Wednesday, November 20 2019
6 Steps To Developing An E-mail
Do you want more payroll/HCM sales leads from your e-mail marketing efforts? If you do, you will find the following steps of particular interest (and value).
Step One: Segment Your Databases - Before you start designing, writing, and sending a series of e-mail marketing campaigns, you need to segment your target audience the same way you go to market; therefore, we recommend creating databases that fall into these general categories:
After segmenting your lists by target audience, it will be a lot easier to develop content that is relevant to each database on file.
Step Two: Clean Up Your “Prospect And Referral Partner” Databases* – It is vital to remove the e-mail addresses that will cause your account to be blacklisted/flagged when using services like Constant Contact, Mail Chimp, etc. THIS DOES NOT APPLY TO YOUR CLIENT DATABASE.
Remove the e-mail addresses* that end in:
Remove the “ROLE” e-mail addresses* that begins with:
* If you are buying a database of e-mail addresses, this is a critical process to do.
Step Three: Determine Your Content And Low-Risk Offer - As I tell all our clients, “Content is king.” That said, it can be helpful to outline the message you want to include in each e-mail campaign. Remember, don’t forget to add a low-risk offer.
Step Four: Determine Your Company’s Frequency And Goals – You can send your payroll clients more e-mail marketing campaigns as compared to a prospect or referral partner. From our experience, I always recommend sending at least three e-mails a month to help gain maximum visibility in the marketplace. Remember, content is king, and don’t be too self-serving when writing a campaign.
IMPORTANT: Don’t think for one second that blasting a generic e-newsletter once or twice a month is a great e-mail marketing strategy. If someone is telling you something, otherwise, they are doing your payroll service a huge disservice.
Step Five: Develop An E-mail Marketing Calendar – To ensure your campaigns are being sent on a regular schedule, create an e-mail marketing calendar. Not only will this help you and your team stay on target, but it will help you avoid any last-minute campaigns – which tend to be loaded with grammar and spelling errors, broken links, and less than engaging subject lines.
Step Six: Determine If A Salesperson’s Follow-Up Call Is Needed – To maximize the sales leads generated from your e-mail marketing campaigns, it is imperative to determine if a follow-up phone call is necessary. If it is, take the following steps:
Send This e-Mail After Leaving A Voicemail Message.
After you and/or your salespeople leave a voicemail, make sure they send an e-mail to follow-up their voice-mail message (see below).
First Name: I just called and left you a message as I wanted to follow-up on an e-mail we sent to you about 8:30 a.m. today (the one for the ________ offer).
If you want to learn how we can (reduce or increase your ___________) I have a few ideas that will help your business – just return my call or send me off a quick e-mail on the best time(s) for us to talk.
Look forward to talking soon!
P.S. If you want to read what some of our clients are saying about our ____________, I have attached a few success stories for you.
Friday, November 15 2019
6 Tips For Hiring A Payroll Salesperson
My research has shown 50% to 60% of all newly hired payroll salespeople (at a small independent’s payroll service) will quit or be discharged in their first 12-months of employment. Nationally, salespeople turnover is 27% each year, according to Harvard Business Review.
Since the process of recruiting and training new salespeople is a significant expense, you will want to be sure that you 1.) Hire the right salespeople to begin with, and 2.) Do what it takes to retain your top performers.
6 Tips To Help Hire The Right Salesperson At Your Payroll Service.
Executive Summary: To help put the odds in your favor when hiring a talented salesperson, create a list of all candidates and how well they match up to your organization’s culture. Process their responses to your questions to make sure they are the right fit. Finally, do your due diligence by calling their list of references (do not accept a "friend" as a reference) to ensure their claims of success are accurate. By the way, turnover in your sales department can and will cost your business a large chunk of change. To avoid this from happening to you, work on hiring the right salesperson from the start (hire slowly and fire fast).
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