Make Mobile Marketing Work for Your Business

June 18th, 2012

Over one hundred years ago, the telephone revolutionized global communications. Today, a new set of devices has taken hold of the global communications network and shows no signs of slowing down. Smartphones, tablet computers and the marketing potential that these devices have unleashed have opened up opportunities for small business to compete with in major advertising markets.

So, what is mobile marketing? Loosely defined, it signals the way that companies can market to its consumers where they are – as they travel, where they shop and as they go about their day. Small business owners can tap into the market segments who keep their mobile devices within arm’s reach at all times – and some statistics say up to 87 percent of the world has a mobile subscription.

A Mobile Friendly Web Site
When was the last time you tried to navigate your web site on a smartphone? If you are having trouble reading and using your site with your mobile device, your customers and potential employees are as well. Look to your web site statistics to see what percentage of your users come from a mobile platform, and use that to guide your development of a mobile-friendly web site or associated application.

Make QR Codes Part of Your Strategy
You know those strange little square graphics that look like a bar code? These QR codes are readable by an app available for most smartphones, and instantly connect a user to expanded or enhanced web site content – your imagination is the only limit. It can also lead someone to an inquiry form about your business, a video message or simply detailed information that would be useful in a cell phone format. By integrating these QR codes into your print communications, or creative uses like on in store signage or packaging, you can reach consumers exactly where they are, without having to hope they’ll remember to visit your web site the next time they are near a computer.

Explore Mobile Advertising
As a business, you know a lot about your customers and employees: demographics, psychographics and a general sense of what type of media they consume. With this information in hand, you can compile a series of educated guesses into a comprehensive mobile advertising media plan, inserting banner ads into local apps, pushing out text ads based on lists of leads or even sponsor advertising on popular mobile-friendly web sites.

Olympic Staffing can help your business reach job seekers and companies alike through the power of mobile marketing. Contact our office today for our input on how we can help you.

How Job Seekers Can Reach Their Long-Term Career Goals

June 12th, 2012

When planning your long-term career goals, you should thinking of your career as a journey – not as a destination. Are you feeling stuck? Out of place? Unfulfilled? Wherever you are at this moment is not where you have to remain, and with a few simple strategies, you can make your own luck as you work to achieve success in a career.

Identify Goals

Goals are moving targets: they shift and evolve over time. What you can do as a job seeker is to align your goals with core beliefs and interests, which are less likely to change drastically between now and two, ten or twenty years from now. Look around for examples of the success you want to see in your life, and build upon your strengths to make sure those goals are realistic. Don’t be afraid to think big, and write these goals down. That helps to make them more permanent in your mind, and serves as a handy reference to refer to later on.

Build a Foundation

Once you have a set of goals in mind, start thinking about the skills, knowledge and experience you will need in order to be successful in that possible future. You can ask yourself, how do I adapt my current skills to new or other industries? Or consider what you are doing to increase your knowledge of a certain topic. Never stop learning, since the knowledge you acquire in one area may have strong dividends down the road in another. Don’t wait for opportunities to be offered, either. In many cases, you need to ask for them directly. Make sure to be visible in your office and industry, or to find mentors (in your organization or outside it) who can give you perspective and guidance.

Remember, opportunities crop up when you least expect them; you need to be prepared for unexpected chances to take a big step closer to your goal.

Keep Moving Forward

Follow the saying; don’t wait until tomorrow to do what you could do today. The process of reaching your long-term career goals is a marathon, not a sprint, and the incremental progress you make toward your goals is still progress! You are the best person to write your own story by way of the path you take on your way to a successful future, so see everything as an opportunity.

Olympic Staffing helps job seekers find positions that fit with their long-term career goals. Contact our office today for opportunities that you have been waiting for.

Dealing With the Office “Debbie Downer”

June 7th, 2012

Take a minute to think about the cast of characters that make up your staff. You can probably find labels for each one: jokester, quiet one, mother hen, and geek. Unfortunately, one of the most common types of personality is that of the “Debbie Downer” – male or female. You can build a picture in your head of what this person brings to the office. A cloud of negativity swirls around her desk, and a pessimistic outlook comes through every time she talks.

Managers have to deal with this in the same way that they would deal with insubordinate or unproductive employees. The office “Debbie Downer” is potentially just as destructive to the morale and productivity of a company.  So, what can you do about it? That individual still has the benefit of experience with the company and skills that may be hard to replace. And, getting rid of an employee like this may impact office morale even further, setting it in a downward spiral that would be difficult to recover from. Consider this advice to reduce the impact of gloomy employees and turn their frowns upside-down.

Start by identifying any employees who you would put into the “downer” category. You should be able to figure out whether her attitude is part of her personality, or if it’s being caused by something external. Be compassionate. Perhaps she is dealing with issues outside of work, like a sick parent or a child’s medical issue, that has drawn her into a depression. You may not be able to do anything directly to help her, but make sure that she is aware of company and community resources that may help.

If her pessimism is related to something in your company, try to determine if reasonable changes are in order. Is her workload heavier than everyone else’s in her department? Maybe there is a way to equalize the workloads to be fairer. Has she been passed over for a promotion or raise? Make sure to communicate what steps she can take to earn that next promotion. That part of your job isn’t just dealing with an office downer – it’s being a good manager, and making sure your employees are proud of the work they do.

Resistance to change is a hallmark of the typical Debbie Downer. As you work with your employee to improve their attitude, you may find her putting up roadblocks to that progress. Anticipate those obstacles and find ways to engage your employee in trying to find a solution, For example, say you want to introduce a new computer system. The Debbie Downer might say “it won’t work, we’ve tried it before.” With that expected reaction, offer that she would offer great insight into what happened in the past, and would she be willing to work on making that system successful?

Remember that a positive attitude does wonders to counter a negative one. Make sure you demonstrate and communicate optimism to your staff.

Olympic Staffing understands the challenges of working with many different personality types in a business. Contact our office today to see how we can help you work through those challenges.

Economic Uncertainty is Boosting Worker Stability

June 1st, 2012

The global economy is made of a continuous cycle of booms and busts. Though key economic indicators hint at a strong economy ahead, the downturn in some industries has left an atmosphere of uncertainty in its wake. This feeling is held especially by workers, who have dealt with an array of negativity. That included a weak hiring market, stagnant salaries and increased workload, in addition to the threat of layoffs or being restructured out of a job.

Fear of the unknown

You’ve heard the old saying, the devil you know is better than the devil you don’t know. That phrase describes the way that some workers feel about moving on to a new opportunity. There is a reluctance to jump ship, so to speak, and workers have been willing to remain in place for the simple reason that the familiar and the known was more comfortable in a time of uncertainty.

Relying on seniority

Another factor that relates to worker stability is that employees who have long experience with a company are not willing to start in a new position at the bottom of the seniority ladder in a new business. In many industries, the last person hired is the first to be let go.  The more stable the economy becomes, a new phrase might come into play for employees, which is the grass is always greener on the other side of the fence. As consumer and worker confidence improves, they will be willing to take on more risk in the form of new positions, or even in entirely new career paths.

Stagnant skills

Even as the economy picks up, remnants of the downturn may linger in relation to worker stability. In an effort to cut costs, many companies have eliminated or greatly reduced educational benefits and job training opportunities. It doesn’t mean that these workers are behind the times, but it brings attention to the fact that some worker skills need updating. Once training and certifications are again a viable option, employees will find it easier to move up and move on in their careers.

Does the uncertain economy still have you concerned about the state of your workforce? Call on Olympic Staffing for its experience in managing your workforce through every stage of the economic cycle.