Happy Friday everyone!
Here is our Weekly roundup to keep you wonderful lot updated on what’s been shaking the Tech, Comms and HR world this week. But before we jump into it, don’t forget to send us an email to firstname.lastname@example.org if you have a story you want to share! Whether it’s about leadership, HR, innovation, company culture or communications, share it with us and we’ll feature your post in our upcoming issue.
This week has been amazing for us at Beem: we won the award for best “New Channel” as well as the Gold Award for the Digital Category at the 2017 IoIC National Awards, hosted by the Institute of the Internal Communications! It’s an amazing achievement, and you can read our full blog post about this here.
Right, what’s been making waves this past 7 days? Check this out and join the discussion below!
For decades, we have heard that emerging markets are poised for huge growth that will yield even greater prosperity. But a long list of obstacles always seems to be getting in the way of realizing this potential. Startup accelerator programs have been touted as one path to faster progress. Much like their famed Silicon Valley counterparts, emerging market accelerators aim to boost startups’ potential for raising growth capital.
Many types of research show that the effects of acceleration are remarkably similar for entrepreneurs across countries and even continents. Unfortunately, mismatched goals between investors and entrepreneurs as well as a potential cultural bias may both prove to limit the positive effect that accelerators have in emerging market contexts. Regardless, accelerators still have an important role to play that can help position entrepreneurs for success.
Most recent report with data on over 2,000 ventures from 42 accelerator programs, shows that across country settings, accelerated ventures grow at significantly higher rates compared to ventures that applied but were not accepted into the accelerator program. How is this trend going to look in 5 years time?
Did you know that from 2013 to 2017, their combined market capitalization increased in size by the GDP of Russia ($1.4 trillion) and by next year, it will surpass the GDP of India? Or that more Americans have Amazon Prime (52 per cent) than go to Church (51 per cent)? Fundamental to the success of these four companies is how they have used technology and strategy to understand and appeal to basic human desires. Google targets the brain and our thirst for knowledge. Facebook is trained on the heart and our need to develop empathetic and meaningful relationships. Amazon targets the guts, satisfying our hunter-gatherer impulse to consume. And Apple, with its sleek, sensual products, has its focus firmly on our tastes.
The system is so successful that people grant The Four unprecedented access into their lives! Amazon’s Echo, the Facebook Messenger App, Apple’s iPhone and Google Search sit within most households and pockets, achieving a degree of intimacy and intelligence that few organizations can match.
Will The Four Giants continue to reign supreme forever?
If you ask any CEO what the most important factor is when it comes to the success of the business, they will invariably say it’s people. Employees are key – even more so when they are responsible for providing a memorable experience to customers – and so regularly engaging with them, and keeping them satisfied and focused at work, is a vital aspect of managing a business. A happy and motivated employee is much more likely to do the best job they possibly can and fulfill their potential, which in turn will mean that the end customer receives great quality service.
Employee and customer engagement are intrinsically linked; if you think about any positive brand experience you’ve had, it will almost certainly include someone who did something out of the ordinary. While frontline agents will realize that sticking to the script isn’t always the right approach for the customer, the truth is that many are restricted by processes and protocols. Although they are encouraged to solve problems for the customer, they’re rarely empowered to do this proactively.
To achieve effective frontline employee engagement and help staff to reach their full potential, here is a short list of a few key approaches that might help you in this process!
Did we miss something? Let us know in the comments section below and we’ll feature your article into next week’s Roundup! Also, let us know what type of content you guys want more or less of, we’re all ears!
– the Beem Team