you have to come up with each time. You can still swap out messaging and images while keeping brand-specific pieces in place. It’s a time-saver for all involved.
2) Only 31.6% of companies spend less than a week to produce a single email.
So over 68% of companies are spending a week or more on ONE email. If most marketers send out 1-3 emails a month, imagine how those weeks add up! How does anyone have any time to do anything else?
This means too many marketers are spending too much time on each email. Automating certain parts of your process can be a beautiful thing — saving you time, money, and, ultimately, your sanity.
3) Only 6.7% of marketers use task runners as a part of their email production flow.
Task runners automate repetitive tasks, such as inlining CSS and sending out test emails. The biggest benefit to using a task runner is the ability to save time. Using Grunt, a popular task runner, not only adds to efficiency, but also builds consistency, increases effectiveness, and offers task flexibility.
4) Only 5% of marketers are using static site generators as a part of their email production workflow.
Static site generators are build systems for flat files that allow you to create templates and break down email elements. For all of us non-coders, this means that when someone visits your webpage, the user sees exactly what is stored, in contrast to a dynamic webpage that is generated through an application. Using static site generators can save marketers time, improve reliability, and increase security.
So what does all this mean for you and your company? Time is money, and that’s especially true when it comes to your email marketing program. The concept of streamlining workflows and utilizing technology to cut down on time is imperative to your company’s success.
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by Elizabeth Hines | May 4, 2017 | Blog, Marketing, Social Media
Show that your company cares about its customers by responding in a complete and timely manner to negative comments on social media.
I was recently talking with a client who works in a sector known for negative online reviews. Customers tend to air their grievances in public forums — especially on social media — as a means of resolving issues that could be handled offline with a quick phone call to customer service. Some are just looking for discounts and know that a thorough online bashing will usually do the trick. Either way, the client did not see the point of engaging in an unwinnable argument.
I totally get it. But, unfortunately, not a good idea.
It’s really important to respond to negative comments for many reasons. Let’s walk through a few.
You are not a robot.
More and more, people turn to social media and other online forums to complain. It’s so easy to do! You don’t even have to face the consequences — or a real live person!
Don’t give them that satisfaction. Or, maybe I should say, prove them wrong. Give a voice to your business. Show them that someone is listening, that an actual human is reading their words. They’re not just complaining in a vacuum.
An always-respond policy will discourage commenters who don’t have a real issue that needs solving. Of course, it won’t stop people looking for a fight, but at least it shows that you’re not a robot, and that they should think twice before bashing you for all the world to see.
That brings up another critical point.
Everyone’s watching.
When you don’t respond to negative comments on social media, all of your followers and all of the people that come across your page see that. They get only one side of the story — and it ain’t pretty. They see that you didn’t care enough/have the time/[insert other bad assumption here] to respond to customer concerns. Imagine how that reflects on your business.
But when you do take the time to respond to comments, people see that, too. They see you making an effort to improve your customers’ experiences. Even if they have no context for the complaint, they have the opportunity to form a favorable opinion of your business because you care enough to respond.
Maybe you’re wrong.
Maybe there was a real lapse in service. Maybe the product isn’t meeting customer expectations because something’s wrong with it. Or, maybe that person you think is complaining to get a discount is really looking for a legitimate answer to a problem. Any way you spin it, that person deserves a chance.
Even on platforms where you can choose whether or not to enable comments, opening the comments feature indicates that your business is interested in hearing from customers and engaging with them in meaningful dialogue. And while you’ll inevitably receive some negative feedback, you will most certainly learn about problems that you would never have known about otherwise. You may even win back customers if you handle things correctly.
It’s discouraging to receive even one negative comment, let alone more. But by quickly responding to them and genuinely trying to solve any problems, you deliver on a promise of transparency, openness, and customer service. You become a company people would like to do business with, no matter what the haters are saying.
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