Here’s My Number So Call Me… Definitely!

ReadyTalk has been taking participant's name and phone number and calling them to join them into an audio and web conference for a while now.  If you are unfamiliar with our 'Call Me' feature you need to try it out because it will improve your participants' experience.   

So you are probably asking two important questions right now:

  1. How do I get it?   It is available with ReadyTalk Scheduler for Outlook.
  2. How does it work? When an invitation is created in Outlook using the ReadyTalk app a link is added to the participants meeting details. At meeting time the participant simply clicks on the link.  The link will take them to the ReadyTalk site where they enter their name and phone number.  The Call Me feature will automatically call the number a participant has entered allowing them to quickly join your conference. 

Check out this demo to learn more about ReadyTalk Scheduler and Call Me (1:43 minutes)

 

To download and install the ReadyTalk Scheduler for Outlook visit: http://www.readytalk.com/products-services/integrations/productivity/outlook-scheduler

Do You Have Zombies in Your Sales Pipeline?

Do you have zombies in your pipeline? You know those opportunities that have stalled out and are shuffling along or just stopped moving altogether. They are, for all intents and purposes, lost deals but the sales rep has usually forgotten to close them out or has kept them open in a vain attempt to resurrect the deal.

As we all know, the accuracy of a pipeline is only as good as the analysis to determine if an opportunity truly belongs at a certain stage. So, how do we combat these “walking dead” in the sales and marketing pipeline? The problem can be attacked from two ends, reporting and management.

  1. One great way to measure pipeline speed is a Days Leads Outstanding (DLO) report. Take the average DLO for closed won deals and then compare it to the deals in a reps pipeline. A flag can be thrown when open deals DLO begins to reach the DLO for won deals. You could set up dashboards like the one below for each rep or territory: Pipeline with zombies
    In the example above, the pipeline of Rep 1 and Rep 4 would warrant further investigation.
  2. Having a consistent way to evaluate whether opportunities belong at a certain stage is also critical. Create definable and measurable criteria around each stage so there is not grey area between reps as to whether something belongs at qualify or investigate.  You can easily track this in the salesforce.com opportunity object by creating sections for each stage. If BANT is required to move an opportunity out of Qualify have fields for the rep to capture BANT on the opportunity record.
  3. Monthly pipeline reviews between the reps and their managers will also help flag Zombies. Using the DLO report above, managers can investigate deals that are approaching or have surpassed the Avg. DLO of closed won deals.

What are some of the ways you combat the walking dead in your organization? I would love to hear how other people are doing it.

Top 3 Webinar and Content Marketing Questions Answered

AMA TV logoA webinar can be a time-consuming piece content that disappears into the ether after the event. But if executed correctly, it can provide the foundation for effective content – from blog posts to whitepapers. So here are three answers to the most commonly asked webinar and content marketing questions.

Looking for more answers to these and other content marketing and webinar questions? Download the full 20 questions (and answers) in our eBook.

Great Service!

When I decided to provide webinars for our clients, I investigated several web conferencing providers. I selected ReadyTalk because the prices were the best and you are Denver-based, which I thought would improve the odds for better customer service. I also have facilitated webinars for other organizations that used other providers. My experience with the other providers has provided me with evidence that I made the right choice with ReadyTalk! Creating slide shows and delivering a presentation with your system is very user friendly and on the rare occasion when a technical problem has occurred it was resolved within minutes – great service!  

Sam Lloyd, Success Systems International

Managing a Remote Workforce

 

managing remote workforceManaging a remote workforce—sometimes hundreds of miles away—is dependent on outlining procedures and providing direct communication to your workers.

Businesses shy away from telework for this very reason, and they believe managing a remote workforce is extremely complex and time-consuming. Luckily, web conferencing and webinars make the process painless for collaborative meetings with remote workers and supports open communication with the staff. Employing remote workers allow businesses to recruit skilled people from across the globe. Management of telecommuters, through webinars and web conferencing, is unfamiliar to many businesses who would benefit from a remote workforce, and managing a virtual workforce is different from traditional management. Aside from software, how can one manage a group of remote workers and ensure productivity remains at a maximum?
 

Daily Collaborative Meetings: Stay on top of worker productivity with a short web conference every day, and assess their progress.  Advise them on the schedule for the day and reply to any concerns or problems they ran into previously. Morning briefs act as an accountability system and collaboration tool for your telecommuting workers, ensuring they stay on track with their work throughout the day.

Goal-Based Milestones: Create milestones for projects and monitor the worker's output closely. Uncertainty leaves workers stressed and unsure of their work. Creating milestones lightens the load on remote workers by reassuring them of their value during every project and work assignment. Break up their work into smaller, goal-based milestones with deadlines and instructions instead of one large project. Use milestones as a preventative measure to weed out poor performing workers, and direct them to work better suited for their skills. This assures success with each worker, and results in a higher quality output for the business.

Training Webinars: Training is, without question, the most critical aspect of building a highly specialized remote workforce. Use a webinar as an orientation for your workers, and as a valuable resource they can study at any time. Create an overview of acceptable practices, procedures, and common terms in your business. The video should educate, so the workers understand the nature of your business and their job.

Bonuses Based On Performance: Performance bonuses are common in commission-based job, but they are a handy tool when managing a virtual team. Allow team members to meet performance quotas either monthly or quarterly, and reward them with a percentage bonuses or a flat rate. These bonuses encourage high-quality performance and passion in employees.

How do you manage your remote employees?  Download this free whitepaper from Frost and Sullivan to learn more about best practices for managing teleworkers.

Best practices for managing remote employees