The Internet is crawling with facts on the benefits of using visuals in social media marketing efforts:
- Humans are able to process images more quickly and efficiently than text (source)
- Engagement rate of social media posts with visuals is higher than those without (source)
- Quality of visuals play a more important role in the customer purchase decision process than product descriptions and ratings (source)
Marketers are quickly realizing these benefits and we are now exposed to a variety of visuals (charts, info-graphics, pictures) on a regular basis. Mainstream media is also increasing their use of visuals (e.g. NY Times, Bloomberg) and we are becoming more and more accustomed to consuming information in this manner.
In conjunction with our content marketing efforts, our sales presentations (and other types of presentations) also need to consistently use visuals to improve customer engagement. Many times, however, these presentations tend to be a little stale with out-of-date templates and a lot of text. Here are a few suggestions on how to effectively use visuals in your presentations:
- Between all your marketing teams build shared repository of visuals to ensure consistency across all your customer touch points
- Invest in high-quality visuals that are relevant to your messaging
- Keep an eye on image sizes especially if the presentations will be consumed on a mobile device
We’ve had the opportunity to speak with a few in-house expert presentation builders and they confirmed that their companies are making significant investments to improve their visuals. From their website to PowerPoint files, visuals and templates are being carefully redesigned to better improve customer interactions.
At TeamSlide we help PowerPoint users better manage their visuals and ensure that they have seamless access to them. Quickly build a shared repository of images, diagrams, templates, and charts. Save time by accessing them directly through PowerPoint – you won’t have to hunt for slides or visuals ever again.
In our previous post, we discussed how to measure the return (R) on a content management system (CMS). In this entry, we complete the return-on-investment (ROI) calculation and examine the investment portion (I).
As we discussed, CMS can have significant benefits to your organization helping employees work more efficiently and improving knowledge sharing. However, implementing a CMS does have its costs and understanding the drivers is helpful in the selection process:
Operations – If the CMS is being installed you will need to consider the time, hardware, and software required to set it up and run it.
- Setup – During the setup phase your IT and Knowledge management teams may need to work with the vendor to understand system requirements and develop a roll-out plan. You should consider the time they put into the process as an investment.
- Run – What software or hardware do you need to run the solution? Is it a cloud offering (in this case there may be a saving over your current CMS)? The software licenses and hardware costs to support the CMS should be included. Will maintenance be required? If so, the IT personnel cost should also be included. These numbers need be discounted by the cost of running your current system.
Migration – The costs for migrating to a new CMS comprise all efforts of moving existing data from the existing platform to the new system. You may need to build tools or take the time to migrate your content between old and new systems manually. Often a middle ground is chosen in terms of some steps being executed automatically by tools with some manuals steps left for content experts. The tasks could include exporting, converting, importing, reorganizing, and correcting content. This time and resources required to build any custom tools or simply even monitor the migration needs to considered as part of the investment.
During the migration phase will you have to run your old and new CMS concurrently? If so, you may not be able to switch your resources over immediately and the cost of running both systems for a few weeks or months needs be considered.
Training and communication – Once the new CMS is ready, your team will have to build communication and training collateral. In addition, you may have to hold live training sessions. The time it takes your staff to complete these tasks and the time it takes all users to learn the new system should also be included.
CMS license cost – And lastly, the cost of the actual CMS license is a critical component of the investment cost. Be sure to understand how this might change over time if you are ramping up or will be adding more users in the future. You can, of course, deduct the license cost of your current CMS.
When considering new content management systems (CMS) one of the primary decision factors is the return-on-investment (ROI). However, calculating the ROI is not typically straightforward and can require a combination of judgement and strict data. In this blog entry, we will focus our attention on the return (R) or the benefits side of the equation. In Part 2 we will explore the investment (I) or the cost side of the equation.
Measuring the benefits of a CMS requires a number of assumptions and therefore can be quite subjective. We think it make senses to try and capture the assumptions that have the largest impacts and where possible quantify the return:
Time savings – Will the CMS help your staff find content more quickly than your current solution? To calculate this benefit, you would:
- Count the staff using the CMS and determine their weighted average salary
- Estimate the time savings the employee saves each time they use the CMS
– The CMS may enable them to find content faster
– If the CMS allows them to find content that wouldn’t have been founded otherwise, you can count the savings from recreating content
- Multiply the average salary by the amount of time the CMS will save
For example, let’s say you have 1000 employees with an average salary $100/hour using the CMS an estimated 10 times a month saving 6 minutes each time they use it. So each month they save 1 hour for a total of 12 hours a year. In addition, they save about an hour each month because the CMS exposes more content and reducing content recreation. This is an additional 12 hours a year for a total of 24. Therefore, the savings per employee ($100/hour * 24) is $2,400 and the savings across all employees is $240,000.
Now you may want to discount this because all your employees may not use all the saved time valuably. However, having your employees work less may also have benefits in terms of job satisfaction and productivity. Typically, these factors are hard to measure and you have to make a rough judgement.
Productivity, knowledge capture, and sales – A good CMS will also provide a long list of the softer benefits that may be hard to explicitly measure:
- Are you capturing more knowledge? Is it easier to deal with employee turn-over?
- Is your output and operations going to improve because your employees have better access to content?
- Are you able to close more deals because your pitches have improved?
You could calculate the sales benefit by estimating the percent increase in winning a deal and the average size of a deal. However, these numbers tend to be hard to defend. Instead, you could ask your vendor to speak with other customers to understand subjectively what benefits they are seeing on a consistent basis. This should give you a rough sense of the value of the subjective, softer benefits.
You can then combine the value of all the benefits to estimate to the total return on the investment.