by Fronetics | Oct 19, 2017 | Blog, Leadership, Strategy, Talent
Investing in your employees through wages, time and energy can have a big impact on your company’s productivity.
Successful companies understand that employees’ job satisfaction and engagement affect productivity. After all, employees are an extension of your business. Keeping them challenged and encouraged is key to their success, as well as the overall success of your company. In research for their book, Time, Talent, and Energy, Bain partners Michael Mankins and Eric Garton discovered that investing in your employees does, in fact, pay off for companies. “The top-quartile companies in our study unlocked 40% more productive power in their workforce through better practices in time, talent and energy management,” says Garton.
Here are the 3 investments that Mankins and Garton found most impactful to productivity.
3 investments that will invigorate productivity
1) Wages
Three economists studied OECD data representative of the whole population of businesses in 16 countries around the world. They found that firms paying higher wages were reporting higher productivity. The link between the two seems pretty basic: Pay workers higher wages and they will feel valued and be more productive at their jobs.
But many companies believe that higher wages come at the cost of their consumers. This doesn’t have to be the case. Dan Teran, chief executive of Managed by Q, is a thought leader in higher wages creating a culture of respect and productivity.
“Teran believes that most American businesses, and especially fast-growing start-ups like Uber, have mistaken short-term gains for long-term value, undercutting the share of revenue that flows to workers in a way that will perversely hurt their bottom line. He believes, even more radically, that decades of rising inequality and stagnant wages in America are not an inevitable byproduct of capitalism; instead, they come from a simple misunderstanding about how best to deploy workers and recognize the value they bring to a company.” Managed by Q’s ‘Good Job’ Gamble, Adam Davidson
From small businesses like Managed by Q to retail giants like Walmart, the ideology behind better wages and benefits is catching on. Companies are understanding the relationship between production and pay and trying to narrow the gap.
2) Time
The pressure of working long hours and being available around the clock has a lasting effect on employees. Such practices often lead to burnt out, overworked team members. In fact new research suggests that, on average, managers have fewer than 7 hours per week of uninterrupted time to do deep work. Their days are filled with meetings, responding to emails, and having short increments of time to complete tasks.
The average company loses more than 25% of its productive power to organizational drag, processes that waste time and prevent people from getting things done. Meetings that last too long and processes that move too slowly contribute to lower productivity, less quality work, and low employee morale.
Allowing employees the time to feel creative and focused on their projects will lead to breakthroughs in productivity. Try establishing quiet hours for certain times of the day to encourage workers to spend more uninterrupted time deep thinking, which can lead to innovative and fresh ideas.
3) Energy
An inspired employee is more than twice as productive as a satisfied employee and more than three times as productive as a dissatisfied employee. Yet, only one in eight employees are inspired. One of the most beneficial things a company can do is to inspire its employees. Engaged working environments and positions that allow creative and innovative thought will lead to increased employee engagement and productivity.
Companies like Apple, Netflix, Google and Dell are 40% more productive than the average company. Why is that, you ask? These companies invest in inspiring their employees.
“Inspirational leadership can be taught. Companies that recognize that and invest in making it happen create meaningful impact on the productivity of their company,” says Mankins. Studies have shown that employees that feel satisfied with their jobs are more productive.
Give your employees the autonomy to feel engaged in their work. This freedom will give them the opportunity to get creative and involved in their projects.
The opportunity exists for all employers to positively affect worker happiness while simultaneously increasing productivity. If your company is interested in exploring the benefits of investing in their employees, focusing on wages, time and energy is a good place to start. You might be surprised to find currently untapped financial gains just by putting investment in your employees at the top of your priority list.
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by Fronetics | Oct 18, 2017 | Blog, Content Marketing, Leadership, Marketing, Social Media
Supply chain and logistics executives should be using their celebrity on social media to be the public face of their businesses and an extension of their brands.
Here at Fronetics, we talk a lot about the importance of a social media presence for supply chain and logistics businesses. Most companies use social media to build brand awareness, communicate with a target audience, and, of course, attract new leads and customers. It’s highly effective.
But I am a strong believer that executives should also be on social media, as themselves, representing their brands and establishing themselves as thought leaders in the industry.
With their relative celebrity, supply chain and logistics executives are uniquely positioned to attract a following of customers, prospects, potential talent, industry peers, and admirers. They can use social media to connect with these people, share their ideas and industry news, and become the human face of their brands. It amplifies the company’s social media efforts in a way brands can’t do themselves. After all, social media is about connecting with people.
It makes sense, right? But in reality, 61 percent of fortune 500 CEOs have no social presence whatsoever. It’s an enormous missed opportunity.
Think of what these 3 CEOs’ social media presence has done for their brands.
With almost 12 million Twitter followers, the founder and owner of Virgin Group was named the top CEO on social media. Branson insists on creating his authentic content — from funny, personal stories to pictures — himself, and his commitment to posting daily keeps followers engaged. The resulting dialogue and relationship with followers has helped elevate his personal brand and Virgin as well.
Co-founder, president and former chief editor of the Huffington Post, Huffington was an early adopter of social media as a marketing tool. She has used her success at Huff Post and her personal social media presence to increase visibility to her newer projects, including Thrive Global.
Musk has committed to being authentic and open about the ups and downs of his business ventures, and his followers have responded favorably with an almost cult-like following. His personal account’s audience is more than double the number of followers combined for his three companies. Taking a page from Apple’s play book, Musk has used the reveal of new Tesla models and Space X rockets to stir up a buzz about projects. These live stream reveals are flashy, yet cool and casual, and have garnered over a million views.
Supply chain and logistics executives killing social media
This is not to say that there are not some supply chain and logistics executives who are capitalizing on using their personal brands on social media. Here are some as an example:
- Kelli Saunders, Morai Logistics
- Peter Tirschwell, IHS Markit
- Hailey McKeefrey, EBN
Which executives do you follow on social media?
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by Jennifer Hart Yim | Oct 12, 2017 | Blog, Data/Analytics, Logistics, Strategy, Supply Chain
Shippers should be tracking these last-mile metrics to drive down the high cost of last-mile logistics.
This post comes to us from Adam Robinson of Cerasis, a top freight logistics company and truckload freight broker.
Using technology to improve last-mile metrics is essential to driving last-mile costs down, but how do shippers know if the technology is helping or hurting? The answer to this question lies in using last-mile metrics to track key performance indicators and target levels of service to ensure accountability, visibility and continued reduction of costs in last-mile delivery.
A recent survey of customer service experiences, reports DC Velocity, revealed many retailers feel current technologies do not address their customer service needs, and as few as 3 percent of retailers cite full support as part of their current systems. Unfortunately, history teaches shippers that reducing costs means cutting customer service, but integrating customer service data into delivery operations and transportation systems is key to increasing a brand’s value. In fact, 72 percent of survey respondents believe it is very important to improve access to data for in-transit shipments, which includes last-mile delivery. Essentially, shippers need to track these 11 metrics.
1. On-Time Deliveries Are King of Last-Mile Metrics
The number of on-time felt or late deliveries are more important than any other metric tracked in last-mile logistics. These metrics provide a quick yes or no analysis of the effectiveness of your last-mile logistics strategy.
2. Fuel Consumption Rates
Last-mile metrics involving fuel consumption rates can vary and depend on the preference of the company, but how fuel consumption rates are calculated can greatly influence whether a driver is saving or wasting fuel.
For example, overall fuel consumption costs may be lower, but interval-based fuel consumption rates could show consistent, stopping and starting patterns that do not coincide with existing routes and drive up fuel costs. As a result, fuel consumption rates should be calculated by averaging the total fuel costs per driver, all drivers, per delivery vehicle and per route.
3. Last-Mile Vehicle Capacity Used Versus Available
Last-mile logistics should also consider the capacity utilized against the available capacity in all last-mile delivery vans. This metric is calculated by dividing the available capacity by the total capacity. Excess available capacity rates allude to poor loading procedures or the need to consolidate routes. The same calculation is used to calculate capacity used, dividing the capacity used by total capacity.
4. Planned Versus Actual Mileage
Planned versus actual mileage last-mile metrics are calculated by dividing the actual mileage per vehicle, driver, or route by its own planned mileage. Higher actual mileage rates reveal problems with route planning or unforeseen detours to route schedules.
5. Driver Hours In-Motion and Stationary
In-motion and stationary driving hours are expenses in last-mile logistics, and, unless your company employs a fully autonomous and drone-assisted delivery network, stops are necessary. However, the amount of stops and hours of both in-motion and stationary position can help measure performance of drivers. Excess stationary hours or excess in-motion hours are calculated by dividing the total amount of time drivers spend on a route by the number of hours in motion and the number of hours stationary.
6. Cost Per Item, Per Mile, and Per Vehicle
Last-mile metrics should track the cost per item, per mile, and vehicle associated with a specific route and the company as a whole. As a result, shippers should average the total costs per item for a given route and for the company’s shipments over a set period. The same average process should apply to both mile and per vehicle metrics, too.
7. Number of Stops
Last-mile logistics and metrics should also track the number of stops per vehicle. This is important to monitoring fuel costs, but it can also allude to poor route optimization practices. In other words, vehicles with a high number of stops should be reevaluated for ways to improve route schedules.
8. Average Service Time
The average service time metric can be complicated because it involves different data to calculate, depending on the source of an order. Most commonly, it is calculated by dividing the total service time at the store by the total number of deliveries. In other words, what is the average amount of time spent per order between the store, the warehouse, and other pre-shipping processes?
9. Customer Complaints
The need to manage customer service and address customer complaints leads to another metric in last-mile logistics, reports Talking Points With Adrian Gonzalez. What is the total number of customer complaints, and how do they stack up against the total number of deliveries? This metric is calculated by dividing the total number of deliveries by the total number of complaints received.
10. Order Accuracy
Order accuracy is calculated by comparing the known inaccuracies of orders against all shipped orders. Since some consumers may never report inaccurate orders, it is difficult to track a specific order inaccuracy metric. Instead, shippers should track order accuracy rates by dividing the total number of shipped orders by the number of orders not subject to customer service disputes, calls or complaints.
11. Damage Claims
A final last-mile metric to track is also about problems with orders: damage claims. Shippers should track the number of incoming damage claims against the total number of shipments. This is calculated by dividing the number of damaged claims by the total number of shipments. The resulting value is the percentage of damage claims in decimal form.
Using Metrics, Shippers Can Improve Last-Mile Logistics
Metrics allow shippers to understand the ins and outs of last-mile logistics, and metrics provide a means of measuring the performance of last-mile logistics plans against actual processes and their associated costs. As a result, shippers can make changes to their operations to improve last-mile services through last-mile metrics, and knowing more about last-mile needs is key to providing more than just the standard last-mile delivery options.
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by Fronetics | Oct 11, 2017 | Blog, Content Marketing, Current Events, Marketing
As peer recommendation becomes increasingly important to B2B buying decisions, user review sites can make or break a business.
How often do you consider going to a much-hyped summer movie but change your mind when a friend shares the terrible Rotten Tomatoes reviews? According to Quartz Media, many a summer movie has proven more “bust” than “blockbuster” after negative feedback on the movie review site.
Just as Rotten Tomatoes can sink a would-be summer blockbuster, user-review websites can have a toxic effect on your business.
B2B buyers are increasingly relying on peer recommendations in the purchase process. In fact, 67% of those surveyed in Demand Gen’s 2017 B2B Buyers Survey reported that peer reviews are an important part of evaluating a list of solution providers.
Third-party user review sites as peer recommendations
Third-party user review sites function like peer reviews, particularly in the B2B space, where a buyer can’t always get a good vendor recommendation at a neighborhood dinner party. They need industry peers that have experience with these vendors to provide honest feedback.
So when someone leaves positive feedback about your business on one of these third-party sites, it’s a huge win for you. Potential buyers will see your customer’s kind words and form a positive association with your brand name. It can be the difference in winning a new customer’s business.
Dealing with negative user reviews
While your business will benefit greatly from positive reviews, it’s important to acknowledge that not all reviews will be favorable. You need a strategy for dealing with negative reviews. Here are a few tips:
1) Ignoring a bad review won’t make it go away.
Take the time to respond to criticism online, publicly if possible. Acknowledge the concerns of the reviewer, offer solutions, and invite them to contact you directly to resolve the issue. Negative reviews don’t have to be disaster — they can even be an opportunity for growth.
2) Learn from your mistakes.
This one may seem obvious, but you’d be surprised how often business don’t take negative reviews seriously, only to make the same damaging mistakes over and over again. If the reviewer has a valid concern about your product or service, take the time to address it internally.
3) Encourage more reviews.
Reviews are a way to empower your customers, and they represent vast opportunities for your business. Seek them out!
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by Fronetics | Oct 9, 2017 | Blog, Content Marketing, Marketing, Social Media, Talent
As peer influence becomes increasingly important in B2B buying decisions, empowering employee brand ambassadors will benefit your bottom line.
I recently attended a dinner party where I met a new acquaintance. We talked about our families, our hobbies and, of course, our jobs. She recently started working for a small business about which she was tangibly passionate. After listening to her talk, I went home, immediately started following the company on social media, and purchased some products.
Some companies are overlooking their greatest marketing tool: their employees. That woman made a big impression on me and actually influenced a sale. The experience reflects a trend that’s also growing in the B2B space: the impact of peer influence on buying decisions. In fact, 68% of B2B buyers say they give credence to peer reviews in the purchase process.
Imagine the number of people you could reach through each employee’s peer network. It’s a massive opportunity.
I’ve written lately about the rise of influencer marketing. It’s a strategy B2B businesses are starting to understand and use to their advantage. But you don’t need a Kardashian or even an important industry professional to get started. Employees are your most natural, ready-made influencers.
Here are 3 reasons to invest in making your employees brand ambassadors.
3 benefits of employee brand ambassadors
1. Increased social media reach
According to a study conducted by the MSL Group, employee advocates are connected to 10X as many people as their brand on social media, and can increase the reach of brand content by 561%. If your employees are posting about your company on social media, they’re reaching a much wider audience than your company page is.
While 57% of companies have a LinkedIn company page, 94% of B2B buyers use LinkedIn to distribute content. If your employees are posting company content to their personal LinkedIn accounts, imagine the potential range your brand has to reach new audiences. And these people aren’t hearing it from your corporate page. They’re hearing it from a peer connection. That’s definitely more powerful.
2. Increased brand engagement
When it comes to increasing brand engagement, there is no better place to start than with your own employees. Peer influence is a natural extension of employees who believe in your company and its mission.
While only 3% of employees share company-relevant content on social media, they actually drive a 32% increase in engagement. And their advocacy has a greater impact their peers’ buying decisions than you might imagine. Studies show that leads gathered as a result of employee advocacy convert 7X more often than other leads.
3. Elevated employee (and company) performance
While your employees are advocating for your company, they will also benefit from their new role as brand ambassadors. They will be more engaged and invested in their jobs. And the additional responsibility will foster a sense of pride and professional growth.
That pride translates to greater productivity. Companies with engaged employees outperform those without by up to 202%. But that’s not all! Companies with highly engaged employees saw a 20% increase in sales and a 10% in customer ratings.
Empowering your employees
Successfully reframing your employees as brand ambassadors requires creating a culture that empowers and incentivizes employee participation. Offer them the appropriate training or knowledge. Ask them to complete specific tasks (e.g., sharing company content), and give them room to be creative in their ambassadorship as well. Make sure you regularly engage them and thank them for their help.
Keep in mind: Employees are much more likely to participate if what you’re asking them to do is seen as complementary, not supplementary, to their workload. Make sure you are appropriately compensating them for any activity outside of normal working hours to avoid resentment. And, most importantly, keep the dialogue open. You never know how impactful your employee brand ambassadors can be.
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