Let’s face it—it does no good to build a funnel and spend zero time optimizing for conversion. That’s a no-brainer, right?

But, how many of you are working closely with your head of sales to ensure that the opportunities you help generate actually convert into paying clients? Ultimately, if you want to be seen as a successful marketer, you’re going to have to show that marketing is driving sales.

Now, the challenge is that in today’s commoditized world, sales teams often struggle to stand out from the crowd. As a result, closed won rates plummet, and organizations find it challenging to demonstrate to prospects how their total value proposition is the clear winner against all of the other competitors.

To make matters worse, many organizations rely on “super hero” sales people or even the founder to close deals. This approach is not sustainable or scalable. You can’t build a successful sales team if you’re constantly relying on a select few individuals to bring in all of the business.

The solution to this problem is a sales process that follows a standardized approach while also creating clear differentiation with prospects at the same time. By implementing a systematic sales process, you can scale your sales efforts beyond just the founders and “super heroes.” This will lead to higher closed won rates and higher gross profit margins, as you’ll be able to win at premium prices.

The benefits of a systematic sales process are clear. You’ll be able to scale the process beyond founders and “super heroes,” achieve higher closed won rates, and enjoy higher gross profit margins as you’re now able to win at premium prices.

When I implemented a systematic sales process in my former agency, I was able to consistently have 60-70% closed won rates, even when I had zero involvement in deals. This is the power of a well-designed sales process. In fact, I standardized this process and called it the Systematic Sales Process.

So, what does a Systematic Sales Process look like? Here are the five stages:

Stage 1: Evaluation

In this stage, you’ll have a 30-45 minute call with your prospect. The goal of this call is to point your prospect in the right direction—it’s not to “make a sale.” The reason we want to take this approach is that many prospects are likely not a good fit for your firm, so let’s not assume that every first call is an “opportunity.” That’s why we call this call the “Evaluation”—you want to evaluate whether or not you can help your prospect, whether or not they align with your requirements, and whether or not they are ready to move forward. We call this “two-way qualification.”

It’s not uncommon to reach the middle-to-end of the call and determine that your prospect, in fact, needs someone or something else other than you!

IMPORTANT: You should NOT move anyone beyond this point unless you have full alignment.

Do this stage right and you will ensure that your pipeline is real.

Stage 2: Discovery

After you have alignment with your prospect from the Evaluation call, you’ll engage them and their team in a 60-120 minute Discovery meeting.

The key in this meeting is to have a strong business conversation and less of a tactical conversation related to what you do. You’re looking to create paradigm shifts with key stakeholders on your prospect’s side. You want them to leave the meeting thinking about their problem in a completely different way and with a sense of excitement about the potential of moving from where they are now to where they want to be.

IMPORTANT: You want to ensure critical stakeholders are present for this meeting, as they’ve agreed-to in the Evaluation call (this is non-negotiable), to whatever degree you require for your process.

Do this stage right and you will sub-consciously win the business.

Stage 3: Plan

In this stage, you’ll collaborate with your main point of contact to develop your plan. That said, be a leader and show them what needs to be done to achieve their desired outcome, then discuss how you can divide and conquer together. Don’t treat this as a “pick from a menu” excercise.

This collaborative approach to developing your plan helps your main point of contact see your plan as their plan, too. This increases the odds that they will be a champion for you.

IMPORTANT: During these dicsussions, be sure to have them help you avoid “land mines”—things that could lose the business for you.

Do this stage right and you will eliminate surprises at the next stage (Presentation).

Stage 4: Presentation

You’re now ready to present and officially win the business during a 60-90 minute meeting. That siad, do not call your plan a “Proposal”! Instead, give it a specific title that speaks to their goals (e.g. “How ACME Corp Can Drive 17% More Revenue Through Conversion Rate Optimization”).

Your presentation should tell a “story” that includes:

• Their Vision
• Their Goals & Objectives
• Their Challenges
• How to Win (Strategy)
• Highlights (Tactics)
• Required Commitments (Their time, money, and resources to make this plan a success)
• Expected Results (ROI!)
• Why Your Firm

After you present, answer any questions they have and when their questions are done, ASK FOR THE SALE.

IMPORTANT: You want to ensure critical stakeholders are present for this meeting, as they’ve agreed-to in the Evaluation call (this is non-negotiable), to whatever degree you require for your process.

Do this stage right and you will differentiate your firm.

Stage 5: Negotiation

Finally, you’re ready to provde the contract and negotiate, but don’t give this until they’ve given you the “verbal” that you have won the business. The reason you do this is to make sure that you’ve wont the business based on the material things before the prospect starts nit-picking your contract scope. That said, be clear about what you will do and what you won’t do.

Additionally, your standard terms and conditions will accompnay the scope. You want to know up-front the terms and conditions you will bend on and the ones you won’t bend on.  You don’t want to make a decision about an important term and/or condition during the emotion of trying to ink a deal. Knowing up-front your points of negotiation will help you make logical decisions in the heat of the moment.

Do this stage right and you will set up your team for success.If you’d like to learn more about how to grow your firm using a Systematic Sales Process, register for Frank’s free Systematic Sales Process training today!

The post How Standardizing Your Sales Process Boosts Overall Conversion appeared first on DigitalMarketer.

Social media is one of the most quickly evolving areas of digital marketing. So, your social media marketing team needs to keep pace with customers and competitors alike. 

From new social platforms and changing algorithms to the latest technologies and trends, marketing is unforgivingly fast-paced. It comes as no surprise that social media marketers are struggling to keep up. 

In a recent survey by The Social Club, it was found that the accelerated pace of social platforms is becoming overwhelming for social media marketers. 81% admitted that it was a struggle to stay on top of the latest trends and technologies.

Other marketers struggle to develop the wide range of must-have marketing skills needed to perform the diverse role. 

As a result, performance, knowledge, and skills gaps can grow within social media marketing teams—and they can wreak havoc. Luckily, you can combat gaps by identifying and addressing them in a variety of ways.

So, let’s discuss how you can identify and tackle gaps within your team. And in doing so, how you improve productivity, future-proof your business, and equip your team to meet social media marketing goals.

Evaluate Your Team’s Skill Sets & Experience

Before you can identify skills gaps, you need to establish the skills and experience your team currently possesses. 

So, start by conducting an in-depth evaluation of your team’s current skill sets, experience, and knowledge. This will present you with a comprehensive inventory of skills that you can align with your business goals. 

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Ultimately, it helps you determine where your team thrives and where it falls short.

But how do you go about this? 

As a best practice, consider using several different methods of evaluation to get a reliable picture of your team’s current skill set. For example, you might:

Create a Formal Test

Formal tests can be used to assess the technical and theoretical competency of your employees. For example, you can test how effectively employees are able to use a certain tool. Or, you can assess how aptly they identify a particular framework and apply it to a situation. 

While this is a popular evaluation method, there are some limitations to consider. 

Formal test conditions don’t always present a reliable picture of proficiency. Some people perform worse in test conditions due to stress and anxiety. Other people might display competency in test settings but are unable to apply this knowledge in real-life scenarios. 

So, consider using formal tests alongside the two other evaluation methods that we’re going to discuss below.

Conduct On-the-Job Observations

Observing real-world performance is one of the best ways to accurately gauge your team’s skill set. 

On the job, are your employees able to efficiently utilize technologies to meet goals? How effectively do they communicate and collaborate in fast-paced environments? Are they applying their skills, knowledge, and experience to a standard you’d expect?

In-person assessments allow you to observe your team within the everyday work environment. Compared to formal tests, they can give you a more accurate representation of employee performance. But, there’s still the risk that employees’ nerves may alter their performance, which can skew the results of your evaluation.

And of course, in-person observations simply aren’t possible if you’re a remote team. So, you might have to use another method: performance management technology.

Utilize Software to Measure & Evaluate Performance

Instead of relying on in-person observations, you can enlist the help of software to track your employees’ performance. This includes tracking whether employees meet project deadlines, reach benchmark KPIs, and are otherwise engaged in and attending to their responsibilities.

The data obtained from software can help you identify performance gaps. Performance gaps are just as critical to identify and address as skills and knowledge gaps, as they damage productivity and negatively impact your bottom line. 

In many cases, performance and skills gaps overlap in some way. 

For example, underperforming employees might lack the skills or knowledge they need to perform their roles effectively. Similarly, employees who regularly miss work might lack motivation or feel dissatisfied in their role, which can arise as a result of a skills gap. 

To combat this, an HR performance management system with an attendance tracker feature enables you to track performance and attendance in real-time. Attendance software automates the process by identifying absence patterns and quickly alerting you to potentially struggling employees. As a result, you can uncover and tackle performance gaps more efficiently and effectively, all while supporting your employees and earning their loyalty.

Establish Your Team’s Objectives

Setting realistic, unified team goals and objectives can close performance gaps that may be hurting your productivity. When team objectives are misaligned or unachievable, employees disconnect from them. This leads to disengagement and poor motivation. 

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However, when you set clear, realistic objectives and empower your team to achieve them, you can boost productivity and close performance gaps.

Establishing team objectives can also help you identify skills gaps. 

Let’s say that your team really wants to grow its followers on Pinterest. As you proceed to devise a Pinterest marketing growth strategy to meet this objective, you might discover that your team doesn’t know enough about Pinterest to execute this strategy effectively. So, you’ve identified a skills gap.

Armed with this knowledge, you can quickly target this skills gap by hiring a marketer with the relevant experience. Or you could upskill your employees—more on this later. 

Identify Areas for Skill Development

Now it’s time to dig a little deeper and identify any specific skills gaps that exist within your social marketing team. Chances are, you’ll find some—53% of companies currently have a skills gap, according to research by SHRM. 

Skills gaps can arise for a variety of reasons. Talent shortages, poor training, lack of experience, and failure to keep pace with new technologies can all result in skills gaps that put your company at a competitive disadvantage. 

With a fine-tooth comb, inspect your team’s digital marketing skills, experience, and objectives to illuminate any areas for improvement. For a social marketing team, the most pressing and common skills gaps include graphic design, videography, and photography.

Provided by The Social Club, here’s an example of what social media marketers deem to be essential skills, compared to how many marketers feel that they actually possess these skills.

Provide Continuous Training & Development 

Before you rush to fill your skills gaps by hiring new employees, consider upskilling your current employees first.

Upskilling is a learning and development strategy that involves providing continuous training to employees to help them learn new skills. There are a bunch of benefits to doing this—it’s more cost-effective, it boosts productivity, and it even increases employee satisfaction and retention. 71% of employees who took part in employer-provided upskilling opportunities say that it increased their overall job satisfaction.

That said, any old training program won’t do. Training content needs to be delivered strategically, with a focus on keeping it engaging and interactive to maximize knowledge retention. 

Here are some top tips for training your social media marketing team:

• Create visually engaging and interactive online training videos
• Utilize other interactive training methods too, like memory games, quizzes, and puzzles
• Assign employees to a mentor for 1-on-1 training and development sessions
• Create a centralized online knowledge base packed with valuable content (how-to’s, blog posts, indexes, etc)
• Offer bitesize training modules to help employees retain knowledge
• Most importantly, provide opportunities for them to exercise their new skills

Seek Feedback From Customers

Your customers are invaluable information sources. Their feedback can shed light on areas that your social media marketing team needs to improve on, driving learning and development initiatives in the right direction. 

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There are lots of different ways that you can request feedback from your customers. Follow-up emails, social media, and website surveys are just a few examples. And you can request feedback on pretty much anything you want, from the quality of your YouTube videos or Instagram photos to the consistency of your brand’s voice across your social channels. 

Just make sure to avoid common customer survey mistakes if you want to garner the best results.

If you’re still struggling to obtain customer feedback, there are different ways to tap into what your customers are thinking without asking them directly. 

Reviews left on third-party websites like Google and TrustPilot can be a source of valuable feedback. Try encouraging customers to leave reviews which you can use to accumulate useful information. For example, recurring pain points that come up in reviews may uncover hidden skills gaps or performance gaps within your team.

You can also use social listening tools to monitor what customers are saying about you online.

Review Your Team’s Workload

A heavy workload hinders productivity and is one of the leading causes of performance gaps. But it can exacerbate skills gaps, too. 

Without the means to undertake professional development, employees can quickly fall behind competitors. Remember, 81% of social media marketers struggle to stay on top of social media marketing developments. 

The same study found that 53% of social media marketers claim that it takes over an hour a week to keep on top of the latest marketing trends. 10% say that it requires over two hours of dedication a week.

Put simply—if your team has a heavy workload, keeping up just isn’t possible.

Assess your team’s workloads and, with the assistance of your employees, adjust them to free up time for learning and development. Through this process, you might also realize that you can reallocate resources to maximize skill utilization and reduce skill gaps. 

An employee who excels in paid advertising, for example, should invest more time in utilizing and refining those specific skills. Or, if various team members are tackling campaign management alongside their other duties, it might be wise to hire a dedicated social media marketing manager to unburden these responsibilities. This provides more time for learning and development while also closing a skills gap. 

Consider Hiring Additional Team Members

Sometimes, hiring new team members is absolutely essential. 

For example, it could be that your team completely lacks the necessary experience to fulfill duties in a complex area, like social media analytics. Or, it could be that your team’s workload is so heavy that it’s impossible for employees to leverage all of the necessary skills to their full capability. 

In these scenarios, look into bringing new team members on board. But be careful—a poor hiring process can result in bad hires and a host of other issues. Not only can this widen skills gaps even further, but it can seriously damage your team’s overall productivity. 

So, it’s critical that you precisely identify the skills and experience that you need a new hire to possess. From there, you can create job ads that accurately detail the responsibilities of the role, increasing your chances of attracting high-quality candidates. 
Using talent acquisition software, you can then leverage AI to automate the labor-intensive candidate sorting and screening process. Talent acquisition tools can match and score candidates according to your preset rules, dramatically reducing the time it takes to find the best candidates to interview.

Evaluate Your Team’s Culture

A team culture that is misaligned with your company’s values and objectives can contribute to performance and skills gaps. This is why it’s so important to continuously evaluate your team’s culture, nurturing positive cultural traits and weeding out any negative traits.

Performance monitoring and attendance tracking software can help you identify engagement issues and tackle their underlying cause. Gathering employee feedback via pulse surveys and eNPS surveys can highlight areas for improvement that you may have otherwise missed. And external employee review sites are also a useful way to glean honest, unfiltered insights into your team’s culture.

To effectively close performance and skills gaps within your social marketing team, work on fostering a culture that embraces knowledge-sharing, unity, collaboration, and continuous learning and development.

Key Takeaways

As the latest digital marketing trends, technologies, and platforms continue to emerge at an accelerated rate, knowledge and skills gaps are bound to crop up. It’s vital that you empower your social media marketing team to keep pace with competitors and meet marketing goals by identifying and addressing gaps.

Once you’ve identified gaps through observations and analysis, you can work on closing them the right way. The best ways to tackle gaps in your team include providing continuous training, hiring experienced employees, and adjusting your team’s workload.

The post Are Skill Gaps Holding Back Your Social Media Marketing Team’s Potential? appeared first on DigitalMarketer.

Understanding and tracking the performance of your marketing efforts is essential in order to grow your business. While there are dozens of metrics you can use to measure the success of your campaigns, some are more important than others. In this article, we’ll provide an overview of the ten most important marketing metrics that everyone should be aware of, and most likely tracking on a weekly basis.

(Before we dive in, if you want a shortcut to building your growth marketing scorecard that tracks all of your most important metrics in one place, you can steal our growth marketing scorecard here >>)

With the understanding that every business is different, and a couple of these metrics might not make sense for you to track, here are the top 10 metrics most Heads of Marketing should track:

#1: Unique Pageviews

Unique pageviews measure how many times a webpage has been visited by individual users over the course of a designated period. This metric helps you understand which content resonates with your audience and how often they view it. It also provides insight into user engagement and helps inform decisions about what kind of content to prioritize in future campaigns.

#2: % New Visitors

% new visitors measures how many unique visitors have come to your website for the first time during a given period. This metric is helpful in understanding whether or not you’re successfully reaching new audiences with each campaign and can help inform decisions about where to allocate resources for maximum impact.

#3: Video Watch %

Video watch % measures how often people watch a video all the way through, as opposed to how many times it’s been viewed or clicked on. This metric gives you an indication of user interest and helps inform decisions about whether or not your audience is finding value in your videos or if they’re being ignored.

#4: Click Through Rate (CTR)

CTR measures the number of clicks on a particular link compared to the number of impressions (how many times that link was seen). A high CTR indicates that users find the link interesting enough to click on it while low CTR numbers suggest there might be improvements needed within the content itself or its placement within a webpage or email message.

#5: Open Rate

Open rate measures how often people who receive an email open it, as opposed to leaving it unread in their inboxes, also known as “opens” vs “bounces” rate. Understanding this metric helps marketers decide whether their messages are engaging enough for readers to take action on them and can help inform decisions about subject line wording, email length, and other aspects related to emails sent out through campaigns.

#6: Leads Generated

Leads generated measures how many individuals expressed interest in learning more about a product or service by taking an action such as filling out a form or signing up for an event. Tracking this metric is important for evaluating the effectiveness of various channels and campaigns used for lead-generation activities.

#7: Revenue

Tracking total revenue generated from campaigns provides insight into overall performance and ROI from those efforts. It also helps marketers understand which channel offers more significant returns so they can adjust their strategy accordingly.

#8: Number Of Lead Magnets Downloaded

Lead magnet downloads measure how many individuals downloaded a valuable piece of content offered by a company in exchange for contact information such as name, email address, etc. These metrics provide insight into user engagement with various lead magnets created by organizations so they can evaluate which ones resonate best with their target audiences and create more effective strategies going forward.

#9: North Star Metrics Performance

North Star Metrics are one high-level key performance indicator (KPI) designed to keep organizations focused on achieving their long-term goals regardless of short-term successes or failures — measuring performance against these metrics paints an accurate picture regarding progress towards achieving desired results over time.

#10: Upsell Take Rate

Upsell take rate measures conversion rates when customers are presented with opportunities to purchase upgraded versions/features after purchasing initial products/services — understanding this metric helps companies identify areas where they could improve customer experience and increase the chances of customers taking advantage of upsell opportunities available.

The post Top 10 Metrics Most Heads of Marketing Should Track appeared first on DigitalMarketer.

FACTS: People buy from people – not businesses.

You’ve likely heard that phrase at some point in time but aren’t sure how to connect the dots. You may be telling yourself, “Of course, people buy from people…but, aren’t they really buying from a business?”

Technically, yes.

And…they buy because the person they’re buying from is someone they’ve grown to know, like and trust.

Did you know…

74% of all Americans say they are more likely to trust someone who has an established personal brand.

63% of Americans are more likely to buy from you if you have an established personal brand…and this goes for business owners and those in corporate leadership positions. (Brand Builders National Research Study, 2020)

When you combine messaging infused with your personality along with the exact strategies to help you communicate your brand to the people who want to buy from you … this is where the real magic happens.

So, how do you start to understand your unique communication style?

I use a tool called DiSC…and it’s a game changer.

I first used DiSC almost 20 years ago at a leadership event. I’ll never forget the feeling of, “Dang…I sure wish someone would’ve told me about this sooner.”

I learned that even though my dominant, get-it-done demeanor was highly productive, I was pissing off those around me because I was tough, decisive and not much of a collaborator.

After that DiSC session, I made some radical changes with how I managed my work, especially with my team. I learned to listen more. I learned the power of collaboration was so much more powerful than working in a silo…and it was fun too.

Related Articles

• 2 Ways to Take Back the Power in Your Business: Part 2

• 2 Ways to Take Back the Power in Your Business: Part 1

• Unlocking the Secrets to Recruiting and Retaining Top Talent in Your Agency

DiSC® is a personal assessment tool that helps improve communication, teamwork, and productivity. As a business owner, DiSC is critical for raising self-awareness and developing strong sales skills.

The more effective you are at examining the way you communicate and how that communication lands with your potential clients, the more cash you’ll see in the bank.

We all buy services and products based on emotional reasons. You buy because the brand makes you feel good about yourself…or you hire a service provider because you only want the best.

What if you could message to your perfect client in a way that would have that person begging to work with you because they felt so emotionally connected to you that it didn’t matter what the price tag was…they were ALL in. Would you do it?

You can spend thousands of dollars marketing your business, but if your message isn’t clearly connecting at a deep emotional level with your perfect client, those marketing dollars are wasted.

When you message to your perfect client, your messaging needs to be focused on them – not you. It’s natural to communicate to others based on how you want people to communicate to you.

However, let me push you to think about communication from this lens:

• How does your perfect client want to be communicated to?
• Do they need bullet points or a 25-page long PDF description?
• Do they like to talk about their personal life or keep it strictly business?

I’m not advocating you change who you are with your messaging. But, I highly recommend that if you’re a tell-it-how-it-is type like I was 20 years ago, you may need to consider how that communication style lands with your perfect client and maybe soften it up a bit.

What is the DiSC?

The DiSC is an acronym that stands for the four main personality profiles described in the DiSC model:

• (D)ominance,
• (i)nfluence
• (S)teadiness and
• (C)onscientiousness.

People with D personalities tend to be confident and place an emphasis on accomplishing bottom-line results.
People with i personalities tend to be more open and place an emphasis on relationships and influencing or persuading others.
People with S personalities tend to be dependable and place the emphasis on cooperation and sincerity.
People with C personalities tend to place the emphasis on quality, accuracy, expertise, and competency.

The best thing about DiSC is that not only will you learn so much about yourself, but you’ll learn how your type best communicates with other personality types too.

If you want to have the edge over everyone else in your industry, then you have got to really understand your unique communication style and how to utilize that in order to attract more clients and set yourself apart.

The post How to Communicate Like a Boss … Based on Your Personality Type appeared first on DigitalMarketer.