Category: Organisation

Top 5 Content Marketing Trends to watch out for in 2022

Category: Artificial Intelligence, Business, Data Management, Organisation, Others, SEO, Technology

“You need to create ridiculously good content – content that is useful, enjoyable and inspired.”- Ann Handley

Content Marketing plays a pivotal role in connecting with customers and earning their trust by providing meaningful information about the product offerings. Customers would review the content and make their buying decisions based on the value and merit of the content which is available for consumption. Businesses are trying to woo the customers by adopting different strategies that can increase their wallet share significantly. Let’s look at some of the key content marketing trends which are creating a buzz by capturing the attention of the customers in the digital space.

In order to build a successful customer journey, businesses need to build a healthy business model. Achieving customer success would involve a series of steps ranging from customer development, acquisition, client onboarding, engagement and retention. The Content Marketing team needs to understand the criticality of customer retention which is imperative for building long term customer relationships and driving sales growth. Keeping the website abreast with latest information about the products and services would help in enhancing customer experience. Engaging with customers through newsletters, providing up to date information on promos, product launches and any discounts offered would attract even the detractors that could result in better conversion rates.

Leverage on emerging trends like augmented reality for driving better sales volumes and enhancing the brand value. Prospective customers would want to try the products before they make the decision to buy them. Augmented reality provides an engaging shopping experience for customers through interactive features that helps in identifying the customer needs and engaging with customers for providing a unique personalized experience.

Artificial Intelligence (AI) has revolutionized the content marketing landscape in the era of content overload. Customers can now interact freely with BOTs in the websites for getting the required information. BOTs have the ability to converse and have real-life chats with customers and provide the information within a short span of time. With the help of AI, content marketers would be able to understand and track customer behavior by building custom models through predictive analytics. Digital marketing strategists can now create relevant personalized content that can add value to the customers.

Podcasting is yet another content marketing strategy that has become immensely popular thanks to its outreach and client coverage. Podcast is an invaluable marketing channel capable of delivering series of audio content at regular intervals with adequate information for the target audience. Due to the enhanced connection and deeper penetration, Podcasts have turned out to be an effective content marketing tool with a human touch. It can be collaborated with social media and can complement blog content in the form of audio messages.

Search Engine Optimization (SEO) is the new age mantra for enhancing the value of content marketing. SEO would help in increasing the visibility of content by driving more traffic to the business website. It primarily deals with On-page and Off-page factors. On-page factors broadly cover optimization techniques like Title tag, Meta description, Headings, URL and Page content that can impact search engine rankings. Some of the Off-page factors include Backlinks, Brand Mentions, Social Shares and Domain Authority which are actions taken outside the website which may not be easily controllable. SEO provides the technical flavor in Content Marketing for achieving loyalty and trust in customer journey.

Conclusion

We at Newlineinfo Corp are focused on new age digital marketing strategies through sustained SEO efforts for out-serving our customers and achieving profitability.

Overcoming Challenges in Returning Back to Work

Category: Business, Organisation, Team Management, Technology, Work From Home, Work from Office

“In the midst of chaos, there is also opportunity” – Sun Tzu

The Covid Pandemic brought major disruptions in the way businesses carried out their operations. Organizations handled this metamorphosis by adopting new ways of working which allowed employees to work from remote locations through a hybrid working model. Now that the business leaders want their employees to return back to their workplace, they are facing some amount of resistance from their workforce which could put businesses at risk on account of lower productivity and rise in turnover. Let’s look at some of the ways by which a leadership team can mitigate these challenges through enhanced employee engagement and collaboration.

It’s imperative to engage and connect deeply with employees by fostering positive workplace culture through employee newsletters. Understanding employee concerns and resolving any unfounded fears and anxieties about returning back to work would go a long way in instilling faith and confidence amongst the workforce. Use employee communication apps to establish and deepen connections with team members. Leverage on RSVP alerts to send notifications about important meetings and gatherings. Reward and recognize performers for their achievements and celebrate special occasions like birthdays, anniversaries with animations.

The leadership team needs to play a key role in managing change and handle this critical phase of transition tactfully. Conduct Online surveys to identify any challenges faced by employees. This would help in keeping a tab on employee sentiments and understand their mindsets and behaviors. Reinforce faith and restore employee confidence by driving key leadership messages through digital signage. Drive key messages about change through multi channel messaging and assess employee understanding of changes with quizzes and online questionnaires. Make use of remote collaboration tools like video conferencing and zoom to strengthen communication capabilities across the teams.

Another important concern which needs to be addressed is to ensure employee safety standards. Ensure that the employees who are required to return back to work are vaccinated to de-risk the workplace environment. Leaders can make use of technology driven contact tracing to check the spread of virus and ensure that the staff members are protected from any infection. Maintain social distancing norms and avoid people getting too close to one another in the office premises by prioritizing health and safety. Re-evaluate physical space and amend workflows by deploying sensors and wearable devices.

Conclusion

We at Newlineinfo Corp put our employees first and care for their wellbeing. We have a robust action plan and are committed to provide all the support and assistance required by our workforce while returning back to work.

Things High Performing Teams Do Differently

Category: Business, Leadership, Organisation, Team Management

“Conscious leadership is the intention, awareness and choices designed to inform, impact and guide better thinking, feeling, and actions, to achieve meaningful and valuable results.” – Tony Dovale

The Covid pandemic has transformed the modus operandi of the digital workforce through remote working. Organizations across the world have been developing new ways of working resulting in hybrid working models. This has caused a dent in team bonding due to social distancing impacting the interpersonal relationships amongst team members. Leadership team is grappling with such new age challenges to keep up the employee morale and motivate them to deliver higher productivity for achieving growth and profitability. Let’s look at some of the things that high performing teams do differently for delivering superior performance.

Ineffective communication can often lead to poor staff engagement levels that can lead to trust issues and misunderstandings. This can have a negative impact on service delivery and customer satisfaction levels. On the contrary, when the communication is effective, it can create a clarity of purpose that helps the team members understand the organizational goals for strategic alignment. It creates a robust platform for building trust and interpersonal connectivity through sharing and understanding. Leaders need to instill confidence through inspiring communication for restoring faith and allaying any fears and anxieties during pandemic situations.

For being effective, team meetings need to be scheduled with specific agenda within the stipulated timelines. Being sensitive to the needs of the employees and encouraging feedback from their team members, business leaders would be able to tide over the crisis situation and build resilience within their teams. Generation of creative ideas and creating a culture of transparency and openness would help in building inclusivity resulting in effective collaboration with all the team members.

Normalize the emotional concerns and reinforce the values of the organization by demonstrating a can-do attitude in responding to the pandemic. Have water cooler conversations covering topics which are not related to work to de-stress the work environment and develop a close relationship with the team members.

Building a high performing team is not just about hiring the right talent and providing them with the appropriate tools for carrying out their work. Leadership needs to create a high performing workplace by encouraging their team members to express their emotions openly that can help deliver better individual and team performance.

Foster an ecosystem of reward and recognition to honor the staff who have gone the extra mile and performed during crisis situations. Remembering the team members who lost their lives due to the pandemic and paying homage to them as a mark of gratitude would help in demonstrating a culture of empathetic leadership. Appreciating the efforts of team members need not be top down always. In fact the peer to peer interactions grow deeper when the team members are cognizant of the efforts and achievements of their colleagues. Understand the psychological needs of employees and create a platform for connecting with team members through Employee surveys, town hall sessions and news stories.

Conclusion

We at Newlineinfo Corp have a high performing team who are equipped with the skills of the future and committed to handle any crisis situation with agility and business resilience.

Hybrid work model: Will it work?

Category: Business, Leadership, Organisation

“One of the secret benefits of using remote workers is that the work itself becomes the yardstick to judge someone’s performance.” – Jason Fried

Hybrid working is here to stay, and businesses need to appreciate the diversities in their teams to promote a culture of collaboration and inclusivity. The leadership team needs to handle the new normal sensitively to mitigate any risks arising out of unconscious bias that could result in social imbalance and glaring inequalities in the workplace. Let’s look at some of the ways by which organizations can remediate this transition smoothly without distorting the employee morale and workplace equilibrium. 

Large part of the workforce has gone through a turbulent phase due to COVID-19 pandemic and they have gone through multiple bouts of emotional and psychological stress. The management team listens to fears and anxieties of their employees so that they can address their pain points in the best possible manner. Giving advance information about the date of return to office would provide sufficient time for the employees to have a proper plan for returning to work. It would also help them respond to their personal obligations adequately and be willing to take up the responsibilities at work. The HR personnel need to align with the safety recommendations and ensure that staff who need to be relocated are provided proper accommodation as per the existing guidelines. 

Due consideration needs to be given to employees who face challenges due to physical disabilities and special challenges. Organizations need you to weigh their options and review the pros and cons, before making an open call for re-onboarding all their staff. It requires prudent judgement and effective decision making on part of the leadership team for handling the situation effectively based on their operational requirements. Businesses need to have a risk based approach that would not jeopardize the health and safety of their staff. Any callous decisions made due to negligence and oversight could result in regulatory breach and legal implications. 

Leaders need to create a well defined strategic framework for hybrid working that can be institutionalised across the organizations. The objective of this policy is to build a culture of collaborative leadership by empowering people and achieving the business goals. Creating focus groups and generating creative ideas would help in innovation and identifying top talent. Understanding the requirements of the staff and keeping them motivated through regular interactions would help in achieving better team bonding and higher productivity. Allowing flexible routines and work schedules would help in giving people more freedom to operate based on the requirements without compromising on service delivery. 

Reinforce racial gender equality to ensure that all the staff get a free and fair share of their opportunities for career progression and development. Schedule meetings during core hours to invoke participation from all staff and pay undivided attention to all the team members involved. Meetings need to be carefully scheduled so that all the team members who support different time zones can participate actively without being left out. Demonstrate an empathetic understanding of the staff requirements and accept diversities within the team. 

Conclusion

We at Newlineinfo Corp are people oriented and always willing to go the extra mile to help our staff during difficult times. We treat people fairly and provide equal opportunities to everyone in the team and ensure distributional equity for their growth and development.

Remote Work Cyber Security Risks

Category: Business, Cyber Security, Digital Enpowerment, Organisation

“Cybersecurity is a new area where equality will exist to allow intelligence to succeed.” – Ian R. McAndrew

Businesses have adopted new ways of working in the current pandemic situation and remote working has become the order of the day. The digital workforce needs to be wary of the cyber security risks associated with remote working and companies need to equip their staff with adequate knowledge and skills required to safeguard themselves from data leakage and other vulnerabilities. Let’s look at some of the key risks involved in remote working which needs to be remediated with due diligence and caution. 

Phishing attacks and spams continue to be a major threat in remote working. Fraudsters masquerade themselves as reliable entities and gain access to sensitive data and critical information. This can result in severe reputational and financial losses to the staff and the organization. The leadership team needs to ensure that multiple training sessions are conducted to enhance the knowledge levels of staff on social engineering and its impact. Everyone needs to understand the implications of phishing threats and learn to identify any potential phishing emails and malicious activities. Newsletters and broadcast messages can be shared on a regular basis to sensitise the staff about their downside risk. 

Despite strong firewalls and secure VPN connection, hackers leverage human error and negligence to gain access over systems for stealing sensitive data and information. Repeat passwords used by remote working staff can provide easy access to fraudsters who try to capture the information at keystroke level through keyloggers, screen scrapers and ransomware. This paves the way for cracking the code and opens the floodgate for misuse of personal and company information. Use of passphrases, avoiding usage of personal information in password and repeat passwords would help in data loss prevention for oneself and the business. Staff must be made fully aware of the password protection, code of conduct policy and ensure everyone abides by the laid down guidelines without any deviations. 

Data threat via phone and email is another sensitive area that needs to be addressed. Staff need to follow compliance standards to ensure that client data shared internally and externally are properly encrypted by following the established security protocols. This would help ensure confidentiality by safeguarding client information and keeping cyber interceptions at bay. Contact list, e-mail attachments, voice mail information needs to be protected with the help of encryption platforms. Secured file sharing software can be used for file synchronisation that provides enhanced authentication through secure socket layers. 

Conclusion

Businesses can reduce the risk of cyber security threats by adapting themselves to Desktop-as-a-service. This would allow employees to connect to the company network with their personal devices and virtual desktops remotely over the network and access all the files through their workstations. This would mitigate the risk of data threats. Thanks to the virtualisation that is centralised on the premises rather than end point devices. The IT security team can also look at disabling access to USB and printers as part of their surveillance and access control measures. We at Newlineinfo Corp have a strong and well defined cybersecurity framework that aims at protecting the client’s sensitive information from any external threats and vulnerabilities. 

Covid19 and Organisational Resilience

Category: Business, Leadership, Management, Organisation

“Resiliency is the ability to spring back from and successfully adapt to adversity.” – Nan Henderson

Covid19 has created an unprecedented impact on the business world and the leadership team needs to imbibe some important lessons as a fallout of this crisis. The C level executives need time to fit themselves out and keep pace of this tectonic shift for maintaining their competitive edge in the digital landscape. Let’s look at some of the ways that can help build organisational resilience during Covid. 

It is natural to get impacted by a crisis with a flurry of negative emotions like fear, grief, anxiety and mental sufferings. Organisations need to be wary of this and learn to engage with their staff that would help them overcome mental and psychological afflictions. Staying connected with the employees through video calls and developing an empathetic understanding of their pain points would help in laying off their anxieties for physical and mental well-being. Extending a helping hand to the team members through collaborative leadership would provide the much needed fillip for positive reinforcement of value system and beliefs. 

Leaders need to prioritise the physical, psychological and emotional wellness of their employees and be attentive to the needs of their team members in all the interactions. Creating health and safety awareness programmes through webinars, podcasts and video conferencing would help in clearing any misconceptions and keep a tab on the mental and emotional health of team members. Conducting vaccination drives and getting all the employees to participate actively in these initiatives would help in reducing the risk of fatality through immunisation. Welfare measures like medical reimbursement, enhancing the insurance coverage limits and extending the benefit to the employees and their family members would go a long way in providing the financial support needed during uncertainty. 

Build a culture of trust and transparency by building positive relationships with the employees. Structure meetings and ensure all the team members are given a platform to share their thoughts. There would be some team members who may not be willing to share their thoughts during the first instance. Reiterate faith and belief by having iterative discussions with team members. Respect differences within the team and be willing to give people their space to share their thoughts and feelings. Set expectations clearly about their goals and share developmental feedback that would drive inclusivity and team alignment. Create a positive environment through mentoring and assign buddies for monitoring their performance. Recognising talent and rewarding performers  would help in keeping the employee morale high. 

Sharing best practices and conducting training programmes would help in improving the staff awareness. This would help in understanding the challenges faced and responding appropriately during crisis situations. Avoid being judgemental and weed out actions like blame game that would impact relationships and disrupt team bonding. Be prepared to amend organisational routines, schedules of work and the processes based on inputs from staff members. This would be helping in giving better flexible working options to people based on their requirements. Reschedule tasks and adjust work practices to suit the needs of employees and client expectations. Modelling vulnerability would help in assessing the preparedness and organisational ability to rise to the challenges posed by unforeseen threats and measure its ability to stay resilient. 

Conclusion

We at Newlineinfo Corp have responded positively to Covid Pandemic by leveraging on strategic resilience measures and we continue to meet our client expectations with the help of our skilled workforce.

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