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Professional well-being and contentment, often known as job satisfaction, are crucial components of any organization’s growth. It describes the degree of fulfillment, happiness, and joy that person feels when employed by a business.

Organizational climate has a beneficial effect on job productivity, absences, and staff turnover since it increases personnel’s likelihood to be connected, effective, and devoted to their employment. Professionals that are dissatisfied, on the other hand, may become disconnected, ineffective, and more inclined to depart from the organization.

Why Employee Happiness is Important in Organization

For a number of reasons, an organization should prioritize employee happiness

Increased productivity − Happy staff is often more fruitful because they are more prone to be inspired and invested in their jobs. Happier workers are more willing to go further than what is required of them, which boosts both productivity and effectiveness.

Decreased revenue − Disgruntled staff members are less likely to depart the company. For the company, this might be expensive in regard to the period and resources needed to find and develop new hires. Corporations may lower retention rates and keep key staff members by rendering employee happiness the first priority.

Greater client satisfaction − Staff members who are content with their jobs are more inclined to go above and beyond to satisfy consumers, which results in better dealing with customers. This may result in greater customer engagement and enhanced company results.

Working culture − A happy workplace that places an emphasis on staff morale may enhance the corporate culture as a whole. This may result in improved communication, more creative thinking, and improved public perception.

Improved revenue − A company may see a rise in revenue growth as a result of contented workers. This is due to the fact that contented workers have a tendency to be more effective, offer superior client relations, and have a greater tendency to stick with the company, all of which may help to enhance corporate goals.

In general, putting employee happiness first can lead to greater firm success, higher staff morale, and a happier workplace.

Way to Maintain Employee Happiness in the Organization

There are various ways for a company to maintain its staff happy

Develop a pleasant workplace atmosphere − A positive workplace atmosphere can make the staff more relaxed, at ease, and happy. This may be accomplished through promoting an atmosphere of openness and collaboration, encouraging job satisfaction, and offering a tidy and secure environment.

Offer possibilities for self-development − When workers perceive their jobs as demanding and conducive to training, they are much more inclined to be happy. Professionals can improve their abilities and realize their professional objectives with the aid of programs, mentorship, and chances for promotion.

Promote a good work-life happy medium − Happy employees need a balanced work-life. Companies may help with this by offering schedules that are flexible, remote working opportunities, and comprehensive sick and vacations leave entitlements.

Foster positive relationships − Fostering good relationships among team members and between staff and upper management can contribute to great company culture. Companies may promote this by setting up events that foster teamwork, promoting cooperation, and offering chances for connection and socializing.

Prioritize employee feedback and input − Emphasize employee input and suggestions since satisfied employees have a greater opportunity to keep it going and be respected in their work. Companies may promote this by giving effective performance assessments and input, asking workers for their opinions on corporate rules and procedures, and fostering an environment of open dialogue.

How to Measuring Employee Happiness?

The level of satisfaction that workers have with their respective jobs and the company as a whole may be determined by measuring employee happiness. The following are a few approaches to evaluating employee satisfaction

Staff surveys − Surveys are a popular method for measuring employee happiness. In these polls, concerns like the organizational climate, pay, perks, and life satisfaction are frequently asked. Businesses may use the findings of these investigations to pinpoint problem areas and create plans for increasing employee satisfaction.

Staff Retention Percentages − Retention rates among employees are often a reliable sign of their contentment. This might indicate that they are unhappy with their jobs or the company if staff is departing it at a rapid rate.

Staff Absenteeism − Excessive absence percentages may additionally be an indication that staff members are dissatisfied with their jobs or the company. When workers often report to work sick or take a bit of time off, it might mean they’re feeling stressed out or dissatisfied with their jobs.

Performance Indicators − Employee pleasure may also be measured using performance indicators, such as production levels, unit sales, and service quality ratings. Employee satisfaction may increase efficiency and client happiness, which can boost success criteria.

Farewell interviews − Resignation interviews can offer insightful information on the reasons why workers are departing the organization. Corporations may discover weaknesses and create plans to address them by questioning leaving staff why they’re leaving.

Performance evaluations, customer retention, attendance, success factors, and exit questionnaires are just a few of the qualitative as well as quantitative data needed to measure employee satisfaction in general. Businesses may pinpoint points of enhancement and build plans to foster a more enjoyable and productive workplace by routinely monitoring employee satisfaction.


In conclusion, ensuring staff morale is a key component of fostering a supportive and effective workplace culture. Employers may boost organization, decrease absenteeism, and enhance staff retention by periodically assessing employee engagement and implementing steps to fix any problems or concerns. Happiness needs to be assessed more regularly than most businesses give themselves the time to be doing, irrespective of how it is quantified.

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Measuring Digital Campaigns Using Vqvc

If you are going to optimise your digital campaigns you need to measure them accurately

How do you measure the effectiveness of your digital campaigns? In this video, Dave Chaffey of Smart Insights talks to Grant LeBoff, founder of the Sticky Marketing Club about tools and key metrics to use for digital campaign tracking monitoring that companies should start to consider. Have a watch to find out all about the best practices in the area of measuring your campaigns.

Or here’s the transcript for the quick version:

Grant Leboff: So Dave, one of the things that business owners, marketing managers, really struggle with, I think, a little bit on digital, is measuring the effectiveness of what they are doing. How would you go about looking at that?

Dave Chaffey: Yeah, that’s right, Grant. It’s a huge challenge. Almost every business I talk to hasn’t really got that nailed yet. The good news is, there are some great tools available. I think every business has got Google Analytics or similar in store. The mistake they make, they don’t always customise them for their business.

Dave Chaffey: I’d say probably the biggest weakness in Google Analytics is, although it’s got some social media reports, it doesn’t have good integration with social media reporting. It doesn’t show Facebook, LinkdIn, Twitter, as well as some of the specialist social media tools. I think that’s what I’d recommend looking at. We use Buffer and Hoot Suite at Smart Insights and each has a way of integrating with Google Analytics. You’ve got your Google Analytics campaign tracking parameters and then you can see the type of posts and which social networks they’re from and you can learn what work works best there.

Grant Leboff: What do you think would be the key metrics in terms of social media monitoring that companies should start to consider, to be able to look at the effectiveness of what they’re doing on some of those platforms?

Dave Chaffey: Sure, well I think the metrics for social media are similar to any digital channel that you’re using to drive visits to the site and get outcomes. To help businesses think about those, I’ve got a mnemonic I use in training called VQVC to help marketers review how sophisticated their metrics are. The first V is volume and I think most measure that. The reason I’ve put in the extra letters is so that people realize you’ve got to look at the quality, so conversion into different outcomes and the value as well. You’re able to measure things like goal value per visit or revenue per visit in Google Analytics. Often when I’m consulting or training, I find that people aren’t those value measures, but really until you’re not, you’re not really using Google Analytics at all. Just to round off the picture in VQVC, the final part is the cost. Then you can look at the overall ROI of the value against the investment you’ve made.

Smart Insights Expert member resources in our Campaign Planning Toolkit

Download resource – Marketing campaign planning guide

The aim of this guide is to help you review and refresh their existing approach in order to develop a more structured process which integrates the latest digital marketing techniques better.

Access the Marketing campaign planning guide

We have several other blank Word and Excel templates to help structure your campaign plans.

Download resource – Marketing campaign plan template

Unformatted Word document for you to add to with 1 page Quick campaign summary and a more detailed 4-5 page plan.

Access the Marketing campaign plan template

Download resource – Campaign timeline / project plan template and example

This Excel template is aimed at giving you a starting point when putting together a schedule to sequence the content and media for different types of campaigns from new product launch, sales promotion, event or new site launch.

Access the Campaign timeline/project plan template and example

Measuring The Quality Of A Link

Measuring the Quality of a Link

Have a linking campaign in the works but not sure exactly where to begin or how to judge the quality of the links you’re building, or buying? Todd Malincoat dissects the anatomy of quality link building with 6 quality link indicators on the StuntDubl blog:

Getting links is hard work. It’s very difficult to solicit links with no value proposition. It’s difficult to develop a value proposition if you have no sense of what you’re negotiating for. This is one of the key reasons why understanding the value of links is such a critical component to an SEO campaign.

No one likes to hear that placing a value on a link is a “gut feel” skill, but it’s true. You need to repeat the process many times, and understand the shifts in the marketplace.

Here’s how you can test the value of links, anchor text and sites which you are soliciting links from in less than five minutes.

1. By Keyword, Theme, or Industry Value : What is the value of the placement and traffic garnished from that link?

2. PageRank and Link Popularity : How much of a well trafficked authority site is that of which you have in your sights?

3. Outbound linking : In order to get, one has to give a little. Does the site give as much as it receives?

4. Links to the entire domain : How many sites are linking to various pages throughout the domain? And not just their links pages or link baited topics?

5. Where’s the link? Where on the site and within the pages will your link occur? In the body? The sidebar? Or hidden on the bottom? Would a normal web user notice or find the link? If so, chances are it will have more value to something burried behind the bushes.

6. How aged is the site? Anyone with a well mannered upbringing has respect for their elders. Expect the search engine algorithms to follow suit on giving value to links from older, established sites.

Todd has a rundown on the tools, which are all available in the post, The Five Minute Link Value Test at StuntDubl.

5 Ways To Build An Empowered Employee Culture

Your company culture is the bedrock for your business. It speaks to your mission, your brand story, and your goals for future growth and success. However, as the saying goes, “no man is an island.” For your business to succeed, you must institute a company culture that empowers your employees. 

Developing and enforcing a culture that inspires and encourages your employees to succeed is easier said than done. In fact, Gallup found that nearly 85% of the workforce are not engaged at their jobs. Still, with the right strategies, it is possible to foster a culture of empowered employees. 

Why empowered employees matter

Businesses live and die by their employees, so empowering them to succeed should be a no-brainer for any organization. A company’s success is often directly correlated to employee satisfaction, engagement and growth. 

When your employees feel empowered, they take pride in their work and become loyal and committed to seeing the company succeed alongside them, which also benefits your long-term bottom line. A study published in the Journal of Applied Psychology shows that when employees feel empowered in the office, you’ll see the following benefits:

Employees are more likely to have higher job satisfaction.

Employees demonstrate a greater commitment to the organization and its leaders. 

Employees show improved job performance.

Increased job satisfaction

Engaged and empowered employees are more vigilant and proactive about the needs of the company, its customers and their co-workers. That, in turn, fosters a sense of community, inclusion, belonging and autonomy. Fulfilled employees are eager to contribute and ultimately feel more satisfied with their output.

Greater commitment to the organization and leaders

When employees feel they have control over the trajectory of their careers and work, they are more likely to produce high-quality, creative work for your company, go above and beyond their job description, and stay at your company long-term. Employees are more likely to trust leaders who empower their workforce – and act as mentors who encourage employees to grow and celebrate their triumphs – than leaders who don’t. 

Improved job performance

Empowered employees feel they have the support they need to think outside the box. Without the fear of negative repercussions, employees were more often able to accomplish the following:

Develop creative solutions.

Achieve cross-team collaborations.

Take on additional assignments beyond their daily tasks and responsibilities.

Did You Know?

Celebrating your employees can help improve their job performance, as recognition from employers often motivates employees to go above and beyond for their jobs.

Stronger financial gains

Empowered employees can have far-reaching positive effects across the company, including the business’s bottom line. Dissatisfied employees, on the other hand, can lead to major financial losses for businesses. Empowering your employees ensures they’re both engaged and acknowledged for their hard work, which benefits the business and its financial success. [Learn more about how to empower and encourage your workforce.] 

How to create a culture of empowered employees

While empowering employees can be a difficult goal, and one that’s tricky to measure, it is possible to achieve. First, you should realize that there are certain situations in which empowering employees improves business performance. 

Here are give steps you can take to empower employees in your organization, regardless of how large or small it is.

1. Understand your corporate culture and how it aligns with employees’ roles.

Identifying the core tenets of your company’s culture and business goals is critical. For example, are you determined to provide the best product? Are you focused on creating the best customer service? What is at the heart of your company that drives progress?

Once you’ve identified your business’s overarching goals, break them down into smaller segments and show how each employee or business line contributes to those core goals. When employees know how their work contributes to the greater good, they are more likely to feel more engaged in their work and derive a sense of ownership over their contribution.

To help your employees feel a sense of ownership over their work, take a step back and delegate additional responsibilities across your workforce. For example, decision-making is one of the most time-consuming tasks handled by management and C-suite executives. 

Delegating brings new ideas from across the organization into the mix and helps to lighten the decision-making load usually delegated to management. [Read on to learn about defining, building and maintaining company culture.]

2. Allow for the flow of ideas both up and down the chain.

One fundamental way to create a culture of empowerment is to allow the exchange of ideas up and down the chain of command. Ensure that employees and leaders have a safe space to suggest improvements. Employee feedback can have a significant impact on companies of any size, and many workers are more inclined to remain with a company that asks for and acts on employee feedback. 

Consider hosting big-idea events where people can share their ideas in open forums or offering employees an improved “solution box” – an online platform where they can contribute ideas or provide constructive criticisms with plausible solutions.

Ensure that any complaint or challenge employees share comes with a proposed solution. This will allow all employees to create an environment of empowerment and participate in the company’s evolution.


Rather than soliciting employee feedback annually, consider sending out regular pulse surveys – short surveys typically limited to 5-20 questions – once per quarter, as well as a more holistic survey once per year.

Bu Updates Its Covid Data Dashboard, As Employee Vaccination Deadline Looms

BU Updates Its COVID Data Dashboard, as Employee Vaccination Deadline Looms

Triage nurse specialist Victoria Cunningham at the Moderna vaccine clinic at FitRec May 4. Photo by Cydney Scott

University News

BU Updates Its COVID Data Dashboard, as Employee Vaccination Deadline Looms Faculty, staff urged to get their shots and upload documentation by September 2

As Boston University transitions from summer to fall and the campus repopulates with thousands of students, faculty, and staff, BU’s COVID-19 Data Dashboard was updated Tuesday, August 17, with numbers showing a sharp increase in the community’s vaccination percentages.

The new numbers also reflect the progression over the past few months, from a time when the coronavirus pandemic had forced the vast majority of employees to work remotely to now, with more people returning to work on campus. (All employees have until September 2 to comply with BU’s vaccination mandate.) 

The revised dashboard shows 92 percent of faculty and 84 percent of staff vaccinated as of August 16, up from the low 70 percent range for both groups previously. 

Why did the percentages jump? Previously the dashboard reflected all faculty and staff, including those working remotely and who may not yet have been vaccinated or may have failed to upload proof of vaccination. But on Tuesday, the revised dashboard began to include only those who are coming to campus and “are a part of our testing protocol,” says Gloria Waters, BU vice president and associate provost for research. 

Even though the new employee numbers are encouraging, Waters says, they are likely to bounce slightly up and down in the coming weeks for several reasons. Many employees who have worked remotely during the pandemic will return in person for the fall, and those high vaccination percentages could drop as “additional people come back to campus if they are not yet fully vaccinated, or have not yet uploaded their information or asked for an exemption,” she says. 

“It is to be expected that the numbers will fluctuate over the next few weeks,” as the September 2 deadline bears down, Waters says.

As the campus repopulates for fall, watching BU’s COVID-19 Data Dashboard could put a crick in your neck, with vaccination rates expected to fluctuate with updates to the information.

Another complicating factor is that BU’s regular faculty aren’t the only employees who’ll need to be accounted for on the dashboard. “Visiting faculty and scholars are required to be compliant,” the associate provost says. “We need to be sure that departments update the data to exclude those who may have been here last year and left and those who are incoming.”

As more employees return to campus in the coming weeks and are placed into the testing Categories 1, 2, or 3 per the University’s COVID-19 safety protocols, she says, they will enter the population reported on the dashboard.

Meanwhile, with the reappearance of the giant yellow rolling bins used by incoming students as fall’s students start to arrive on campus this week, the dashboard’s student numbers also changed Tuesday. The new figures show 88 percent were vaccinated, up from 76 percent. 

“Up until now, the dashboard has reflected the vaccination status for students who were in Summer Term II,” Waters says. “However, the vaccination requirement for students was not in effect until August 1, and so the summer data are not a reflection of the rates we will see in the fall. We now know which students will be on campus in the fall, and they have been required to be compliant with the vaccination requirement. The dashboard has been refreshed with the data for the students who will be on campus in the fall and so reflects a much higher rate.”

Waters adds that the old student data also included many groups that have left BU or are leaving campus—Class of 2023 graduates, for example.

The return to campus and updated numbers come as the United States grapples with COVID-19’s Delta variant, the most contagious strain so far and one that’s proven more likely to infect younger people in their 20s and 30s.

In coming weeks, Waters says, University leaders, department managers, and academic leaders will work to ensure that employees upload vaccination documentation at Healthway, comply with BU’s weekly testing requirement, and are included in the latest dashboard figures.

“As new staff are hired, they will be required to be a part of our testing program and compliant with the vaccination requirement,” Waters says. “Compliance with the vaccination requirement, as well as with weekly testing, will be monitored by managers, who will get weekly lists of people in their units who are not compliant.”

Judy Platt, director of Student Health Services and chair of the University’s Medical Advisory Group, says student numbers are expected to continue to rise as the start of the fall semester nears.

“With such a large population, we may have some students who are included in this mix, but will not actually be on campus,” Platt says. “BU was intentionally inclusive with our populations to ensure that we have consistent vaccination compliance.


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2023 Email Marketing And Enewsletter Systems And Software Reviews

Our recommendations and reviews on email marketing broadcast software options

Since I delivered one of the first training courses on Email marketing in 2001, I have regularly been asked for recommendations for affordable E-mail broadcast software packages for Email marketing and sending Enewsletters. Today, email services are far more sophisticated when I first became involved with Email marketing 15+ years ago. The main changes are:

All Email services have some features of Marketing Automation including dynamic content, automated email sequences based on actions and lead-scoring scoring based on content interacted with (particularly important for B2B Email marketing)

Many email services are now part of broader ‘Marketing Cloud services’ particularly relevant for larger businesses. These are covered in our enterprise marketing cloud review

This post highlights some of the options for businesses of different sizes that are most commonly used in the UK and delegates on my E-mail marketing courses have recommended to me. It’s an informal post I originally started on a previous site in 2005 to point marketers on courses to for a shortlist of suppliers to review and I’ve added to it and removed sites over the years. It also includes recommended reviews site.

I always recommend hosted (Email Service Provider or ESP, or SaaS) email marketing solutions rather than software since, in general, the reporting/tracking and bounce management capabilities of the cheaper desktop e-mail packages are inferior. There are also management problems with deliverability and blacklisting which are best managed by an external email service provider in my opinion.

Although you can use an email service provider in another country, I recommend using a local provider since this is easier for support and resolving deliverability problems locally. So I have highlighted UK Email marketing companies at the start of the list, but options for US and Asia Pacific are also covered.

The E-mail broadcast / management (E-mail Service Provider, ESP) solutions which are most cost-effective (below $50 per month for low volumes) recommended to me by delegates on my courses are as follows. I have grouped them by region, since often, local support is useful to deal with local deliverability issues.

2023 update: Email Marketing RFP Guide

Since I originally created this comparison around ten years ago I have updated it with new Email marketing services available in different countries which can give better local support.

Choosing the best email service provide can be challenging since there are so many features. Although some providers may offer ‘Marketing Automation’, there are many features within that. To help here we offer premium members this downloadable checklist of features to look for when choosing an email.

Download resource –Email marketing RFP Guide

A detailed checklist of email marketing features businesses should look for when comparing email marketing or enewsletter service.

Access the Email marketing platform RFP template checklist

Services comparing Email Marketing Software

Use publisher sites to compare criteria for email marketing systems side-by-side

In the next sections, we have recommendations of ESPs we’re familiar with who have local support which can be vital for timely response and knowledge of local deliverability issues.

Popular UK-based Email marketing systems most suited for small and medium businesses

NewZapp - a relatively low cost, capable UK-based solution

dotMailer - another cost-effective UK solution

Pure 360 - UK-based Email marketing specialists with options for SMEs and larger companies wishing to run trigger-based personalized Email marketing campaigns

Newsweaver - Offices in UK and Ireland with clients ranging from large multinationals to SMEs. Have examples of SMEs Email templates on their site

CommuniGator – a service focused on B2B Email marketing and Email marketing automation

European-based ESPs Enterprise email service providers and Marketing Cloud providers with UK offices

These focus on providing services for large brands with complex needs of systems integration, higher quality support and delivery of services in different countries. Companies I have worked with in the UK at training days for their clients include:

Popular US-based Email broadcast services

MailChimp (US email service often recommended for its ease of use)

Constant Contact (again US-based but used widely in Europe)

Benchmark Email (a US-based email marketing platform with offices in Europe and worldwide). They differ from some of the other providers since along with ease-of-use and affordability, personalised support is included in all plans.

Asia Pacific Email management systems

Of course, there are literally hundreds of E-newsletter broadcast solutions and these represent the most widely used lower-cost options.

Key criteria to consider for an Email or Enewsletter system are – can the solution:

Track E-mail response at an individual level? Essential for follow-up?

Create automated email sequences for event-triggered or behavioural emails?

Integrate with actions on a websites, e.g. search or browse a product category?

Track campaign response across time / multiple campaigns?

Integrate response with customer database?

Manage profiling and subscription/unsubscribe?

Bounces, e.g. Out-of-office auto-replies?

Deliver WYSIWYG editing for marketing staff?

Archived e-newsletters on web site?

Is broadcasting straightforward?

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