Staffbase and ContactMonkey come together with multi-channel strategies for creating internal comms that matter and make a difference.
Carla: We’re here today, Wednesday, August 15th, for our Staffbase expert webinar series. And we are so glad to be working with our friends from ContactMonkey. We were lucky to meet the folks from ContactMonkey at the 2018 IABC World Conference. And to follow up with them on all of the great things that they do with their email plug-in and fill everyone in on the things that we do at Staffbase with our employee app.
We came together because we think it’s important to chat about multi-channel hacks and solutions for creating engaging internal communication. We worked with them to come up with 10 ideas for all of you and our communicators who are here today.
I’m Carla Kath, the Marketing Director for North America for Staffbase, also a former internal communicator. And I am happy to be with you again, for another webinar Wednesday.
Filza: I’m Filza from ContactMonkey, a Content Marketing Specialist. And I love telling stories and reading engaging experiences. I started off as a journalist covering news stories and creating engaging narratives for the community. And joined ContactMonkey for the same reason, I wanted to bring great narratives and great ways to communicate for internal communications people.
Carla: Awesome. Awesome. And I think, Filza, you will kick it off with number one here.
Hack #1 — Internal Influencers
Filza: Well, so let’s start with our hack number one: internal influencers and how to identify them to drive the employee engagement. So you must be wondering, “Who are these internal influencers?” And while it’s tempting to think of internal influencers as those with official power and important job titles, they are actually those people who have rather agnostic job titles and know exactly what your average employees are experiencing, because they are one of those average employees.
And it’s really important to recognize who these internal influencers are in order to leverage your internal communication strategy. You really need to know who these key figures are. Because the five most influential people in the organization can reach more than double the amount of employees than an executive team can. So by tapping into the power of these influencers, managers can use them to communicate necessary changes or make them architects of an initiative. So sometimes, you know, you may be introducing a new initiative or a policy change to getting bad buy-in from these influencers and using them to push those changes can really help your overall internal communications technology.
And I’ll talk about this case study from Macy’s and how they used internal influencers to really up their internal comms game. So this retail giant looked internally within its store to find influencers. They initiated a brand ambassador program, exclusively recruiting internal employees into this program. And what it did was, they started this group called the Style Crew. And all these employees of Macys would actually dress up in Macy’s clothing and use Macy products and advertise themselves using these products on social media.
And this actually really got some good feedback and really helped bolster their employee engagement. Not only did this generate engagement for the company amongst customers and amongst employees, but it also proved to be a very effective tactic when it came to really upping their sales game. So one style crew member actually sold $15,000 worth of handbags in just one week. So really leveraging internal employees and using them to act as ambassadors for your company can not only help your company’s overall growth, but can also help your company to really tap into employee engagement and push it.
So here are some steps to identify and leverage internal influencers:
- Ask questions, so send out surveys to everyone and try to ask questions from each employee such as, you know, “Who do you talk to every day? Who would you go to for advice regarding any workplace difficulties?” You’ll see that certain names might keep popping up. . . . You know, “Okay, these are some people that keep coming up. So these could be some of the internal influencers that we need to be talking to in leveraging their influence.”
- Make sure to meet your influencers in person because human connections are critical.
- And feature influencers in your communications. Because, who doesn’t love to be featured? You know, everyone loves being featured in newsletters, everyone wants to tell their story. If you’re telling the stories of your employees, they’re more likely to engage with your company and really work hard for you.
Hack #2 — Video
Carla: A recent study said that by 2020, more than 80% of consumer traffic is going to be due to video content. And I think that that’s a huge number. Search engines love video, and video is a media rich platform. Consumers and customers love video. But employees love video, too. And so if you think about employees like customers, like we do at Staffbase, then you can realize the positive reaction to video for internal comms.
Here’s a case study from Smiths, a global company that has taken video to the next level using their employee app. Like many of our customers, they had a ton of videos for various purposes, whether it was for leadership messaging or for training, but they decided to put them all in one place and create a video hub. After that, they were able to look at the engagement numbers. And there was a great increase in the number of employees that were accessing the video content in their employee app after that.
So, why is the video the comms tool of the future? Video can condense information and communicate it more efficiently. You know, it can help with those non-verbal cues as well, because you can see everything, you can hear everything. And it really just gives you this really rich medium. Visuals have a higher success rate for communication. And I think they can really help with brand awareness and with employee engagement.
Hack #3 — Personalization and Segmentation
Filza: Say goodbye to generic messages. So you may be wondering, “Why should we be personalizing?” In a time where you can customize everything from your coffee cups, so if you’re having Starbucks, you can customize your coffee to your running shoes, we expect brand touchpoints in our lives to be relevant as well. And this, obviously, applies to your biggest brand advocates, so it applies to your employees.
You should also be thinking of segmentation, for example, segmenting different lists according to different countries because you’re likely dealing with employees from all over the world. So you need to really make sure that you’re catering to each country’s regional habits and cultural traits and be really segmenting these lists to boost engagement. Segmentation of lists can also help you identify internal influencers since with the right metrics you’ll be able to pinpoint them from their email opening activity.
This is a case study from Avocados, Mexico. This organization imports avocados to the US and they used segmentation really well to up their communications game. They wanted to increase brand awareness. So they decided to separate their audiences into “avo aware” and “avo unaware.” They decided, “Okay, so we have some people who love avocados and are aware of their benefits. But we also have those people who wanna know more about avocados but don’t know what the health benefits are, or why they should be eating avocados.” So they’ve decided to make separate content for each of these segmented groups. And by doing so, they witnessed an 8% drop in bounce rate and a 23% increase in site traffic. So you can see something like this can be very useful in creating an engaged audience.
And ContactMonkey is a plugin that actually helps you create personalized lists and segmenting because it allows you to send to distribution lists, so you can use mass distribution lists and send emails to these lists and personalize the message that you’re sending to each employee. You can easily drag the names of specific people into the subject line to personalize the subject clients instead of saying, “Hi. This is our new company update.” The email could say, “Hey, John, this is what we have for you today.” So really personalizing and tapping into that power can really help you engage employees.
So just to sum up, make sure when you’re segmenting and personalizing, you’re using distribution lists for emails, and if you’re using an app and using push notifications, personalize those. Ensure you are personalizing the subject line in the email. And make sure to also personalize the body of the message. Okay, Carla, you can take it from here.
Hack #4 — Push Notifications
Carla: Filza, you mentioned this when you were talking about personalization. Hack number four is push notifications. Push notifications can increase response rate by 293%. That’s just off the charts. And I think that push notifications, you know, we all have them on our phones with various platforms and apps. I think you know when they’re useful and when they’re not. It can be a love/hate relationship. But they are essential. And I think when you use them in the workplace, they can be critical for all that you do. If you are able to analyze the push notifications and the engagement that you’ve created by using that hack, you’ll be able to see that that channel is really helpful in your communications.
Push notifications allow for employees to opt-in and opt-out, to choose whether or not they want to receive your pushed notifications. Push notifications are read 70% of the time within the first hour [after they’ve been sent]. When I was an internal communicator, I saw this firsthand, and was able to measure the engagement and adapt content accordingly to the response timing. So that was really great for shift workers.
Here are some best practices for push notifications so that your employees don’t opt-out:
- Make sure that you’re creating value for your employees with relevant information to your targeted audience. You can also segment those push notifications so that you make sure that the group that’s receiving them is the right group.
- Make sure that those push notifications align with your company culture and brand. You don’t wanna push out everything that you see, hear, and eat for lunch.
- And again, measure, measure, measure, and adapt your content accordingly, even when it comes to push notifications.
One of our customers always tells us that he loves push notifications and his employees love push notifications, but that he only uses them for two things: employee contests/rewards and safety alerts. And it has been very helpful in his organization.
Hack #5 — Email
Filza: Yes. So, is email really dead? Or is it still alive and well? So this is a question that’s been circulating a lot around internal communications circles, especially with the onslaught of new communications tools and instant messaging apps, such as Slack.
Here I’m gonna outline some reasons why you should still consider email as a key part of your overall internal communications strategy. It’s because it’s a platform that allows your audience to tune in versus being forced in. So for example, if you’re using an instant messaging app and you’re getting a message on it, you have this necessity of having to reply almost immediately because it’s an instant messaging app after all. With email on the other hand, you can really think about the kind of communications you want to send and send thoughtful messages and be able to really strategize effectively. Email’s also more formal. So if you’re receiving an email, you’re likely to take it a little bit more seriously than if you were getting a message on Slack. So email is definitely here to stay.
Email also insures privacy and is appropriate for a multigenerational workforce. So with apps like Flock there’s always this question in the backdrop whether you know it’s going to ensure your privacy and whether you know data that you exchange on Flock, it can be subpoenaed by authorities as well. Whereas with email the chances of that are much lower according to an article by Fast Company.
Email also allows you to track your internal communications. So if you’re using a plugin like ContactMonkey, you can really see who’s opened your email, which device did you do your email on, which links that clicked on. And you can really use that data to optimize for the future.
And then email is really good for a multigenerational workforce. So we’re not just dealing with millennials in the workplace. We also have traditionalists. We have the baby boomers. A lot of these people are really comfortable using email and they might not be very receptive to new instant messaging apps and other kinds of new technologies. So email is a really good medium that you need to have. Also, a study found that 60% of teens and 73% of millennials actually prefer to use email for all kinds of business communication. So something to keep in mind, even millennials love email.
We did a Twitter chat recently in conjunction with the IABC and we asked a lot of internal comms people this question: “Is email dead?” And these were some of the responses that we received. So as you can see the majority of these people think that email is a tool that they need to really tap into for their internal comms. Barbara here says, “They’ve been saying email is dead since I started working in digital comms, but email has been a huge part of the strategy of every organization I’ve worked at. Don’t mess with a classic,” she says. And I’m definitely going to agree with that one.
So here are some email hacks and key takeaways if you’re sending emails. What are some things that you need to really look into? So, the first impression really matters. Make sure your subject line is something that you really think about. What is going to make your employees actually click on that subject line and open and read your emails? Really think about that before sending any communications out. Use the inverted pyramid formula. Make sure you’re always putting the most important information at the top and the least important at the bottom. Make the content relatable. Make sure you’re using lighthearted humor in all your email communications because you’re talking to humans, not robots. Track, measure, and improve. Use tools such as ContactMonkey to constantly track your email and see who’s opening them, what’s working, and what’s not.
Hack #6 — Mobile Access
Carla: Since we’re talking multichannel internal comms, I think that email would be great on your mobile device also, especially for millennials. Look at this stat here: By 2025, 75% of the workforce will be millennials, and 98% of them have their phones in their pockets, in their purses, right in front of them at all times. . . . So I think mobile is at the forefront of internal communications. And if you aren’t communicating on mobile devices already, you should probably consider that if you look at these numbers.
The workplace is changing. Employees like myself are increasingly working more remotely, working from home, and traveling more often. Mobile allows every employee to be in the loop no matter where they are. It also just allows for quick collaboration between teams, and allows people and individuals and workers to connect when they want to, wherever they want.
Here is a customer success story from Germany’s Telekom. They created their “Service Dialogue” app, and they are connecting with 7,000 field workers who are on the road every single day. They were able to onboard 96% of their employees to the app. But the more exciting thing is that 55% of them are using the app every single day. That shows that the employees were in need of a platform that was mobile. It also shows that the content that they’re sharing is very engaging. And this just blows my mind, they had more than 22,000 comments within their app in the first month. And again, that’s 7,000 workers. So being able to reach them is only possible because they had a mobile approach. These workers were not at their desk by any means.
Hack #7 — Storytelling
Filza: On to storytelling, and why tell stories? Well, it’s the primary mode of communication. Humans have always communicated and have come to understand the world through stories. Also, many cultural theorists have found that effective corporate storytelling can really help enhance your company culture and help boost employee engagement in the long run. As the roles of internal communicators become more robust and creative, storytelling has also reemerged as a really great way to engage your employees.
So how should you be leveraging the power of stories? Make sure to include employees in your stories, make employees the engaged storytellers, feature them in your newsletters. That’s just one thing you can do to really, really boost employee engagement. Everyone has a story to tell. By featuring . . . employee highlights and certain employees in the employee newsletter, it can really help boost overall employee engagement.
Also, use the power of gamification and interactive team events to really build your company culture and your company’s story. So one thing you could do, for example, is have like something fun like “Trivia Tuesdays,” where you gather all your employees and have a fun round of trivia, asking employees questions [about] the company culture, the company’s mission statement, and stuff like that. And offer incentives and prizes to really get employees to engage at these events, which in turn will help boost employee engagement.
Utilize creative campaigns to drive employee engagement. So for example, if it’s Valentine’s Day, a fun thing you can do is pass around a survey asking employees to fill in some ideas and what they love about the company . . . what the company can do better to instill company love within employees. So these are some ways that you can really boost employee engagement.
And this case study from Siemens that really showcased employees within all of their communications, and told a story through employees about the company. Siemens wanted to solidify their company culture after the launch of their factory, so they featured employees in their graphics and they use a visual metaphor of wind turbines throughout their imagery to really showcase what their company is all about. So this is another example from Siemens where it featured an employee, and it featured a quote from this employee who talks about why people should use [wind turbine] blades from Siemens. And he talks about a quality team. So having something like a short quote from an employee can really help show employees that you care about them and you value their opinions.
Some quick tips for effective storytelling: Don’t forget your why. Make sure you know why the company’s mission is important, and make sure you’re able to communicate that to employees. Use show-and-tell features, and don’t be afraid to strategically mix it up. So make sure whenever you’re using any kind of communications you don’t just rely on text, you mix it up with video and audio, you include gifs and memes. So play with different things and see what works and what doesn’t. Ensure you involve the human element and always ask what’s in it for them. So make sure whenever you’re writing any email or sending out a newsletter, you’re always asking yourself, “What’s in it for them? What’s gonna really make this employee open and read my email and really engage with me?” And that brings us to our next hack. Carla, you can take it from here.
Hack #8 — Data
Carla: Yeah. So our next hack is very important. I think we have been talking a lot about multi-channel communications and the different ways that you can communicate with your employees. But I think that there is one thing that, kind of, crosses all platforms, and that’s data and measurement. And I think that leaders love data. It is, kind of, your why. And it also helps to build a business case for all that you do as an internal communicator.
Measurement is essential to creating buy-in and to making change.
And so with that in mind, I wanted all of you that are participating to participate in this quick survey [about how] you measure the success of your internal comms on a daily basis. And I know all of you are probably using different tools. There are several out there. And different ways of looking at those numbers, too, that are relevant to your work.
Filza: Yeah, I think measurement is so important, because you can only make things better by making sure that you’re measuring everything that you’re doing [and are therefore] able to optimize and improve.
Carla: Right, absolutely, adapt. So, just looking at it right now, looking at the stats and the voting . . . 45% of you have answered, “No,” that you do not measure the success of your internal comms on a daily basis. So to that I would ask, “Why not?” I wish you would. And I think that if you did measure all that you do, you would see what a large bucket you fill for the company and . . . I think that you would be able to present a business case to leadership for your position in the organization and for how critical it is to employee happiness and employee satisfaction in the workplace.
Data improves productivity in a number of ways. It provides feedback on content, allowing for adjustments. There’s a question here in the chat, “What are some ways to do that daily?” We’ll show you in a minute how we do that at Staffbase with our dashboard. But I think it’s important to look at the data daily, because it can change at a moment’s notice. We have instant measurement features in our employee app, surveys and polls. We are able to see right away what our employees are feeling, or if you are able to make a change right then that very day, that could make an impact.
We recently worked with a customer who told us a story, it was a health care organization. She implemented an employee happiness plugin of ours and used it to gauge how employees were feeling every day of the week by asking simple questions. She found out that employees needed a new coffee maker. Well, you know what? Lo and behold, by the end of the week they had a new coffee maker. She also found out that employees needed a new picnic table. By the end of the week, they had a new picnic table. These are small changes, but if they add up they can improve productivity, engagement, and happiness and create a better working culture.
You can look at a dashboard as many times as you want during the day. You can assess engagement. You are also able to see how many people are using your platform, at what time of day, on what device. And you’re able also to adapt content accordingly, like Filza said.
An app has three times more readers than a traditional intranet. And the response rates within that app, with those surveys and those polls, like the one that you just took, are 35% higher in apps than other channels.
One of our customers in Florida does an employee satisfaction survey every year. And since they’ve launched their app, they’ve been able to see that their survey results have gone up in every single category. They’ve also had more people participate than ever before.
Hack #9 — Newsletters
Filza: How can you use newsletters to add value and engage on a global scale with your employees? And why should you be using newsletters? For starters, newsletters offer a strong internal communication line to connect to your company with its employees. It’s a chance for you to really show employees what your company is doing and announce company-wide events and initiatives that are happening. You can use newsletters as a way to showcase what each department is doing so that if you have remote employees or employees scattered all over the world, you have a way of showcasing the company culture and bringing everyone together.
Employee newsletters can also feature multimedia, are formal means of communicating information, and can be read on any device. So as Carla has also mentioned, a majority of people now use mobile and in the past few years the number of emails that have been viewed on mobile has increased by up to five times. So newsletters are also being viewed on mobile. And they are a feature that can be viewed anywhere. So your employees can view them from their workstation, on their desktop. They can look at them on their tablets. They can look at them on their mobile screens. So making sure that newsletters are responsive and that they’re an important part of your internal communications strategy is something they really need to look into.
And here’s why you should be using them, because through the insight and measurement your email channel can provide, you can monitor email performance and track how your audience responds. So if you’ve included a video in one of your newsletters and it did really well as opposed to just a simple plain text newsletter, you’ll be able to say, “Okay, this is what’s really resonating with my audience, so this is what I need to do more often in the future in terms of online communications.”
You can also analyze metrics by sending newsletters. You can see who opened the newsletter, any links that were clicked, which location they viewed the newsletter from, and on which device they used to look at the newsletter. So if you see that people are using mobile a lot, then you need to really make sure that your newsletter is mobile responsive. Test and optimize for the future and definitely be sure to personalize your newsletter.
A good internal newsletter tells you all that’s happening all over the world in a really fun and conversational way. And what I really like about them is that they use a very minimalist design. So they use a lot of text, but they still have more than a 40% opening rate, which is amazing. So they’re clearly doing something right. If you’re not really design savvy, you can have something like this and really use a slick copy to engage with your employees. Company news is not always very exciting. So using a conversational tone is great. They also have a section where they feature recommendations from various employees. So one week, Sally can be featured and you can see pics by Sally. She can talk about which movies to watch, which books to read, and which places to eat and go out for lunch. And by featuring her, you can really help boost employee engagement. Your employees are going to open your emails and newsletters if they’re featured in them.
If you’re more of a design savvy person, then you need to really make sure that your design speaks for itself and that you use minimal text to really get your audience engaged. You can use a lot of different colors to really attract the end user. And it’s important that you’re testing your templates and making sure that they are responsive. With ContactMonkey you can actually simply import HTML newsletters into Outlook super easily. And it ensures that the newsletter won’t have any rendering issues, and shows up smooth and everything looks good on all devices. So be sure to test and make sure that your newsletter is responsive.
Some newsletter tips and tricks to keep in mind: Make sure you’re featuring employee recommendations. Make sure to highlight any major events, and make sure to give a spotlight to any team that has contributed something major to the organization. Make the content snackable. Make sure you’re using bullet points and you’re breaking up everything by using different headlines. Test newsletters and ensure responsiveness. This is something I really talked about a lot when it comes to newsletter. So make sure that is something that you do so that people are really engaged. And that brings us to hack number 10, Carla.
Hack #10 — Multiple Contributors
Carla: Okay, going to hack number ten, multiple contributors. I know Filza talked about internal influencers. That was hack number one, and a very important one, multiple contributors can be internal influencer. But they can also be different people. And these are the people within your organization that you identify as the people who will be helping you use all of your channels to communicate. So they will, kind of, become these admins or these editors of your channels to help you create targeted, real-time content for multiple groups.
When companies are experiencing growth, it’s difficult to maintain internal communications because there’s so much going on. And I think that multiple contributors can help with that because they can take a small piece of what’s going on in various groups or on various sites or locations, and they can help bring all of those communications together. So that makes it more relevant for the folks at that site or at that location, but also the company as a whole so everyone knows what’s going on everywhere.
It also helps you. Internal communicators are sometimes a one-man band or a very small team. And I think having multiple contributors can help you do your work. They keep the conversation alive and keep it going.
A customer of ours calls their employee app a digital handshake within his organization because he has various contributors at different sites. They’re able to shake hands remotely and share content across the board to all of their teams.
When you identify and train multiple content contributors, they become more engaged and then the groups that they are communicating with, they also become more engaged. And you can look at your data and you can also see that happen and it’s really exciting.
We have a feature, a new feature, called Spaces. Spaces helps companies, like the one that I mentioned, who calls his employee app a digital handshake, helps companies create different rooms for their different branches, their departments, and their locations. So like this illustration here, you have a very large bakery, bakery headquarters. There you would have company news, you know, CEO Leadership messages, kind of this big corporate calendar, maybe large corporate events, a corporate directory. But then you have these other smaller spaces, these other bakeries. One in Atlanta, one here in Dallas, one in L.A., and they’re doing their own thing. They have different calendars. They have different menus. They have different content that they need to share. And Spaces allows for multiple contributors in each of those spaces. And it helps bring the company together and just makes it more cohesive with communication. And the information is also very targeted for each of those locations. So, it’s super exciting to have multiple contributors. I know, as an internal communicator, handing off some of that duty can be a little bit scary. I think it can also be very, very exciting. And it’s a great way to grow.
We have covered a lot today, and I know we have to keep moving forward, Filza, because we may have some questions here with our group. And so here’s the quick review of the 10 hacks that we talked about. We’ll be sharing the slides in the recording as well following this event, but wanted to put them here in case you wanted a reference point, and in case any of you had any other questions.
Filza: So we have a question, “What if none of my emails are performing well?” So, yeah that’s the thing. You need to constantly use different things within your emails. So try different subject lines, try different headlines. Try to incorporate different mediums such as video in one email. You could do like a podcast in another email. You could just use plain text, you could use animated images. And see what’s working. So once you hone in, once you do a lot of testing and see what’s performing well and what’s not performing well, you’ll be able to see, “Okay, this is what I need to stay away from. And this is what I need to really look into and use more often in order to make my emails more engaging.”
Carla: We are two different approaches to internal communications. And like we talked about, I think it’s important that you use all of them to engage your audience, and that you see which one or which group of them works best for you and your organization.
Filza: Definitely. And, yeah, definitely use a multi-channel approach. So make sure you’re using all kinds of different communications platforms and tools to really ensure that you’re engaging with your audience.
Carla: Absolutely. And then another question…yeah, there are a couple there,
Filza: There’s one about storytelling. “So how do you keep things fresh when it comes to storytelling?” So, yeah, that’s gonna be a lot of testing as well. I think one thing to keep in mind is to make sure that you’re communicating in a lighthearted way, even if you’re working for a really formal organization, like a hospital. Sometimes people are really scared to use humor, and that’s something that you shouldn’t be afraid of, just internal comms, it’s one department that can really keep things fresh by really incorporating us like coffee, funny memes, gifs and really try talking in a way, like in a conversational way, just the way that you’re talking to your friends. I think that really helps to create a lot of engagement and tell great stories. And feature different employees and different initiatives all the time so that you’re keeping your storytelling fresh.
Carla: Another question there was about managing multiple contributors and making sure that the messages that they’re sharing are on brand. We absolutely would recommend editorial or content guidelines for any organization. I think that that helps as a reference point for multiple contributors. Also, for multiple contributors, I think that training is important, and regular check-ins with those people, so that you can work together to stay on message and plan when to share and what to share and optimize accordingly. And again, you can reference the data there so that you’re able to share that with your contributors, and they’re able to make valuable contributions for you and your team when it comes to content.
Filza: I think we have another question from a guest receiving a lot of data from different realms in our internal comms platforms. How do you think…I guess, he’s asking, “How do you create meaningful data assumptions or conclusions?” So this is where you just need to really, as Carla mentioned, keep tracking your internal comms from the very start. Make sure you’re tracking every single day to make sure that you’re able to see certain trends that are going to emerge over time, so that you’re able to make logical conclusions and logical assumptions rather than jumping to conclusions.
So, I would say if you’re using an app like Staffbase or a tool like ContactMonkey, you will have constant access to dashboards that are giving you insights and data in real-time and are giving you data for every single day, and keeping track of that every single day. And then a weekly track and a monthly track will really help you keep things logical without jumping to conclusions and assumptions.
Carla: You should also look at the channels and track those and make sure that the channels that you are choosing to use, if you’re using various internal comms platforms, are the ones that you should be using, or are the ones that your employees are using. Otherwise, it’s just one more channel for you to manage. And definitely, definitely, you don’t wanna do that. Your time is too important.
Thank you for joining all of us today. Filza, it has been so nice to work with you and your team at ContactMonkey and to come together to share with this audience of internal communicators. I think it’s an exciting group to be a part of and to serve. And we hope that we can hear from all of you and grow our channels accordingly.
Sign up for a demo with us, and we’ll share the 11th hack with you to reach your mobile workforce. And shhh…the 11th hack is an employee app.
Filza: And make sure that you sign up for a demo with us, mentioning the webinar for a 15% discount for our internal email tracking solution. So, you’ll get a chance to really test and see and play around with ContactMonkey, and see what a useful plugin it is. And it actually makes you more productive and saves you a lot of time, because, as Carla said, we definitely don’t wanna infringe on your time. We wanna enable you to have more time and be more productive.
Carla: And join us again, next Wednesday, the 22nd, same time, 1:00 p.m.. We will be talking about those internal influencers that Filza mentioned with our senior employee engagement specialist, Laura Jameson, from Instinctif Partners. She’s gonna give us three ways to unleash those internal influencers. She’s gonna tell us how to identify those people and how to empower them to share your internal comms messages. So please join us again, if you can. And we will be sharing the recording as well and the slides from that one, if you could not. But thank you so much for joining us, and we hope to see you next time. Thank you again, Filza.
Filza: Thank you, Carla, for having us on this webinar. And thank you everyone for asking all those questions and being so engaged.
Carla: Absolutely. Thank you. Bye, bye.
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