The HR team at your company has a lot on their plate and plays an important role in helping a business grow better and smarter. From choosing the right employees and setting realistic wages, to saving a company on costs through the development of internal training programs, the human resources department can easily make or break a growing business. After all, the people of a business are what drives growth and profitability.
As 2018 comes to an end, it’s time to take a look back at the trends that gained momentum in the content marketing world. While some trends quietly fizzled out, content marketers found greater success with the trends that kept the needs and wants of the content consumer at heart.
In season 10 of Survivor, the game started with two tribes of 9. Team Koror worked together well and Team Ulong did not, despite some of the most physical and more intelligent players being on the team Ulong. By the time the two tribes merged, Koror remained intact, while Ulong only had one member left.
Success is rarely coincidental. The companies that enjoy large ROIs are usually the companies that have developed well thought out strategies for every stage and every process. They have toiled over the designs of their products, can tell you a hundred reasons why their product is superior to that of their competitors, and know buyer personas as well as they know their best friends.
Strong brands outperform weak ones, and one of the most important aspects of a strong brand is consistency. People trust consistent brands up to 30% more, and establishing a consistent brand where there previously wasn’t one can boost revenue by upwards of 23%.
Most companies are still adjusting to marketing in the digital age. While 86% of marketers used content marketing in 2017, only 18% of marketers rate their organization’s content marketing approach as “much more successful” compared to the year before.
Good poker players know how to play their cards, but great poker players master how to play their opponents. They gather intel about the people they’re in a pot with and study how they act and react to various outcomes. They then use this information to determine the probabilities that their cards are better, or if they can make their opponent fold by having them think they are. The more you learn about your competitor, the better chance you have of being three steps ahead and gaining a competitive edge.
While working remotely has its benefits, it can make keeping your team on task more difficult. Flexible schedules, varying time zones, and the inability to physically see your team work on the tasks at hand can lead to miscommunications, rushed work, and missed deadlines. We’ve covered ways to boost your productivity while working remotely. In this sister post, we will discuss 6 ways to keep your remote team on task:
We are happy to introduce Batch Actions to Slope tasks!
Companies both small and big have access to the world’s most influential marketing tool: the internet. The web helps level the playing field, giving advantages to companies who know how to use it. A small business with a tiny marketing budget but a smart and well targeted campaign can outshine its much wealthier competitor.
In the old days of influence marketing, you watch a YouTube celebrity eat a stink bug on a dare, then open up a can of Coke’s new flavor. After going “mmm,” he would talk about its refreshing taste and other key points as if reading from a script. The YouTuber could then expect a sizable portion of his 250,000 followers to go out and buy Coke’s new flavor and receive money for endorsing it.
The drive from stakeholders for more content in less time puts creative managers in a tough space that presents multiple challenges. Thriving businesses are run on the inspired content that creative departments produce; however, individuals outside of the creative department oftentimes don’t fully grasp all the effort it takes to build these creative masterpieces.
Managing a creative team requires incorporating data-driven goals into a process that naturally has a loose structure. Despite the difficulties that arise when implementing creative operations practices while managing a creative team, doing so helps streamline the production of content.
We’ve all been there: staring at a blank screen without knowing what to type or finding it hard to focus at the task at hand. Creative block doesn’t just affect writers. Whether it’s due to a lack of inspiration, feeling overwhelmed, or dealing with a personal or emotional hardship, you can be mentally encumbered in any industry.
Marketers and creatives must effectively work alongside one another to produce content for a company. However, creative teams often have a different perspective and a unique process that may be foreign to a marketing team or another potential collaborative group - and while creative teams and their processes may not always mesh well with your own team’s efforts, simply implementing a few changes can make a difference in boosting your creative team’s result.
While in the past the majority of companies entrusted the creative end of content production to external agencies, this business tradition is slowly becoming less and less common. There’s been a recent move towards internalizing these projects by placing them into the hands of an in-house creative team.
Technology has allowed teams to embrace innovation and push past the limitations of collaborating in a traditional working environment. However, just because technology makes collaboration a more streamlined and easy process, it doesn’t guarantee employees will be excited to produce their best work every day.
Slope's organizational structure is so flexible to match whatever way your business organizes its creative work. That being said, any software tool can be daunting when it’s new and empty. So we talked to some of our most successful customers (making sure to represent a variety of different industry verticals) to find out how they structure their organization. From our findings, we saw 7 different ways companies were organizing their work in Slope.
Businesses are increasingly turning to internal creative teams for their content needs. As this happens, these internal creatives are finding themselves making less one-off projects like they would at an agency and more consistent work meant to boost broader goals.
Technology is making it easier for more people to work remotely; last time we touched on this subject, we talked about strategies for managing a remote creative team. In this sequel, we wanted to offer tactics for those actually doing the remote work.
Last time we talked about the 5 skills every creative manager needs, we covered Communication, Empathy, Diplomacy, Reading the Team, and Organization. If you’re going to manage a team of creative people, these are 5 skills that you certainly should have. However, they are not the only skills that you’ll want. Creative managers need a wide range of skills and attributes to get the most out of their team, and ensure their employees are happy. If you already have the first 5 down, here are 5 more that you can add to your toolbox.
Creatives who work together need to be close, but not like friends and family close. I’m talking creative team close. Creatives use skills that they’re deeply passionate about, typically so much so they couldn’t imagine working in a non creative position. When the stakes are that high, it's that much more important to think of the team you work with as a creative community, and not just people in your department.
Starting any new job is a nerve-racking experience. You’re in a new place, meeting new people, learning new tasks and how to use new systems. This process is tough no matter what kind of job you’re starting, but it can be especially difficult for creative hires.
Creative teams are expected to work together, openly sharing ideas and criticisms. This is hard to do when you’re in a room full of people you just met and you aren’t sure how the office operates yet. For some hires, you may be able to get by with a quick tour, and then set them to work at their desk. This isn’t the case when on-boarding creative hires, however, and you need to adjust your approach accordingly.
As a creative manager, you carry a responsibility to continually motivate your team. An employee’s level of engagement is directly tied to their motivation to be productive and generate their best work. Your job is to empower each person to take responsibility for doing a great job and offer challenging opportunities that help them grow.
Treating employees well, advocating for their work-life balance and giving them space to think creatively contributes to a deeper sense of enthusiasm for coming to work each day. When you encourage these seven activities in your workplace, you will notice that your creative team is continually motivated to achieve amazing things!
In the rapidly evolving landscape of virtual work environments, it is becoming common for creative teams to live across town or even thousands of miles apart. Nearly 70 percent of managers at Fortune 100 companies report leading hybrid teams that work in-house, off-site, in the field or at satellite offices.
Despite rarely (if ever) interacting face-to-face, it is possible for disparate teams to thrive when they have the right collaboration tools and project management skills in place. Follow these five tips to effectively lead high-performance creative teams, help them understand how to work together remotely and know what to expect from each other.