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LIVE from WORKBENCHcon 2022: Anika of Anika’s DIY Life

March 22, 2022 by John Ray

Anika's DIY Life
North Fulton Studio
LIVE from WORKBENCHcon 2022: Anika of Anika's DIY Life
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Anika's DIY Life

LIVE from WORKBENCHcon 2022: Anika of Anika’s DIY Life (Organization Conversation, Episode 8)

Anika had no experience when she picked up a power tool eight years ago to make her daughter some furniture. Anika, owner of Anika’s DIY Life sat down with Richard Grove at WORKBENCHcon 2022 to introduce herself, share how she got into the DIY community,  and more. Organization Conversation is broadcast from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta.

Anika, Anika’s DIY Life

Anika, Anika’s DIY Life

Anika grew up in India. Growing up, she was always crafty – the handmade card, macrame, embroidery, and a little crafts kind of person. She had ZERO exposure to power tools or DIY – it wasn’t really a thing in India.

Anika came to the United States 18 years ago for grad school. She earned her Ph.D. in Electrical Engineering, got married, and got a job.

Eight years ago, on a quest for some cute furniture for her daughter, Anika stumbled onto the world of DIY blogs! She realized she could do this! She picked up a power drill for the very first time and built her first project.

Connect with Anika: Website | Instagram | Facebook | YouTube

 

 

About Organization Conversation

Organization Conversation features interviews with movers and shakers in storage and organization, from professional organizers to the creative and talented Brand Ambassadors who use Wall Control products every day. You’ll hear tips, tricks and how-tos for storage and organization, as well as receive first access to Wall Control promotions. We talk with our suppliers and partners to give you a look behind the scenes at how we operate, what makes our family-owned and operated brand tick, and some of the fun and interesting insights that go into making our business run. We love our guests, as they are engaging and entertaining with interesting experiences to share. By focusing on those guests and the amazing stories they tell, we hope you will be enriched and find your time listening to the Organization Conversation podcast as time well spent.

Organization Conversation is hosted by Richard Grove, and broadcast and produced from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta. You can find the full archive of shows by following this link. The show is available on all the major podcast apps, including Apple Podcasts, Spotify, Google, Amazon, iHeart Radio, and others.

About Richard Grove

Richard Grove, Host, Organization Conversation

Richard Grove‘s background is in engineering but what he enjoys most is brand building through relationships and creative marketing. Richard began his career with the Department of Defense as an engineer on the C-5 Galaxy Engineering Team based out of Warner Robins. While Richard found this experience both rewarding and fulfilling, he always knew deep down that he wanted to return to the small family business that originally triggered his interest in engineering.

Richard came to work for the family business, Dekalb Tool & Die, in 2008 as a Mechanical Engineer. At the time Wall Control was little more than a small ‘side hustle’ for Dekalb Tool & Die to try to produce some incremental income. There were no “Wall Control” employees, just a small warehouse with a single tool and die maker that would double as an “order fulfillment associate” on the occasion that the original WallControl.com website, which Richard’s grandmother built, pulled in an order.

In 2008, it became apparent that for the family business to survive they were going to have to produce their own branded product at scale to ensure jobs remained in-house and for the business to continue to move forward. Richard then turned his attention from tool and die to Wall Control to attempt this necessary pivot and his story with Wall Control began. Since that time, Richard has led Wall Control to significant growth while navigating two recessions.

Connect with Richard:

Instagram | Twitter | LinkedIn

About Wall Control

The Wall Control story began in 1968 in a small tool & die shop just outside Atlanta, Georgia. The first of three generations began their work in building a family-based US manufacturer with little more than hard work and the American Dream.

Over the past 50+ years, this family business has continued to grow and expand from what was once a small tool & die shop into an award-winning US manufacturer of products ranging from automobile components to satellite panels and now, the best wall-mounted tool storage system available today, Wall Control.

The Wall Control brand launched in 2003 and is a family-owned and operated business that not only produces a high-quality American Made product but sees the entire design, production, and distribution process happen under their own roof in Tucker, Georgia. Under that same roof, three generations of American Manufacturing are still hard at work creating the best tool storage products available today.

Connect with Wall Control:

Company website | Facebook | Instagram

Tagged With: Anika's DIY Life, crafts, DIY, furniture, home improvement, makers, Organization Conversation, power tools, Richard Grove, Wall Control, woodworking, WORKBENCHcon 2022

Jay R. Weiser, Jay Weiser Consulting

March 21, 2022 by John Ray

Jay Weiser Consulting
North Fulton Business Radio
Jay R. Weiser, Jay Weiser Consulting
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Jay Weiser Consulting

Jay R. Weiser, Jay Weiser Consulting (North Fulton Business Radio, Episode 444)

Jay R. Weiser, Principal and Founder at Jay Weiser Consulting, helps his clients thrive in the face of disruption and uncertainty. He and John Ray discussed the need to be prepared and responsive, how his experience informs his approach, his Five Leadership Superpowers™ needed to drive and sustain change, and much more. North Fulton Business Radio is broadcast from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta.

Jay Weiser Consulting

Choosing the right consultant for your organization is very important. You do not want to just pick anyone.

You want to choose a partner that

  • Puts your organization’s interests first

  • Takes the time to understand the organization and its challenges/opportunities

  • Works collaboratively with leadership to frame and solve its problems

  • Enables the organization to solve today’s AND prepare for tomorrow’s challenges

  • Is enjoyable to work with and sits alongside, not across from, you

That is a tall order, but you deserve nothing less. That is how Jay works.

Jay Weiser Consulting is right for you if you want a:

Catalyst – Who challenges the status quo, increases awareness, creates urgency, drives decision-making, and mobilizes the organization.

Challenger – Who asks tough questions, stretches the team’s thinking, helps them see and think differently, and brings in new perspectives.

Integrator – Who helps synthesize information from inside and outside the company, converts it into actionable insights to inform and drive decision-making.

Guide and Navigator – Who, with leadership, determines where to go, charts the course, prepares for the journey, and foresees and manages risks on the way.

and a Force Multiplier – Who amplifies and extends leaders’ efforts and impact, ensures focus on the most important and accelerates the time to results.

Faced with disruptions and uncertainty, leaders must make a choice.

Do they want to be CAPTIVES, victims of circumstances and at the mercy of others, OR CAPTAINS, leaders prepared to take charge, enable the organization, and confidently and successfully steer it to its destination? Ready to be a captain? If so, talk with Jay now.

Company website | LinkedIn | Twitter | YouTube | Facebook

Jay R. Weiser, Principal and Founder, Jay Weiser Consulting

Jay R. Weiser, Principal and Founder, Jay Weiser Consulting

Jay Weiser is the Principal and Founder of Jay Weiser Consulting. His practice is dedicated to enabling leadership teams and their organizations and individual leaders to not only survive but thrive in the face of disruptiveness and uncertainty. Leaders need a new set of capabilities to succeed in this turbulent environment.

Jay developed a leadership capability framework, THE FIVE LEADERSHIP SUPERPOWERS™ to address this very need. Through his advisory services, educational offerings, and speaking, he helps them build, apply, and sustain these SUPERPOWERS. By doing so, clients improve their overall preparedness and readiness, dampen downside risk from disruptions and uncertainty, recover and rebound faster, and pounce on opportunities faster amplifying their returns and value delivered to stakeholders.

Jay has a passion for helping clients sustainably create value at the intersections of strategy, organization (and leadership) and operations, no matter the context. He is an integrative thinker and continuous learner fueled by an insatiable curiosity to find the right, best way to do this for his clients. Knowing one size does not fit all and that there are no silver bullets, he guides clients in developing, implementing, and sustaining fit-for-purpose and -the future solutions that deliver results.

Jay has over 3 decades of experience advising executives across multiple industries and in a wide variety of environments. He clients and employers span from the middle market to Fortune/Forbes 500 organizations including recognizable names like Accenture, Autotrader (Cox Auto), Bristol Myers Squibb, Fulton County Schools, JP Morgan Chase, to Tiffany and Publix. Jay has been interviewed for Fortune.com and several podcasts. He has had articles published by Harvard Business School Press and other publications. He frequently shares his thought leadership via LinkedIn posts and on his site.

He has an undergraduate business degree from The Wharton School (UPenn) and his MBA from Goizueta Business School (Emory). He lives happily with his wife of 32 years, an educator, in Alpharetta, GA.

LinkedIn

Questions and Topics in this Interview:

  • Likelihood and sources of continuing disruption and uncertainty
  • Weaknesses that disruption and uncertainty have exposed.
  • Why new leadership capabilities are needed
  • New leadership capability model – The Five Leadership Superpowers(TM)
  • Ask about each of the five Superpowers and how they work
  • Assessing the Superpowers in your organization
  • How Jay Weiser Consulting can help

North Fulton Business Radio is hosted by John Ray and broadcast and produced from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta. You can find the full archive of shows by following this link. The show is available on all the major podcast apps, including Apple Podcasts, Spotify, Google, Amazon, iHeart Radio, Stitcher, TuneIn, and others.

RenasantBank

 

Renasant Bank has humble roots, starting in 1904 as a $100,000 bank in a Lee County, Mississippi, bakery. Since then, Renasant has grown to become one of the Southeast’s strongest financial institutions with over $13 billion in assets and more than 190 banking, lending, wealth management and financial services offices in Mississippi, Alabama, Tennessee, Georgia and Florida. All of Renasant’s success stems from each of their banker’s commitment to investing in their communities as a way of better understanding the people they serve. At Renasant Bank, they understand you because they work and live alongside you every day.

 

Special thanks to A&S Culinary Concepts for their support of this edition of North Fulton Business Radio. A&S Culinary Concepts, based in Johns Creek, is an award-winning culinary studio, celebrated for corporate catering, corporate team building, Big Green Egg Boot Camps, and private group events. They also provide oven-ready, cooked from scratch meals to go they call “Let Us Cook for You.” To see their menus and events, go to their website or call 678-336-9196.

Tagged With: Disruption, Jay R. Weiser, Jay Weiser Consulting, Leadership, Leadership consulting, North Fulton Business Radio, renasant bank, risk, uncertainty

Donald Simon, Simon Financial Company

March 21, 2022 by John Ray

Simon Financial Company
North Fulton Business Radio
Donald Simon, Simon Financial Company
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Simon Financial Company

Donald Simon, Simon Financial Company (North Fulton Business Radio, Episode 443)

Donald Simon, the owner of Simon Financial Company, presented many of the issues which arise in buy-sell agreements and how he serves clients by providing financial planning and insurance to protect business owners. He joined host John Ray to discuss why many buy-sell agreements are not written properly and do not account for potential risks, his solutions for being prepared, pre-funding for retirement, and much more. North Fulton Business Radio is broadcast from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta.

Simon Financial Company

Simon Financial Company was founded by Donald J. Simon in 1983. Don loves helping business owners increase the value of their company using unique, time-tested methods.

Simon Financial Company provides to a diverse mix of 350+ business owners and nonprofits Talent Retention Plans, Business Succession Planning and Estate Planning.

Simon Financial Company’s clients include a very diverse mix of individuals, companies (blue-collar to high tech), professionals, and non-profit organizations.

Company website

Donald Simon, Owner, Simon Financial Company

Donald Simon, Owner, Simon Financial Company

Donald Simon is a Certified Financial Planner, a Chartered Financial Consultant.

Don has been the owner of Simon Financial Company since 1981 and has helped over 350 businesses of virtually all types.

Don is a Certified Financial Planner (CFP) with the College for Financial Planning, Washington DC and Denver, CO.  Don is also a Chartered Financial Consultant (ChFC) and Chartered Life Underwriter (CLU) through The American College, King of Prussia, Pennsylvania.  He is also a Life Underwriter Training Council Fellow (LUTCF) through the National Association for Financial Advisors (NAIFA) Falls Church, VA. and is also a member of NAIFA. This knowledge coupled with his many years of experience is an important commitment to advise each client properly.

He has a B.A. in Business Administration from Oglethorpe University, Atlanta Georgia.  He is a Member of the Marietta Business Association (MBA) and is the author of The Zen of Personal Finance.

LinkedIn

Questions and Topics in this Interview:

  • What are the elements of a business succession plan?
  • Why do most buy-sell agreements end up failing?
  • Why do most companies have a business valuation that ends up in court?
  • Why is funding for buy-sell agreements often a cause of failure?
  • What can a company do now to remedy these problems?
  • How expensive is it to fix these problems?

North Fulton Business Radio is hosted by John Ray and broadcast and produced from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta. You can find the full archive of shows by following this link. The show is available on all the major podcast apps, including Apple Podcasts, Spotify, Google, Amazon, iHeart Radio, Stitcher, TuneIn, and others.

RenasantBank

 

Renasant Bank has humble roots, starting in 1904 as a $100,000 bank in a Lee County, Mississippi, bakery. Since then, Renasant has grown to become one of the Southeast’s strongest financial institutions with over $13 billion in assets and more than 190 banking, lending, wealth management and financial services offices in Mississippi, Alabama, Tennessee, Georgia and Florida. All of Renasant’s success stems from each of their banker’s commitment to investing in their communities as a way of better understanding the people they serve. At Renasant Bank, they understand you because they work and live alongside you every day.

 

Special thanks to A&S Culinary Concepts for their support of this edition of North Fulton Business Radio. A&S Culinary Concepts, based in Johns Creek, is an award-winning culinary studio, celebrated for corporate catering, corporate team building, Big Green Egg Boot Camps, and private group events. They also provide oven-ready, cooked from scratch meals to go they call “Let Us Cook for You.” To see their menus and events, go to their website or call 678-336-9196.

Tagged With: business succession planning, business valuation, buy-sell agreements, Don Simon, North Fulton Business Radio, renasant bank, Simon Financial Company

How to Get Great Referrals

March 21, 2022 by John Ray

How to Get Great Referrals
North Fulton Studio
How to Get Great Referrals
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How to Get Great Referrals

How to Get Great Referrals

For us as professional services providers, the answer to the question of how to get great referrals lies in the clients we already have. The Price and Value Journey is presented by John Ray and produced by the North Fulton studio of Business RadioX®.

TRANSCRIPT

John Ray: [00:00:00] Hello. I’m John Ray on The Price and Value Journey. How do you get great referrals? I don’t mean referrals which are average or marginal. I mean referrals to clients who are the best fit for your practice.

John Ray: [00:00:17] For professional services providers, there’s a simple answer. The answer starts with the clients you take on, to begin with. You only accept clients who are the best fit for you and your practice. Best fit clients are those clients whom you deliver stellar results for, who see the value in what you deliver, the transformation that you give them. They’re happy to pay for that value and they’re clients you enjoy working with.

John Ray: [00:00:47] Great clients know other great clients for you. And your best clients want you to succeed. And they’ll go out of their way to refer that kind of business to you. They do this in part because they feel invested in you. That’s the way great clients react to their services providers whose work they value. That’s part of what makes them great.

John Ray: [00:01:13] Your best fit clients are invariably grateful. They appreciate you and the substantial and positive changes you’ve brought about for them. It might even be years after the engagement, but your best fit clients still refer other superb clients to you because they’re still basking in the glow of the work you did, and they remember.

John Ray: [00:01:37] Now, conversely, how do you get poor quality referrals? Well, you guessed it, if you compromise or stretch and you accept clients who aren’t the best fit, then guess what profile of client they’ll send your way. A client that looks just like them. A client who is not an ideal fit for your practice.

John Ray: [00:02:02] Roses prefer roses and thorns refer thorns. That’s another reason why it’s vital that you take good care in the clients you take on. Focus on clients who are the best fit. Who you can do a great job for, who willingly write checks which are commensurate with the value that you deliver, and who you enjoy working with.

John Ray: [00:02:27] I’m John Ray on The Price and Value Journey. I’m honored that you’d spend time listening to this episode. If you’d like to hear more of the series, you can find it at pricevaluejourney.com. If you’d like to connect with me directly, you can email me, john@johnray.co. Thank you for joining me.

 

 

About The Price and Value Journey

The title of this show describes the journey all professional services providers are on:  building a services practice by seeking to convince the world of the value we offer, helping clients achieve the outcomes they desire and trying to do all that at pricing which reflects the value we deliver.

If you feel like you’re working too hard for too little money in your solo or small firm practice, this show is for you. Even if you’re reasonably happy with your practice, you’ll hear ways to improve both your bottom line as well as the mindset you bring to your business.

The show is produced by the North Fulton studio of Business RadioX® and can be found on all the major podcast apps. The complete show archive is here.

John Ray, Host of The Price and Value Journey

John Ray The Price and Value Journey
John Ray, Host of “The Price and Value Journey”

John Ray is the host of The Price and Value Journey.

John owns Ray Business Advisors, a business advisory practice. John’s services include advising solopreneur and small professional services firms on their pricing. John is passionate about the power of pricing for business owners, as changing pricing is the fastest way to change the profitability of a business. His clients are professionals who are selling their “grey matter,” such as attorneys, CPAs, accountants and bookkeepers, consultants, marketing professionals, and other professional services practitioners.

In his other business, John is a Studio Owner, Producer, and Show Host with Business RadioX®, and works with business owners who want to do their own podcast. As a veteran B2B services provider, John’s special sauce is coaching B2B professionals to use a podcast to build relationships in a non-salesy way which translate into revenue.

John is the host of North Fulton Business Radio, Minneapolis-St. Paul Business Radio, Nashville Business Radio, Alpharetta Tech Talk, and Business Leaders Radio. house shows which feature a wide range of business leaders and companies. John has hosted and/or produced over 1,100 podcast episodes.

Connect with John Ray:

Website | LinkedIn | Twitter

Business RadioX®:  LinkedIn | Twitter | Facebook | Instagram

Tagged With: clients, generating referrals, John Ray, Price and Value Journey, pricing, professional services, professional services providers, referrals, solopreneurs, The Price and Value Journey, value

Erica Dumpel, CDA Inc., and Ashley Edwards Altman, Insperity

March 18, 2022 by John Ray

CDA Inc.
North Fulton Studio
Erica Dumpel, CDA Inc., and Ashley Edwards Altman, Insperity
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CDA Inc.

Erica Dumpel, CDA Inc., and Ashley Edwards Altman, Insperity (The Exit Exchange, Episode 12)

Erica Dumpel, CDA Inc., and Ashley Edwards Altman, Insperity, joined the show to provide information and feedback about their experience as members of the Atlanta chapter of the Exit Planning Exchange. Erica mentioned the value she’s received personally as a family business owner looking to do exit planning for the next generation and her appreciation of the collegial environment. Ashley discussed how much she’s learned and the value of being able to connect with other members as a resource for her clients.  They discussed cross-chapter connections, advice on how to get involved, and much more.

This episode of The Exit Exchange was co-hosted by David Shavzin and Mike Rosenthal and is produced virtually from the North Fulton studio of Business RadioX® in Alpharetta.

Insperity

Since 1986, Insperity has been showing companies how to harness the power of HR to improve business success. The company has grown from two people sharing a one-room office to a $4.3 billion company with more than 80 offices across the U.S.

Insperity is a human resources outsourcing solution for small to medium-sized businesses (from 5 to 5000 employees).  The company establishes a fortune 500 HR infrastructure in businesses that would otherwise not have access to those resources.  This is a usage model of both administrative and strategic people practices, along with the technology to support it.  Rather than building it yourself, Insperity clients buy a turnkey solution that is already in place and ready at any time, no matter what comes up in the business or the lifecycle of the employees.

The company partners with the best small to medium size businesses throughout the country to help drive revenue, improve productivity, and contain and control costs. Insperity does this by working with business owners to better align their people strategy with their business strategy.
The company’s clients get access to better benefits, time-saving technology and the first-in-class service they deserve – complete with dedicated support.

Company website | LinkedIn

Ashley Edwards Altman, Certified Business Performance Advisor, Insperity

Ashley Edwards Altman, Certified Business Performance Advisor, Insperity

Ashley comes to Insperity having spent 5 years helping to scale the HR of one of the fastest-growing companies in the country, where she realized her passion for helping small businesses grow. In her previous role, Ashley helped to grow the company from 40 employees to over 900 and was instrumental to the company’s HR and Recruiting efforts.

In her 5 years at Insperity, she has been awarded the Pinnacle Summit award (the past three years in a row), recognizing her performance as one of the top 15% of Business Performance Advisors across the company. Ashley has dedicated her career to helping small and medium-sized businesses in the Atlanta community grow by hiring and retaining the top talent in the market, helping business owners increase their bottom line through streamlining efficiencies, mitigating risks, and providing big company benefit options typically out of reach for small businesses, Ashley takes pride in helping entrepreneurs focus on their business, while offloading many of the areas that take the focus away from growing their businesses.

In her free time, Ashley is a volunteer mentor at the Atlanta Youth Academy, a citywide Tennis champion in the T2 singles tennis league, and enjoys long walks with her dog and husband around the Brookhaven neighborhood.

LinkedIn

CDA Inc.

Czajkowski Dumpel & Associates, Inc. (CDA Inc.) started as a boutique benefits agency in 1975 in the New York City market. Since moving to Georgia in 1981 many small to mid-market companies have benefited from CDA Inc.’s willingness to look beyond traditional options for solutions to pay for employee healthcare costs.

CDA Inc. shops the market for the best benefits packages available to small companies and individuals with special consideration to claims that might be incurred specifically to the age/gender/family makeup of the group. The agency has grown from two to six individuals plus affiliated partnerships in order to provide the most expert and highest service levels possible. Continuation and succession planning is in place to guarantee ongoing levels of service and care to agency clients without interruption in case of any individual’s inability to perform at the levels of excellence our clients have come to expect.

Company website | Facebook

Erica Dumpel, CLU, Cofounder and President, CDA Inc.

Erica Dumpel, CLU, Cofounder and President, CDA, Inc.

Erica Dumpel, CLU is the Founder of CDA Inc. and Founding Principal of GA Health Agents Agency.  Erica has over 46 years of experience in the health insurance industry as a broker and consultant.  After receiving a B.A. with honors from Trinity College in Hartford, Connecticut and a M.A. from The Fletcher School of International Law & Diplomacy, she entered the insurance industry in New York City in 1975.  Quickly drawn to the pressing needs of individuals without health insurance, Erica developed a practice focused on offering affordable, aggressively competitive employee benefits programs to individuals, seniors and small group clients.

Erica watched health insurance evolve from hospital/surgical coverage to full major medical benefits.  She has also seen Medicare coverage continue to evolve as Medicare Advantage plans have taken huge market share from traditional Medicare and Medigap options.  In both instances, Erica has been a respected voice linking the escalation of premium costs to a system in which patients have little involvement in the actual cost of care.

As Affordable Care Act provisions have been implemented and modified, Erica has increasingly been in demand as a consultant, helping companies navigate the complications presented by this legislation.  Reviewing options relative to ACA requirements and penalties presents an opportunity for employers to assess their long-range employee benefits plans.  By analyzing the consequences of the various available options, the organization can create a smart strategy to prepare for future issues and avoid ever-increasing costs.

LinkedIn

The Exit Planning Exchange Atlanta

The Exit Planning Exchange Atlanta (XPX) is a diverse group of professionals with a common goal: working collaboratively to assist business owners with a sale or business transition. XPX Atlanta is an association of advisors who provide professionalism, principles and education to the heart of the middle market. Our members work with business owners through all stages of the private company life cycle: business value growth, business value transfer, and owner life and legacy. Our Vision: To fundamentally changing the trajectory of exit planning services in the Southeast United States. XPX Atlanta delivers a collaborative-based networking exchange with broad representation of exit planning competencies. Learn more about XPX Atlanta and why you should consider joining our community: https://exitplanningexchange.com/atlanta.

The Exit Exchange is produced by John Ray in the North Fulton studio of Business RadioX® in Alpharetta. The show archive can be found at xpxatlantaradio.com.

John Ray and Business RadioX are Platinum Sponsors of XPX Atlanta.

 

Tagged With: Ashley Edwards, Ashley Edwards Altman, Business Exit Planning, CDA Inc., Erica Dumpel, Insperity, The Exit Exchange, XPX Atlanta

Greg Sloan, Go Beyond

March 17, 2022 by John Ray

Go Beyond
North Fulton Business Radio
Greg Sloan, Go Beyond
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Go Beyond

Greg Sloan, Go Beyond (North Fulton Business Radio, Episode 442)

Greg Sloan, cofounder of Go Beyond, points to research that shows that the shift from a paycheck to purpose has been going on for years, not just since the pandemic. He joined host John Ray to discuss these trends, as well as how his firm has created the technology and process needed to assist an organization’s people find their purpose and fulfillment in the workplace. North Fulton Business Radio is broadcast from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta.

Go Beyond

Go Beyond helps businesses grow by integrating purpose into your culture and process. Their technology and content, contained in The Purpose Journey, boosts wellness and engagement by helping your people find fulfillment at work.

Company website | LinkedIn | Facebook | Twitter | Instagram

Greg Sloan, Cofounder, Go Beyond

Greg Sloan, Cofounder, Go Beyond

Greg Sloan is a serial entrepreneur with many failures and one exit. He is the co-founder of Go Beyond, a Talent Development platform that combines Science and Technology to Create a more Prosperous Workforce.

Greg spent 25 + years in the financial service industry including launching, growing, and exiting his own boutique wealth management firm. During the first 15 years of his career, Greg relied on spreadsheets, algorithms, and cash flow models, focusing on growing his client base to grow his business. After a few years of running his own firm, he realized that to truly build a great company, he needed to Grow his People to Grow his Business.

This pivot allowed him to triple the value of his firm and exit to a national RIA firm in January 2020. Greg maintains his CERTIFIED FINANCIAL PLANNER ™ and Certified Exit Planning Advisor designations.

He lives in Atlanta, GA with his wife of 29 years and has three adult children.

LinkedIn

Questions and Topics in this Interview:

  • Tell us about your purpose. How did you discover it?
  • How are you integrating your purpose into your life?
  • How are you helping other people discover and integrate their purpose through technology?
  • How are you helping other people through technology mediums?
  • What comes first: identity or purpose?
  • How can people discover and integrate their purpose in their lives?
  • When did you discover you were an entrepreneur?

North Fulton Business Radio is hosted by John Ray and broadcast and produced from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta. You can find the full archive of shows by following this link. The show is available on all the major podcast apps, including Apple Podcasts, Spotify, Google, Amazon, iHeart Radio, Stitcher, TuneIn, and others.

RenasantBank

 

Renasant Bank has humble roots, starting in 1904 as a $100,000 bank in a Lee County, Mississippi, bakery. Since then, Renasant has grown to become one of the Southeast’s strongest financial institutions with over $13 billion in assets and more than 190 banking, lending, wealth management and financial services offices in Mississippi, Alabama, Tennessee, Georgia and Florida. All of Renasant’s success stems from each of their banker’s commitment to investing in their communities as a way of better understanding the people they serve. At Renasant Bank, they understand you because they work and live alongside you every day.

 

Special thanks to A&S Culinary Concepts for their support of this edition of North Fulton Business Radio. A&S Culinary Concepts, based in Johns Creek, is an award-winning culinary studio, celebrated for corporate catering, corporate team building, Big Green Egg Boot Camps, and private group events. They also provide oven-ready, cooked from scratch meals to go they call “Let Us Cook for You.” To see their menus and events, go to their website or call 678-336-9196.

Tagged With: Go Beyond, Greg Sloan, North Fulton Business Radio, organizational culture, purpose, renasant bank, The Purpose Solution

LIVE from WORKBENCHcon 2022: Makers Challenge Central, with Raechal, Desert Woodworks and Adam, Lazy Guy DIY

March 17, 2022 by John Ray

Makers Challenge Central
North Fulton Studio
LIVE from WORKBENCHcon 2022: Makers Challenge Central, with Raechal, Desert Woodworks and Adam, Lazy Guy DIY
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Makers Challenge. Central

LIVE from WORKBENCHcon 2022: Makers Challenge Central, with Raechal, Desert Woodworks and Adam, Lazy Guy DIY (Organization Conversation, Episode 7)

Raechal from Desert Woodworks and Adam of Lazy DIY Guy were in the booth with Richard Grove at WORKBENCHcon 2022, sharing lots of valuable information about Makers Challenge Central. Raechal talked about how she started it, how it’s evolved, their exciting new TV project, and much more. Organization Conversation is broadcast from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta.

Makers Challenge Central

The 1st Builders Challenge started May 2016 by Raechal as an idea for a friendly challenge amongst friends to see how creative they can be with one plan and an unlimited amount of ways to modify the plan. Three seasons later Adam joined the team and the challenge has grown into multiple challenges that occur throughout the year with the main goal continuing to be community… with a bit of competition.

In addition to the challenge, you can find Adam on Instagram as @lazyguydiy and @makermediaco and Raechal as @desertwoodwrks.

Connect with Makers Challenge Central:  Website | Instagram | Facebook 

Raechal, Desert Woodworks

Raechal, Desert Woodworks

Raechal is the owner of Desert Woodworks (@desertwoodwrks) and the creator of The Builders Challenge.

Her love of woodworking began when she helped her dad remodel their home.  She has developed a love for the craftsman style with a pinch of modern farmhouse.

In 2016 she built a home in the Dallas, Texas area and enjoys sharing her love for building furniture and customizing her home in the typical DIY fashion. Her home is her canvas for practicing new techniques and sharing them with you.

Raechal creates repurposed and hand-built wood furniture and decor.

Connect with Raechal: Instagram | Facebook | Website

Adam, Lazy Guy DIY

Adam, Lazy Guy DIY

Part woodworking, part tool reviews, and a little bit of Do-It-Yourself home improvement projects, Lazy Guy DIY (@lazyguydiy) is a resource for a laidback approach to that ever-growing project list.

Sawdust, power tools, and sarcasm make up the laziest approach to DIY on the web with Adam from Lazy Guy DIY! Cubicle corporate life during the day fuels the creativity in Adam’s tiny workshop on nights and weekends. With three kids, a house full of pets, and a 1920’s Craftsman-style Bungalow, Adam’s projects run big to small from furniture builds to full-on renovations around the home.

He is also a partner at Makers Challenge Central, a friendly challenge amongst friends to see how creative they can be with one plan and an unlimited number of ways to modify the plan.

Connect with Adam:  Website | Instagram

 

About Organization Conversation

Organization Conversation features interviews with movers and shakers in storage and organization, from professional organizers to the creative and talented Brand Ambassadors who use Wall Control products every day. You’ll hear tips, tricks and how-tos for storage and organization, as well as receive first access to Wall Control promotions. We talk with our suppliers and partners to give you a look behind the scenes at how we operate, what makes our family-owned and operated brand tick, and some of the fun and interesting insights that go into making our business run. We love our guests, as they are engaging and entertaining with interesting experiences to share. By focusing on those guests and the amazing stories they tell, we hope you will be enriched and find your time listening to the Organization Conversation podcast as time well spent.

Organization Conversation is hosted by Richard Grove, and broadcast and produced from the North Fulton studio of Business RadioX® inside Renasant Bank in Alpharetta. You can find the full archive of shows by following this link. The show is available on all the major podcast apps, including Apple Podcasts, Spotify, Google, Amazon, iHeart Radio, and others.

About Richard Grove

Richard Grove, Host, Organization Conversation

Richard Grove‘s background is in engineering but what he enjoys most is brand building through relationships and creative marketing. Richard began his career with the Department of Defense as an engineer on the C-5 Galaxy Engineering Team based out of Warner Robins. While Richard found this experience both rewarding and fulfilling, he always knew deep down that he wanted to return to the small family business that originally triggered his interest in engineering.

Richard came to work for the family business, Dekalb Tool & Die, in 2008 as a Mechanical Engineer. At the time Wall Control was little more than a small ‘side hustle’ for Dekalb Tool & Die to try to produce some incremental income. There were no “Wall Control” employees, just a small warehouse with a single tool and die maker that would double as an “order fulfillment associate” on the occasion that the original WallControl.com website, which Richard’s grandmother built, pulled in an order.

In 2008, it became apparent that for the family business to survive they were going to have to produce their own branded product at scale to ensure jobs remained in-house and for the business to continue to move forward. Richard then turned his attention from tool and die to Wall Control to attempt this necessary pivot and his story with Wall Control began. Since that time, Richard has led Wall Control to significant growth while navigating two recessions.

Connect with Richard:

Instagram | Twitter | LinkedIn

About Wall Control

The Wall Control story began in 1968 in a small tool & die shop just outside Atlanta, Georgia. The first of three generations began their work in building a family-based US manufacturer with little more than hard work and the American Dream.

Over the past 50+ years, this family business has continued to grow and expand from what was once a small tool & die shop into an award-winning US manufacturer of products ranging from automobile components to satellite panels and now, the best wall-mounted tool storage system available today, Wall Control.

The Wall Control brand launched in 2003 and is a family-owned and operated business that not only produces a high-quality American Made product but sees the entire design, production, and distribution process happen under their own roof in Tucker, Georgia. Under that same roof, three generations of American Manufacturing are still hard at work creating the best tool storage products available today.

Connect with Wall Control:

Company website | Facebook | Instagram

Tagged With: Desert Wood Wrks, Lazy Guy DIY, Makers Challenge Central, Organization Conversation, Richard Grove, Wall Control, woodworking, WORKBENCHcon 2022

Decision Vision Episode 160: Should I Use Influencer Marketing? – An Interview with Richard Grove, Wall Control

March 17, 2022 by John Ray

Wall Control
Decision Vision
Decision Vision Episode 160: Should I Use Influencer Marketing? - An Interview with Richard Grove, Wall Control
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Influencer Marketing

Decision Vision Episode 160: Should I Use Influencer Marketing? – An Interview with Richard Grove, Wall Control

On this episode of Decision Vision, host Mike Blake looked at influencer marketing and its efficacy. He was joined by Richard Grove, COO of Wall Control, who shared his company’s approach to influencer marketing. Richard discussed how Wall Control learned to use influencer marketing, how to organically cultivate relationships with brand ambassadors, the potential return on investment, how it fits into their company’s overall marketing strategy, and much more. Decision Vision is presented by Brady Ware & Company and produced by the North Fulton studio of Business RadioX®.

Wall Control

The Wall Control story began in 1968 in a small tool & die shop just outside Atlanta, Georgia. The first of three generations began their work in building a family-based US manufacturer with little more than hard work and the American Dream.

Over the past 50+ years, this family business has continued to grow and expand from what was once a small tool & die shop into an award-winning US manufacturer of products ranging from automobile components to satellite panels and now, the best wall-mounted tool storage system available today, Wall Control.

The Wall Control brand launched in 2003 and is a family-owned and operated business that not only produces a high-quality American Made product but sees the entire design, production, and distribution process happen under their own roof in Tucker, Georgia. Under that same roof, three generations of American Manufacturing are still hard at work creating the best tool storage products available today.

Company website | Facebook | Instagram

Richard Grove, Chief Operating Officer, Wall Control

Richard Grove, Chief Operating Officer, Wall Control

Richard Grove’s background is in engineering but what he enjoys most is brand building through relationships and creative marketing. Richard began his career with the Department of Defense as an engineer on the C-5 Galaxy Engineering Team based out of Warner Robins. While Richard found this experience both rewarding and fulfilling, he always knew deep down that he wanted to return to the small family business that originally triggered his interest in engineering.

Richard came to work for the family business, Dekalb Tool & Die, in 2008 as a Mechanical Engineer. At the time Wall Control was little more than a small ‘side hustle’ for Dekalb Tool & Die to try to produce some incremental income. There were no “Wall Control” employees, just a small warehouse with a single tool and die maker that would double as an “order fulfillment associate” on the occasion that the original WallControl.com website, which Richard’s grandmother built, pulled in an order.

In 2008, it became apparent that for the family business to survive they were going to have to produce their own branded product at scale to ensure jobs remained in-house and for the business to continue to move forward. Richard then turned his attention from tool and die to Wall Control to attempt this necessary pivot and his story with Wall Control began. Since that time, Richard has led Wall Control to significant growth while navigating two recessions.

Richard is also the host of Organization Conversation.

LinkedIn

Mike Blake, Brady Ware & Company

Mike Blake, Host of the “Decision Vision” podcast series

Michael Blake is the host of the Decision Vision podcast series and a Director of Brady Ware & Company. Mike specializes in the valuation of intellectual property-driven firms, such as software firms, aerospace firms, and professional services firms, most frequently in the capacity as a transaction advisor, helping clients obtain great outcomes from complex transaction opportunities. He is also a specialist in the appraisal of intellectual properties as stand-alone assets, such as software, trade secrets, and patents.

Mike has been a full-time business appraiser for 13 years with public accounting firms, boutique business appraisal firms, and an owner of his own firm. Prior to that, he spent 8 years in venture capital and investment banking, including transactions in the U.S., Israel, Russia, Ukraine, and Belarus.

LinkedIn | Facebook | Twitter | Instagram

Brady Ware & Company

Brady Ware & Company is a regional full-service accounting and advisory firm which helps businesses and entrepreneurs make visions a reality. Brady Ware services clients nationally from its offices in Alpharetta, GA; Columbus and Dayton, OH; and Richmond, IN. The firm is growth-minded, committed to the regions in which they operate, and most importantly, they make significant investments in their people and service offerings to meet the changing financial needs of those they are privileged to serve. The firm is dedicated to providing results that make a difference for its clients.

Decision Vision Podcast Series

Decision Vision is a podcast covering topics and issues facing small business owners and connecting them with solutions from leading experts. This series is presented by Brady Ware & Company. If you are a decision-maker for a small business, we’d love to hear from you. Contact us at decisionvision@bradyware.com and make sure to listen to every Thursday to the Decision Vision podcast.

Past episodes of Decision Vision can be found at decisionvisionpodcast.com. Decision Vision is produced by John Ray and the North Fulton studio of Business RadioX®.

Connect with Brady Ware & Company:

Website | LinkedIn | Facebook | Twitter | Instagram

TRANSCRIPT

Intro: [00:00:03] Welcome to Decision Vision, a podcast series focusing on critical business decisions. Brought to you by Brady Ware & Company. Brady Ware is a regional, full-service, accounting and advisory firm that helps businesses and entrepreneurs make visions a reality.

Mike Blake: [00:00:23] Welcome to Decision Vision, a podcast giving you, the listener, clear vision to make great decisions. In each episode, we discuss the process of decision making on a different topic from the business owners’ or executives’ perspective. We aren’t necessarily telling you what to do, but we can put you in a position to make an informed decision on your own, and understand when you might need help along the way.

Mike Blake: [00:00:45] My name is Mike Blake, and I’m your host for today’s program. I’m a director at Brady Ware & Company, a full-service accounting firm based in Dayton, Ohio, with offices in Dayton; Columbus, Ohio; Richmond, Indiana; and Alpharetta, Georgia. I am Managing Partner of the Strategic Valuation and Advisory Services Practice, which brings clarity to the most important strategic decisions of business owners and executives face by presenting them with factual evidence for such decisions. Brady Ware is sponsoring this podcast, which is being recorded in Atlanta per social distancing protocols.

Mike Blake: [00:01:18] If you would like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. I also recently launched a new LinkedIn group called Unblakeable’s Group That Doesn’t Suck, so please join that as well if you would like to engage. If you like this podcast, please subscribe on your favorite podcast aggregator, and please consider leaving a review of the podcast as well.

Mike Blake: [00:01:46] Today’s topic is, Should I use influencer marketing? According to influencermarketinghub.com, a global influencer marketing market is expected to reach $16.4 billion in 2022. YouTube’s top earner in 2021 was Ryan Kaji , who made $29.5 million. So, it’s a thing now. And, you know, this is a topic I’ve wanted to do for a while, but haven’t really found the right person to help us with it until now.

Mike Blake: [00:02:21] You know, it’s funny as I watch my kids grow up, they don’t watch movies anymore, they don’t watch T.V. shows anymore. It’s my generation, Generation X, the sort of binge watches, and I think only the Baby Boomers left will actually watch real T.V. with commercials and stuff anymore. But when a commercial comes on during a sporting event, my kids think something’s wrong with the television. And it just goes to show you how our watching habits or viewing habits have changed so rapidly, almost overnight, to me, but I’m sure it’s taken longer than that.

Mike Blake: [00:03:02] And influencers to us, to outsiders – I consider myself an outsider as sort of a late GenXer or an older GenXer – on the surface, they seem to be people that are basically famous for being famous. But we sort of forget, again, that on channels, such as YouTube and Facebook Video and TikTok and Instagram, they are celebrities. They’re simply celebrities in a medium that just isn’t the place where I normally hang out. That doesn’t make it worse. It just makes it different. And, in fact, it probably makes it increasingly attractive to marketers. So, I’m looking forward to learning more about this because I don’t know as much about it as I would like and should, and I hope you’ll get a lot out of it as well.

Mike Blake: [00:03:50] So, joining us today is Richard Grove, who is the Chief Operating Officer of Wall Control, a family-owned and operated brand of wall storage and organization systems ranging from garage tool storage to kitchen wall organizers, and even industrial tool organizational systems for industry leading Fortune 100 companies across the globe.

Mike Blake: [00:04:10] Richard’s background is in engineering, but what he enjoys most now is brand building through relationships and creative marketing, as well as implementing scalable solutions for growing his businesses. Richard began his career with the Department of Defense as an engineer on the C-5 Galaxy Engineering Team based out of Warner Robins. While Richard found this experience both rewarding and fulfilling, he always knew deep down that he wanted to return to the small family business that originally triggered his interest in engineering.

Mike Blake: [00:04:38] Richard came to work for the family business, Dekalb Tool & Die, in 2008 as a mechanical engineer. At the time, Wall Control was a little more than a small side hustle for Dekalb Tool & Die to try to produce some incremental income. There was no Wall Control employee, just a small warehouse with a single tool and die maker that would double as an order fulfillment associate on occasion at the original wallcontrol.com website, which Richard’s grandmother built, pulled in, in order.

Mike Blake: [00:05:06] Today, Wall Control is responsible for the employment of 50 employees and occupies over 60,000 square foot physical footprint of its own while still growing rapidly. Wall Control is also proud to say that they are now Dekalb Tool & Die’s biggest customer by volume sold through their shop. Richard Grove, welcome to the program.

Richard Grove: [00:05:43] Thanks, Mike. It’s my pleasure to be here. So, I appreciate the intro and kind of your background, what you want to get out of the conversation, and what you’d like your audience to get out of it. I think it’ll be a fun one.

Mike Blake: [00:05:54] Great. So, let’s start off because not everybody may be necessarily familiar with the term, when we say or when you say influencer marketing, what does that mean?

Richard Grove: [00:06:05] So, I mean, for me, just in that one question, there’s a ton of stuff we can unpack in our conversation. So, I think you nailed on what comes to mind when people think influencer marketing. If they do have any preconceived notion of it, they think it’s somebody who’s famous for being famous, a million or more Instagram followers pushing products out to their audience.

Richard Grove: [00:06:05] We think about it a little bit differently in that, influencer marketing is really any third party voice that is suggesting to an audience they should use a product or check out a brand, and that that audience is receptive to that message. So, you know, you do have your famous for being famous Instagram folks who have massive audiences who can promote a product and people will go check it out.

Richard Grove: [00:06:53] But an influencer could also be your Great Aunt Ethel, who’s got 30 really close friends that she plays bridge with, who, if she posts something on Facebook, a product she likes, maybe four of them will check it out and purchase it. So, anything in between that, in our opinion, can be defined as influencer marketing.

Mike Blake: [00:07:14] But when did influencer marketing start to gain traction? And to really just sort of put it very bluntly, at what point did influencer marketing become a thing, not just sort of a cute little side hustle or a cute little thing that people did, but became a really serious business activity?

Richard Grove: [00:07:30] From my perspective, I would say, probably, around ten years ago, it started to gain traction. And the “influencer” community started to think more in terms of monetizing their influence. And then, over really the last five to ten years, it’s really kind of picked up steam. But our experience began, probably, about 2015 is when we started kind of getting in those waters and giving it a try and allocating some marketing budget to experimenting with it.

Mike Blake: [00:08:05] So, I made an observation in my intro that I’m curious if you agree or disagree with, and please feel free to disagree, what is the relationship or the link, if any, between influencer marketing and what we might have called celebrity endorsements? How are they connected? How are they different?

Richard Grove: [00:08:25] I think there’s a lot of crossover, so there’s a lot of similarities, but there’s also a lot of differences. So, the way we look for a partner – and we don’t call them influencers. We call them partners or brand ambassadors. Because the term influencer can be a little reductionist – for instance, our product is tool storage systems. The people who use our product that have influence are tradesmen, craftsmen, makers, really skilled DIY folks. And so, those people have an audience because they’re good at what they do and their audience respects what they do. And so, if they’re to tell our audience about our product and endorse it, it carries a lot more weight.

Richard Grove: [00:09:11] So, that’s very different than just, “Hey, Kanye West. Can you sell this for me? I’ll give you however much money and we’ll make you a partner if you just push it on your channel.” So, they’re both by definition influencer marketing. It’s just in our experience, and for the size of company that we are, and the relationships that we want to build, it’s a lot better for us to start with the person who had the skill, that built the audience with the skill, and then go from that direction.

Mike Blake: [00:09:44] And I wonder if also sort of a different sort of driver behind the evolution, you know, one thing that strikes me is, most celebrity endorsements are quick hits. Think about a priceline.com, William Shatner, Kaley Cuoco – I don’t know if that’s still a thing anymore – but they were cute commercials. I’ll be the first to admit I’m just in the tank for William Shatner. I just love the guy.

Mike Blake: [00:10:11] But influencer marketing, to me, is almost they’re infomercials. You know, the people that I follow on YouTube – I’m big into tech – so I follow Linus Tech Tips and Luke Miani and some other people that are particularly in the Macintosh platform. Lisa Gade of MobileTechReviews is also excellent, and Dave2D.

Mike Blake: [00:10:35] And they’re getting up there, and they’re demonstrating products for, like, a-half-an-hour. And I’m watching them, and if I’m honest, I’m watching them do a 30 minute commercial that they may or may not be being paid for. Somehow, those influence marketers do their thing in a way that makes me want to watch a commercial for 30 minutes. It’s bizarre.

Richard Grove: [00:11:04] Absolutely. One of our biggest things when we get reached out to is what are the deliverables, what do you expect from us. And the first thing we say is we want it to be organic content. We want you to be in your shop building something and then you’re using your Wall Control system and it comes up that way versus just shoehorning something in that looks like a commercial.

Richard Grove: [00:11:26] So, like you said, you could do a whole video on how to use it, and it could actually be informative and bring value to the viewer beyond just trying to sell the product. And maybe the product is not even being sold, it’s just making them aware of what you can do, “I happen to use this system”. And, to me, that’s a very powerful message because you haven’t told anybody to buy anything, but you’ve told them this is a valuable thing to do, here’s the thing I found to be the best at it. I think that resonates a lot more than, “So and so sent me this and let me tell you about it.”

Richard Grove: [00:11:59] I mean, it’s a really subtle but big difference between a product review. I think the thing that came before the influencer marketing were, “Send me a free product and I’ll do a product review for you.” So, we saw a lot of that. And, again, it’s very subtle, but that didn’t seem to move the needle very much for us.

Richard Grove: [00:12:22] And some people would take our product out of the box. They wouldn’t even install it or use it. They would just talk about it. And so, if I’m a viewer, I’m not influenced by that. I just think you got something for free or you got paid a little to promote something on a YouTube channel.

Richard Grove: [00:12:40] And I think the good ones, too, their audience has respect for them. They don’t think they’re going to get up and just hustle something to make a buck. It’s actually something that they think will bring value to their viewer.

Mike Blake: [00:12:52] So, somebody listening to this conversation now may be thinking, “Okay. Influencer marketing is a thing. It seems like it’s growing. It’s here to stay. It’s not just a passing fad.” How did you arrive at the conclusion that influencer marketing would be useful to you? And can you tell us a little bit of the story about how you implemented or acted upon that?

Richard Grove: [00:13:13] For sure. Yeah. So, people would reach out for product review, “Pay us this and we’ll review this product.” And I forget what year, probably around 2015, the first one that we really worked with, his name is Lazy Guy DIY on Instagram. And he’s a super close partner to us now. And he reached out – and it’s a funny story we tell – he said, “If you send me a free product, I can use it in my shop and talk about it when it makes sense.” And we we’re like, “No. Why would we do that?” And he had a solid following and all that, we didn’t understand the value proposition of it like we do now.

Richard Grove: [00:13:52] And so, after a little while of building a relationship, and I think he actually bought some products, too, when we see someone do that, it really tells us they’re committed to our product line. So, we ended up sending him some product and started to slowly – I think the key is slowly for people – started to build that trust in this process and started to see results from it. And since then, there’s all kinds of creative marketing things that we’ve done together. He runs our Wall Control Instagram account. Our Brand Ambassador Program, he manages that.

Richard Grove: [00:14:27] So, we’ve brought on these partners, some we work super closely with, and some of them it is just a free product, let’s see what you can do with it kind of thing. So, I’m not sure if that helps answer the question. But, yeah, from there it started to snowball. He was able to bring in his other friends in the community.

Richard Grove: [00:14:44] And I think that’s another point, is, if you pick the right partners, they introduce you and your brand to their community. And that’s where the greatest value comes from, not just the potential consumer, but other “influencer partners” that they happen to have in their network. So, it’s as much networking as it is trying to sell product through a lot of eyeballs on any given social channel.

Mike Blake: [00:15:13] So, I want to pause on that because, nowadays, there’s no shortage of these potential influencers. That’s a thing, a lot of kids now would love to become influencers. That’s like the thing they want to do when they grow up. And I’m sure that even back when you started this, you had no shortage of potential choices. How did you settle on that particular person? What were the criteria, either explicitly or looking back implicitly, you used to select that person or maybe others, you may have increased your portfolio of partners, to decide that they are the people you wanted to represent your products in the marketplace?

Richard Grove: [00:15:57] Yeah. That’s a great question. And there was no specific criteria at the time. And we do have some criteria now, but it is still very person to person and situational that we make these decisions. But I think what happened there was, we couldn’t send free product. We had never done this before. We didn’t know what the ROI was going to look like.

Richard Grove: [00:16:18] So, we maybe gave him a discount and he bought on his own. So, he put his own money in it. He started using the product. We followed him on his channel, so we could see it in the background. He would reach out and ask us questions about it, and give us feedback on ways to improve it. And that relationship developed before we were kind of in “business together”.

Richard Grove: [00:16:38] And I think that’s an example of ideally what we look for is somebody who is aware of our product, either uses it on their own already, or has some experience with it, and really wants to develop a longer term relationship versus just paper posts, “Give me however much and I’ll do an Instagram post about it”.

Richard Grove: [00:17:00] So, it’s kind of hard to articulate, but you really start to get a feel for it after you’ve been doing it for a little bit and you have a good partner. So, once you have a good partner, you kind of know what the opposite of flash in the pan, hit or miss opportunity is going to be. And you can kind of tailor it in the right direction once you start to get a handle for it.

Mike Blake: [00:17:21] Now, I think you said that this particular partner, at least at the time when you started that relationship, was particularly active on Instagram. Is that where most of the influencer marketing hangs out? Or are there other channels that are useful as well? And does that choice of channel at all impact who you’re going to choose to partner with?

Richard Grove: [00:17:50] Definitely. I think Instagram is a good kind of barometer or thermometer to gauge the temperature of what that influencer might be able to deliver. Follower count is certainly an important criteria, but it’s not the be all, end all. So, if someone has a solid following on Instagram and they have some other channels, like a YouTube channel, or what’s really good are blogs, that’s another great thing, that’s a solid partner.

Richard Grove: [00:18:17] We’re not super interested in just the Instagram folks. And the reason being is what we’ve seen really moves the needle is evergreen content. So, content that stays online and gets indexed and shows up in search results, you know, month after month, year after year.

Richard Grove: [00:18:33] So, somebody might have a really small Instagram account and someone might overlook it, but maybe their blog has hundreds of thousands of clicks every month, well, if they’re going to do an article about us, that’s going to stay up forever, potentially. So, that could very well be far worth it than just somebody who’s got half-a-million Instagram followers and does one post that slowly or quickly starts to fall down their feed, only seen one time. So, it’s kind of a balancing act.

Richard Grove: [00:19:03] And, again, Instagram is great. And that seems to be – especially you talk about young folks trying to get out and make a name for themselves – where they want to build their audience. But I think that what we’re looking for are those influencers who have taken the step of moving their brand off of that platform and taking ownership themselves. So, they have a website and they have their brand across multiple channels.

Mike Blake: [00:19:31] I think that’s really interesting you mentioned blogs. You know, I would not have expected that, and you’d think I’d learned by now. Because blogs come up often, they’re so easy to forget. You know, we’re so enamored of video and podcasts and the so-called dynamic or rich audio visual multimedia content, whatever you want to call it. And what keeps coming up over and over in conversations like this in terms of digital marketing, is that blogs still matter. And I think a lot of people forget that. So, can you talk a little bit about your experience with blogs in terms of how they relate to your influencer marketing strategy?

Richard Grove: [00:20:15] It’s funny you mention it, because it’s like we say untapped, but it has been tapped. It’s almost like people forgot about it. And it’s like what’s old is new again. And so, we really like that because, I mean, if you do a Google search for our product and someone writes a solid blog article and it’s got perfect SEO, it’s going to show up, and it’s going to take a spot in indexing, and it’s going to bring benefit to our customer.

Richard Grove: [00:20:42] The other thing we like about it is – and we can get into this a little more wherever you want to go with it – we use an affiliate link program where they can embed affiliate links and get a commission on the traffic that they send to us. Some of our older, longer, stronger relationships of brand ambassadors, we make this available to them. And so, when they have a blog and we get traffic, that’s really solid evidence that what they’re doing is helping our brand. And it’s a lot easier for us to partner with them at a deeper level, higher, bigger projects, more spend, because we know we’re going to get that ROI. Whereas, again, if it’s just Instagram, the the analytics are not great for us knowing what our return on investment was.

Mike Blake: [00:21:25] So, was there anything that you had to do to kind of get ready to successfully leverage influencer marketing? Were there things you had to do differently, think about differently? Or were you kind of ready made to step into that and be successful from day one?

Richard Grove: [00:21:40] We have totally learned as we went along. There was nothing in place. And that’s what I would say to anybody listening, is, just start trying. There’s no right way to do it. There’s probably some wrong ways, but there’s really no right or wrong. Just whatever works for you and your brand and the partners is going to be your next best step. So, we’ve learned as we’ve went along. We definitely had to put some guardrails in there as time went along.

Richard Grove: [00:22:10] Again, we don’t want to go strictly by follower count. It’s not a really good indicator of what sort of influence they have. That’s another thing we could get into, is, what their engagement looks like. But it does set some guardrails and it allows us to start some conversations as far as vetting who we’re going to partner with.

Richard Grove: [00:22:27] Especially for everybody, budget is a factor. Lately, raw materials, supply chain issues have made product scarcity problem. So, who you send product to is much more impactful than it used to be because it’s expensive and hard to get. So, I think you’ve got to just start and you’ve got to play around with it and you’ve got to iterate quickly and go where it takes you.

Mike Blake: [00:22:54] And my understanding is your company sells both consumer and industrial grade products. You’re in the B2B and B2C, is that right?

Richard Grove: [00:23:05] Yes .Exactly. Yes.

Mike Blake: [00:23:07] So, when you started, did you have in mind that you’d be using or leveraging or investing in influencer marketing to address the consumer market or the business market or both? Or did that just sort of fall out of experimentation as well?

Richard Grove: [00:23:24] Yeah. At first, it was definitely the consumer market. But then, we started to see added benefit in the business market because a lot of our influencer partners were involved in these other programs as well for the big box stores. So, there was a lot of crossover there. And then, just by nature of all the eyeballs that are on them, get eyeballs on your potential retail partners and buyers.

Richard Grove: [00:23:50] So, say, Partner A is having a conversation with his audience. Well, the buyer for Home Depot or whatever big box store happens to watch him as well, becomes aware of your product and you can kind of work that angle to get the business to business model going.

Richard Grove: [00:24:07] So, it’s kind of weird. I mean, it goes in all kinds of different directions, and it’s been super cool just watching how things evolve. And how every single partnership, there’s been different things that have come from it. There’s certainly no straight path to where you want to go. But, yeah, we started with the end user consumer in mind, but I’ve definitely seen it benefit both sides of our business and continues to do so.

Mike Blake: [00:24:37] And I think that’s sort of evolving. When I think influencer market, I certainly think B2C. And the most important categories of influencer marketing do seem to be lifestyle, health and beauty, things of that nature, at least if the data that I see is to be believed. But I think as an increasing number of business decision makers are spending time on the Instagrams and YouTubes and so forth, it has become already and will continue to be a more important channel for B2B marketing as well.

Richard Grove: [00:25:11] I think B2B – at least our B2B – is selling to an end user or some customer who’s going to just buy a product and put it up. So, when they see all the eyeballs on our product, that tells them they want to have it on their shelves. So, it used to be – and it still is this way – you want to have a product that is an obvious best seller with higher reviews and does well across multiple channels. That was usually how you get your foot in the door with a big box store.

Richard Grove: [00:25:43] Well, now, you can also point to your social following and the people that they use to sell to their audience that are using our product already. So, it’s a really organic way to move that conversation, “Hey, I see you work with Partner X,Y,Z over there. Well, they already use our system.” All their eyeballs are your customers too. It’s an easy sell for you. It’s already there. Let’s see what we can do as far as putting something together there.

Mike Blake: [00:26:12] This may be not a fair question, but we specialize in unfair questions here on the Decision Vision podcast.

Richard Grove: [00:26:17] No problem.

Mike Blake: [00:26:19] And that question is, in your mind, as you sort of have thought about this so much, are there any industries that don’t lend themselves well to influencer marketing? There are certain kinds of industries where it’s sort of square peg, round hole kind of thing.

Richard Grove: [00:26:36] I’ll say yes, there’s some that are probably less than others, but it could be different. So, for instance, our manufacturing plant, it’s a tool and die shop, so their customer is going to be an automotive manufacturer. It’s not anything you’re going to see on Instagram. Nobody is going to buy car parts from us for an assembly line because they saw it on Instagram or using it, and there’s no way they could anyways.

Richard Grove: [00:27:03] But the way it can be leveraged is, one of our biggest challenge on the manufacturing side is finding skilled workers and finding people who want to come in and take the time to learn the trade. I mean, it’s very lucrative, but it’s just not something you hear a lot of. And so, we can use Instagram there to show what we do and make it cool, because it already is cool.

Richard Grove: [00:27:26] So, it’s the same thing with our partners we work with that are in the trades, they’re showing kids that this is cool stuff to do. If you don’t want to go to college and you want to go learn a trade, there is a path where you can be an influencer in some tool and die shop or in a woodworking shop. So, I think that influencer marketing can be used in those environments, not to sell product, but to sell your business to potential employees, which is kind of, I guess, a new way to look at it. And we’re starting to kind of play around with that too by opening up our doors and showing people on Instagram what we do and making it cool.

Mike Blake: [00:28:09] I think that’s a really smart point, is, we’re in a – in my lifetime – unprecedented period where there’s just an unusually tight labor market that appears to be structural in nature, it’s not temporary, it’s not a fad. It looks like we’ve had two seismic shift. And influencer marketing may no longer just be about selling product, but it’s also wanting to attract the best and the brightest to come work for you.

Richard Grove: [00:28:40] Yeah. I mean, if we have a solid following and we say, “Come work for us,” and maybe we have them, “You could start an Instagram account that’s semi-professional. It’s going to be you, personally, but you can show the work you’re doing in the shop,” assuming there’s no NDA or something related to it. And then, we can promote you on our channel so we can build you up. Like, if you want to be an influencer, we can try to help you a little bit along the way. So, it’s kind of leveraging our audience to help the employee do what they want to do while also performing the job.

Mike Blake: [00:29:15] Can you work with multiple influencers at once? One thing that I think might differentiate celebrity endorsements from influencer marketing is that celebrity endorsements tend to focus on one or two people at most. You have the face for your product. Is that also the case in influencer marketing? Or can you have a broader portfolio of people that are your brand ambassadors? Can you have in effect a state department as brand ambassadors for your product?

Richard Grove: [00:29:51] I think you definitely can and that’s what we do. If we had an issue, it would be, maybe, a big box store issue. Like, one big box store had this bucket of influencers and the other big box store had another bucket of brand ambassadors and they didn’t want crossover there. But because our product is sold in multiple big box stores, that’s usually not an issue. So, for us, that’s not something we really have to spend any sort of issue for where there is some sort of conflicting interest behind the scenes there.

Richard Grove: [00:30:24] Going back to kind of how we partner with them, I’ll bring back Adam from Lazy Guy DIY. He’s a good example. So, because he’s a woodworker and he’s used to our product, we figured let’s let him design a woodworking value kit. So, something we could private label under his name that he can promote on his channels and earn a commission on. And so, if you look on our website under value kits, you’d find the Lazy Guy DIY Woodworking Kit. So, he would get paid on the sale of each of those units.

Richard Grove: [00:30:58] And one of the cool things, too, it became very easy to move that into the woodworking stores because they’re familiar with his work and his name is on it, so it’s an easier sell for them. The other thing, too, they know they can tag him, that’ll get re-shared to their audience. So, there’s a lot of creative ways to go with that.

Richard Grove: [00:31:18] But that would probably be the closest thing we might run across where we couldn’t have multiple places selling that one thing because woodwork in Distributor A isn’t happy with woodwork in Distributor B selling the same product. But even with that, we’ve never run into any kind of problem or any sort of restrictions.

Mike Blake: [00:31:41] Now, of course, most, if not all, companies have finite marketing budgets. We’d love to spend endless dollars on it if we could, but we can’t. What are you finding, if anything, you’re doing less of so that you make room for influencer marketing? What is it replacing in your portfolio of marketing activities?

Richard Grove: [00:32:02] Well, that’s a good question, and it’s evolving, for sure. So, the iOS 15 update, the most recent one Apple released, very heavy on the consumer privacy. So, we’re seeing with our email marketing, our pay per click marketing, it’s becoming a little harder to track and target our ideal customer. So, the ROI there is starting to fall off a little bit. We’re still heavily involved in that and we’ll continue to.

Richard Grove: [00:32:33] But we’re starting to try to funnel some of that money away from there and into the influencer marketing space because we know their audience and their audience is our potential customer. So, we don’t have to guess. We don’t have to try to hope that they have agreed to cookie tracking and all that. We can actually know that the people they’re talking to are our potential buyers.

Mike Blake: [00:32:55] And you said something that I think is important that I want to kind of pause on it and drill into it a little bit, is that, you know your audience. Another maybe strength of influencer marketing versus broader celebrity endorsements, is, celebrity endorsements – in my impression, anyway – is that they’re blasted out to a large audience. Super Bowl commercials, for example. And you hope that you just sort of reach enough of them by sheer large numbers.

Mike Blake: [00:33:24] Influencer marketing allows you to target very specific audience. And I think – correct if I’m wrong – there’s also a lot more data available to be able to analyze the impact or at least potential impact of what you’re doing. So, you can make empirically fact-based decisions on how you spend your dollars.

Richard Grove: [00:33:47] Exactly. And just like any experiment, if you set one variable up, it’s easier to see what impact it has. So, for instance, our product line will go in a lot of different places. It goes in a woodshop. It goes in a home gym. It goes in a kitchen. So, maybe one month – for us – we’re just going to focus on home gyms and see how the needle moves speaking directly to that audience. And then, the next month move to another target audience.

Richard Grove: [00:34:17] Again, Instagram is a little tricky because we can’t really track their audience to our website unless it’s like a direct link. And the other thing, too, is we sell through retailers. So, if somebody sees our product on Instagram, they could go pick it up at a retail store, and we would never know that that’s what influenced their purchase. But if we segment our targeting, we can look over time and say, “Okay. When we were running this campaign, we really sold a lot of these.” So, let’s assume that that delta between the month before was because we were targeting that audience.

Mike Blake: [00:34:53] One concern, I imagine, is arising with some of the people listening to the program is that, “Boy, this sounds expensive.” Some of these YouTube marketers are making serious money and they’re not even going to talk to us for a level that’s outside of our budget. And it’s sort of the barrier to entry of celebrity endorsements all over again. Is that true or are there ways to kind of dip your toe in this and still have some kind of effect?

Richard Grove: [00:35:29] For sure. And I would say full disclosure, we have never been a pay for post company. That’s not how we engage with our partners, our brand ambassadors, and especially not at the very beginning. So, what we’ve always done is free product for exposure based on what that audience size looks like.

Richard Grove: [00:35:47] And we should also talk about an influencer is not an influencer, is not an influencer. There’s the micro-influencer, which you would define – we’ll just talk Instagram numbers just because it’s easy – somewhere around 10,000 followers would kind of be in that category. I say 10,000 to 100,000 followers. And then, beyond that, you start getting into the folks who have the agencies that they want you to work with and they want to be paid.

Richard Grove: [00:36:14] So, what I would do if I was starting from scratch, I’d try to find somebody who I see in the community I would like to target who seems to be knowledgeable, start following them. Maybe reach out on Instagram or send a DM on some other platform and say, “Hey. We like what you’re doing. We think our product might be a benefit to you. Would you mind if we sent you some free products?” And that’s a pretty organic way to just start a conversation and you can kind of see where that goes.

Richard Grove: [00:36:41] And then, from there, what we would do, basically kind of our playbook, is, we start with a free product and we see how that goes. From there, we see where the relationship goes and then we can talk about paid engagements after that.

Richard Grove: [00:36:56] And the other thing, too, our product line is heavy. It’s expensive to produce and ship. So, if we’ve already got the initial investment in a shop, it’s easier for us to come up with some creative ways to actually pay money to the influencer to help market our product.

Richard Grove: [00:37:11] And another creative way that we’ve found works really well, our affiliate programs. There’s a really good plug and play APIs that can plug into almost any website’s backend where you can easily track these conversions and pay your influencer partner a commission off of all the sales that they generate from traffic they send to your website. So, that’s how we do it and how we got started. And I think it’s a pretty easy way to kind of dip your toe into it.

Richard Grove: [00:37:38] The other thing, too – I keep going back to follower count – you don’t want to just look at that. You really want to look at engagement, and it doesn’t take very long to figure out if it’s there or not. So, if somebody has 200,000 followers on Instagram, but their post only gets ten likes and no comments, that’s probably not going to give you a big bang for your buck. Whereas, maybe somebody got 5,000 followers, but every post gets a thousand something likes and a bunch of comments. That’s a really engaged audience who’s going to be much more receptive to the content they put out.

Mike Blake: [00:38:11] I’m talking with Richard Grove. And the topic is, Should I use influencer marketing? So, you touched on something that I think is really important I want to make sure that we cover today. And that is, how are influencers typically compensated? Is it commission? I mean, I’m truly ignorant about this. How does that payment structure typically work?

Richard Grove: [00:38:39] I mean, a lot of different ways. So, typically, I would say your micro-influencer is probably not compensated. It’s probably just a side hustle for them, is usually what we see. And I can’t speak to all brands, but their first year of compensation for us would be that commission paid out based on sales that they send our way. That would be kind of the base level. Then, if that’s going really well and say they want to really put some time and energy into something like a blog post or a YouTube video, we could talk about what that pay structure would look like.

Richard Grove: [00:39:18] And the other thing, too, is, because it’s so hard to attribute sales in this way, it’s even more important for a company to be aware of what their typical customer acquisition cost looks like and what kind of return they’re getting across other platforms. Because that’ll give you some structure to talk about with an influencer partner.

Richard Grove: [00:39:42] So, say, we have a new product we’re rolling out and we were going to make our own internal YouTube video, there’s going to be some cost inherent to that. We’re going to have to pay our employee. We’re going to have to spend some time doing it. So, whatever costs we would spend doing that, I’m cool with paying one of our partners to do it. And we’re going to get more traction because they have a bigger audience and it’s coming from a third person perspective, so it’s going to hit a little different than if we’re telling you our product is great, go buy it. So, that’s one way to do it.

Richard Grove: [00:40:10] And another thing to keep in mind is – just like that – look for creative ways to monetize your partner. It’s going to probably be different for every brand and every industry. Even if it’s one off, that’s fine too. Don’t think that if you do it for this one person, you’ve got to do it for this other person, and it has to be totally scalable. I would work it on a partner by partner basis and then slowly refine what your criteria is as you go along. And don’t be afraid to make mistakes there either, because that’s really the only way you’re going to learn what steps to take next.

Mike Blake: [00:40:50] We touched on this a little bit, but I want to make sure we hit it, and that is, one of the benefits of influencer marketing and digital marketing, in general, is that we get much more relevant data, in some cases, effectively real time. What are the KPIs or key performance indicators you look at in measuring the effectiveness of your investment in influencer marketing?

Richard Grove: [00:41:17] So, we look at it as a whole. We look at the program as a whole. I don’t want to give all of our criteria, but we typically say that in order to send free product, we’d like for you to have 10,000 followers on at least one social channel. Because we found that based on our average order size and customer acquisition costs, that tends to be a good return on investment for us.

Richard Grove: [00:41:51] If it’s less than that, what we’ll usually do is provide some heavy discount code. And we have an incubator program that will put folks in that bucket. While they grow their audience, we’ll try to help them grow their audience through our audience as well. And develop a relationship so that when they hit these certain thresholds, it makes more sense to open up the product giveaways and we can open up the actual monetary spend.

Richard Grove: [00:42:19] So, what we do is we try to look at the program as a whole and we use the analytics that come in from our affiliate network to try to gauge what sort of return on investment we’re seeing there. And, again, it gets muddy because of the retail network. But we tend to see that rising tides lift all ships. And so, if we were running a campaign, we, generally, can tell what impact that had on our overall sales and attribute that back to the partners we working with, and what sort of budget we moved over into that bucket. Does that help answer the question?

Mike Blake: [00:42:51] Yeah, I think it does. Richard, you’ve been so generous with your time and your knowledge today, and I don’t want to abuse that. We’re running up against our time limit today. And I’m sure there are questions we either didn’t cover or our listeners would have wished that we had gone into more depth with. If people have questions about this topic about influencer marketing and want to get some feedback from you, can they contact you? And if so, what’s the best way to do that?

Richard Grove: [00:43:19] Yeah. If they want to just reach out on social media, I’m MrWallStorage on Twitter and on Instagram, and then we can go from there.

Mike Blake: [00:43:30] That’s going to wrap it up for today’s program. I’d like to thank Richard Grove so much for sharing his expertise with us.

Mike Blake: [00:43:37] We’ll be exploring a new topic each week, so please tune in so that when you’re faced with your next business decision, you have clear vision when making it. If you enjoy these podcast, please consider leaving a review with your favorite podcast aggregator. It helps people find us so that we can help them.

Mike Blake: [00:43:53] If you would like to engage with me on social media with my Chart of the Day and other content, I’m on LinkedIn as myself and @unblakeable on Facebook, Twitter, Clubhouse, and Instagram. Also, check out my new LinkedIn group called Unblakeable’s Group That Doesn’t Suck. Once again, this is Mike Blake. Our sponsor is Brady Ware & Company. And this has been the Decision Vision podcast.

 

Tagged With: Brady Ware & Company, brand ambassadors, Decision Vision, influencer marketing, Influencers, marketing, Mike Blake, Richard Grove, Wall Control

Workplace MVP: Amy Zimmerman, Relay Payments

March 17, 2022 by John Ray

Amy Zimmerman
Minneapolis St. Paul Studio
Workplace MVP: Amy Zimmerman, Relay Payments
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Amy Zimmerman

Workplace MVP: Amy Zimmerman, Relay Payments

In a wide-ranging conversation, Amy Zimmerman, Chief People Officer at Relay Payments, and host Jamie Gassmann discussed best practices for retaining talent. They covered incentives, rewards, and recognition, the need for companies to keep abreast of market conditions, the value of stay interviews and what happens when they go wrong, talent retention methods which go beyond compensation, and much more.

During the show, Amy referenced a recent interview she gave on stay interviews. You can find that interview by following this link.

Workplace MVP is underwritten and presented by R3 Continuum and produced by the Minneapolis-St.Paul Studio of Business RadioX®.

Relay Payments

After years of gaining a profound understanding of the ingrained payment problems in the logistics industry, co-founders Ryan Droege (CEO) and Spencer Barkoff (President) ultimately shared the vision of building the supply chain and logistics digital payment network of the future.

Now, Relay is a fast-growing, venture-backed fintech company, which raised $100 million in investment funding to fully support the goal of spearheading the industry transformation to digital, contactless payments, ensuring America continues to run during COVID-19 and well beyond.

As a result of the immense expansion, Relay has grown exponentially, boasting a workforce of 100+ across 12 states; all focused on building a customer experience unlike any other while modernizing age-old payment processes in the supply chain industry.

Relay’s customer-centric approach has entrusted the company to process more than 250,000 transactions every month, working with the largest carriers, freight brokers, and 3PLs across 50 US states and Canada, ensuring their products get to shelves quickly for consumer consumption.

Company website | LinkedIn | Facebook | YouTube

Amy Zimmerman, Chief People Officer, Relay Payments

Amy Zimmerman, Chief People Officer, Relay Payments

Amy joined Relay Payments in 2020 to support their explosive growth plans. She was hired to establish their people function and build it from the ground up. During this time, they have grown from fewer than 10 team members to over 120 globally. Relay Payments is a mission-driven, Series C, venture-backed start-up in the fintech space, headquartered in Atlanta, GA. They are building a contactless payment network in the transportation and logistics industry.

Amy co-founded PeopleCo. to be a strategic partner for founders and a growth catalyst for companies on the rise. Central to her work, of course, is the development and nurturing of a company’s culture. Whether the focus is on foundational elements, like defining core values and communication practices or developing more mature programs to support organizational effectiveness like performance development and engagement initiatives, it’s all in service to ensure that the culture is intentional and aligned with the company’s growth objectives and financial goals.

In her previous life, as chief people officer for Kabbage (recently acquired by American Express), Amy was responsible for building the company’s award-winning culture, driving engagement, and guiding all people strategy initiatives. She oversaw the integration of M+A teams to build and grow capabilities across a diversity of cultures and geographies. Before that, she worked for VSI as a recruiter, people leader, and culture ambassador prior to their acquisition by TransUnion.

She graduated from the University of South Florida with a completely irrelevant degree in Criminology.

LinkedIn

About Workplace MVP

Every day, around the world, organizations of all sizes face disruptive events and situations. Within those workplaces are everyday heroes in human resources, risk management, security, business continuity, and the C-suite. They don’t call themselves heroes though. On the contrary, they simply show up every day, laboring for the well-being of employees in their care, readying the workplace for and planning responses to disruption. This show, Workplace MVP, confers on these heroes the designation they deserve, Workplace MVP (Most Valuable Professionals), and gives them the forum to tell their story. As you hear their experiences, you will learn first-hand, real-life approaches to readying the workplace, responses to crisis situations, and overcoming challenges of disruption. Visit our show archive here.

Workplace MVP Host Jamie Gassmann

Jamie Gassmann, Host, “Workplace MVP”

In addition to serving as the host to the Workplace MVP podcast, Jamie Gassmann is the Director of Marketing at R3 Continuum (R3c). Collectively, she has more than fourteen years of marketing experience. Across her tenure, she has experience working in and with various industries including banking, real estate, retail, crisis management, insurance, business continuity, and more. She holds a Bachelor of Science Degree in Mass Communications with special interest in Advertising and Public Relations and a Master of Business Administration from Paseka School of Business, Minnesota State University.

TRANSCRIPT

Intro: [00:00:03] Broadcasting from the Business RadioX Studios, it’s time for Workplace MVP. Workplace MVP is brought to you by R3 Continuum, a global leader in workplace behavioral health and security solutions. Now, here’s your host, Jamie Gassmann.

Jamie Gassmann: [00:00:25] Hi, everyone. Your host, Jamie Gassmann here, and welcome to this episode of Workplace MVP. This last year brought on an additional challenge for workplace leadership with what some experts are referring to as The Great Resignation or The Great Reshuffle.

Jamie Gassmann: [00:00:41] Turnover in 2021 was 12.2 percent higher than pre-pandemic turnover rates across all industries in the U.S., according to the U.S. Bureau of Labor Statistics. There are varying opinions as to why employees were leaving their current employers over this last year and what some believe will continue into this year. Some feel it was as a result of employees realizing a need for better work-life balance and improved work environment or culture.

Jamie Gassmann: [00:01:11] Employees seeking a remote or hybrid work option, better pay. And some feel it may have just been as a result of people who were already looking to make a change but held off during the volatile times in 2020. And there are, of course, others from both a professional and personal reasoning that drive employees to make career changes.

Jamie Gassmann: [00:01:33] The concern for employers with the increase in resignations and employee movement to other organizations is the cost that turnover can have on the organization. At an average, for every salaried employee who leaves an organization, it can cost the company six to nine months of the employee salary to replace them.

Jamie Gassmann: [00:01:52] But not all turnover is bad. Sometimes it is better for the organization and the individual. But for those employees you want to keep, how do you create an environment that aids in your ability to retain them?

Jamie Gassmann: [00:02:04] Well, joining us today to share her best practice approaches to retaining talent is Workplace MVP and Chief People Officer at Relay Payments, Amy Zimmerman. Welcome to the show, Amy.

Amy Zimmerman: [00:02:15] Thanks, Jamie. I’m glad to be here.

Jamie Gassmann: [00:02:17] So, share with us your career journey to becoming the Chief Police – Chief People Officer at Relay Payments.

Amy Zimmerman: [00:02:25] Thankfully, I actually don’t feel like the Chief Police Officer at Relay. Long story short, I started my career post-college as a substance abuse counselor, which is probably a bizarre journey to where I landed. But as a social worker at heart, I think it shaped in every way the type of people leader that I’ve become.

Amy Zimmerman: [00:02:58] Ultimately, early on, I was a recruiter, and would still say that I identify as a recruiter in so many different ways. But started with a tech company in Atlanta in 1999. I probably just aged myself a lot. The company was eventually acquired by TransUnion. And I stayed on with TransUnion for a couple years as part of the agreement. But certainly learned very quickly that I’m a startup person through and through, and so left and did some consulting after my oldest daughter was born.

Amy Zimmerman: [00:03:35] And then, wound up connecting with Kabbage as a client of mine for quite a while. I actually helped them hire their first team member after they were funded. And eventually joined them full time and was with them pretty much the entire ten year journey to acquisition by American Express in October of 2020.

Amy Zimmerman: [00:03:58] I started consulting again and was introduced to the founders at Relay. And despite not being interested initially in being a full-time team member again, I quickly realized that it was a no-brainer our values aligned in every possible way. And if I was going to do this one more time, I’ve been part of two acquisitions at this point, I figured the third one, I’d go out with a bang.

Amy Zimmerman: [00:04:27] So, I’m at Relay Payments now and started with the founders when they were single digit team member numbers about a-year-and-a-half ago, fractionally. And we’re over 140 team members now and will likely be somewhere around 300 by end of year. So, giant growth plans and an exciting kind of road ahead with these guys.

Jamie Gassmann: [00:04:51] Wow. Very exciting. Can you tell us a little bit more about what Relay Payments does?

Amy Zimmerman: [00:04:57] I can. Imagine, we’re basically like the Venmo in the logistics industry. So, we’re modernizing payments for an industry that’s been ignored for a good while. I would say many of the ways payments is done in logistics and trucking, specifically, is very archaic. There’s lots of paper involved, which certainly leads to fraud, and leads to lost receipts, and lots of wasted time. And so, we’re creating solutions that modernize a very old practice. And as a result, save money in time for the really, really important people who are moving goods throughout the country.

Jamie Gassmann: [00:05:44] Wow. So, from your perspective, why do you think we’ve seen so much turnover in the last year across various industries with having employees leaving their employers?

Amy Zimmerman: [00:05:57] You know, I think a couple of things. You touched on some of them, certainly, and that’s, I think, there was a buildup. I think 2020 was so uncertain that some of the natural attrition that would have happened was delayed. And so, I think the uptick in 2021, for a lot of reasons, made sense. I think the complexity or the piece that probably was a little different or not COVID related necessarily was the fact that people realized that some companies were offering an enormous amount of flexibility and also care.

Amy Zimmerman: [00:06:40] You know, people were burning out. There was this confusion between work-life balance and work-life integration. When does work start? When does it stop? Does it stop? Is it fully integrated? Is there this expectation now that I work all day and all night? Maybe not even imposed by the employer, but self-imposed, because there was some confusion as individual team members about kind of boundaries, et cetera. And so, I think there were a lot of things, but I think a lot of companies got it right and a lot of companies got it wrong.

Amy Zimmerman: [00:07:13] And so, people were sharing stories with friends. I think there was more opportunity. A lot of companies decided that they weren’t confined by their geography, and so they were opening opportunities up to people in other states and other locations. And so, I think the opportunistic reasons that people left probably increased dramatically, in addition to the fact that people from 2020 that hadn’t already started contemplating a move decided to.

Amy Zimmerman: [00:07:49] And the part about companies not getting it right was some companies just didn’t do a good job of investing in their people and staying connected to their people while they were gone. Rewards and recognition, I think, is a giant way you do that, and we can talk more about that. But I don’t think a lot of the companies got that right. And so, there were just a number of reasons why people decided it was time to consider something new.

Jamie Gassmann: [00:08:16] Yeah. So, we’re going to talk a little bit this kind of first part of the show just discussing a little bit of the impact that this has on organizations when you’re having that turnover. So, looking at retention and turnover, what is that impact on the organization from your perspective of both of those?

Amy Zimmerman: [00:08:38] I think aside from the financial cost, which you referenced as potentially six to nine months of somebody’s salary, which is huge, there’s a loss of knowledge that walks out the door that can be hugely impactful, not only on the organization from an expertise and bench strength perspective, but also on the team members.

Amy Zimmerman: [00:09:01] You know, if the person that knows the most is leaving, then (A) We all have to step up in a way that maybe we didn’t have to before. (B) There’s a learning curve that we now need to navigate or figure out. And (C) If I’m the person who knew as much as the person leaving or say the second most, now, suddenly, there’s a burden. I’m feeling all of the pressure to be the subject matter expert on the team or at the company in a way that is imposing. Because I already had a full-time job, potentially, and now, suddenly, everybody’s looking to me to lean on and leverage because some of the other expertise walked out the door.

Amy Zimmerman: [00:09:42] And so, I think there’s obvious impact financially to the bottom line. But I think there’s more subtle impacts to morale and to people that are affected and caught up in some of that, that is harder to quantify, but super damaging, potentially nonetheless.

Jamie Gassmann: [00:10:01] Yeah. And that definitely leads into my next question in regards to, obviously, you can quantify those hard costs. You can put dollar signs to it. But what you can’t put dollar signs to is the soft costs around what happens to your people. And so, let’s kind of dive into that a little bit in terms of, like, the mental health impact or, to your point, the pressure, particularly in situations where maybe that person is trying to step up and maybe not getting noticed. Like, some of that impact that kind of ripple effects that happens from those situations. Can you share a little bit of your thoughts around that?

Amy Zimmerman: [00:10:37] Yeah. I think that’s probably one of the biggest opportunities for an employer to really double down. And when you think about losing somebody that could be material to the business for a number of reasons, sometimes that has a ripple effect. And people start thinking, “Ay yay yay. If that person left, what do they know that I either don’t know? Or they know something I also know, they had the nerve to leave, maybe I should do the same.”

Amy Zimmerman: [00:11:07] And so, in my mind, what an employer should do at that point is really, really double down. First of all, you can start doing stay interviews with some of the more key folks that you’d be in really big trouble if you lost. And, essentially, that’s a conversation where you get vulnerable. You ask, What do you love about this place? What should we do more of? And where are the gaps? What are our opportunities? If you were to leave, help me understand why so that I can try and solve some of those issues, or address some of those issues ahead of it getting you to a point where you’re potentially going to walk out as a result?

Amy Zimmerman: [00:11:50] The other thing is rewards and recognition. If people are working really hard, they want to be recognized for it. I think, you know, a lot of times people think, “Well, that’s what we’re paying them for.” They are being recognized for it. They get a paycheck every two weeks. I would say that’s pretty old school thinking. Companies that are doing the best work at retaining their folks show an enormous amount of appreciation.

Amy Zimmerman: [00:12:16] And so, one of the ways that you show appreciation is through rewards and recognition. And, certainly, there’s a cost associated, but the cost is small. I mean, $100 gift card or a dinner. Public recognition, it really goes a long way. And in many ways, it’s actually more impactful, in my experience, than giving somebody a raise. But giving somebody a raise can be a lot more expensive, but it’s typically private. That’s between you and the team member, and so there’s no public recognition.

Amy Zimmerman: [00:12:47] But when you celebrate somebody’s success, whether it’s a product launch, or whether it’s a customer win, or whether it’s some sort of accomplish toward the company’s goals, the entire company or department or team is actually celebrating. And so, that recognition has a ripple effect well beyond the moment of the discussion or the moment of the acknowledgement. And so, it’s really, really crucial that managers, and owners, and founders recognize the value and the impact of their team members and that they show appreciation for that, and that shows up in any number of ways.

Jamie Gassmann: [00:13:26] They can get really creative in some of those rewards and recognitions as well. So, where do employers go wrong when they’re trying to retain their employees? What are some of the taboo, if you will, things that employers do where you go, “No, no, no. Don’t do that”?

Amy Zimmerman: [00:13:44] So, there’s a couple of things. I will never discourage giving somebody a raise because, you know, money talks. No doubt, at the end of the day, everybody shows up at their job and, ultimately, they’re looking to earn a living to support their lifestyle, their family, et cetera. But it’s not all about money, and there’s a lot of research and a lot of data that proves it.

Amy Zimmerman: [00:14:06] But what a lot of times people do because they don’t know really how to do the softer stuff is they say, “All right. I’m going to throw some money at the person and I’m going to assume that’s going to solve all the problems.” And I can tell you that’s only a Band-Aid. And that is probably the biggest – I was going to say misconception or how much of a misconception it is. But if you think throwing money at somebody is the only way to solve a problem, I think you’re going to be really disappointed in three months when they leave anyway.

Amy Zimmerman: [00:14:38] Because what ultimately will happen is they’ll find somebody else willing to pay them what you’re paying them or more, and they’ll have a clean slate. So, they won’t have the baggage. They won’t have the burdens. They won’t have, potentially, the drama. Whatever it is that has created a negative experience, they’ll literally get to walk away from with a clean slate, in many instances, for more money. Minimally for the same money. And most people aren’t leaving for the same money. They’re leaving for more.

Amy Zimmerman: [00:15:08] But it really isn’t just about the money. It’s really to escape whatever the root cause is that’s creating the issue for the person in the first place.

Jamie Gassmann: [00:15:19] Like, when you think of an employee putting in their notice, is that the time that you offer the money? Or do you be a little bit more proactive prior to that? So, share with me a little bit of your thoughts on that because I’ve heard that throughout my career, and it’s awful. Somebody, when we’re trying to get them to stay, we threw a promotion their way or an extra money their way. You know, it sounds, to me, from some of your comments that that’s just kind of putting, to your point, a Band-Aid on it. And it’s probably not a waterproof Band-Aid, which means it’s going to fall off in a little bit.

Amy Zimmerman: [00:15:54] For sure. And the truth is, it’s too late. Most people understand that accepting a counter is a big mistake because the problems are never resolved. If you were so dissatisfied that you went through an interview process, got another job, and actually resigned, it’s too late.

Amy Zimmerman: [00:16:16] My advice to team members is, if you really want to stay, don’t stick around for a counter. Try and solve the problem before you start interviewing elsewhere. As the employer, if you want to keep somebody, make sure you understand market, make sure you’re paying your team members competitively. You’re not waiting for them to get a competitive offer. You’re actually paying them competitively because it’s the right thing to do for their skills, for their contributions compared to market, et cetera.

Amy Zimmerman: [00:16:43] We do market assessments a couple of times a year. It’s easy to get out of whack when somebody who’s been at the company for a while because, typically, people get raises when they leave. And so, if you’re somebody that’s been at a company for three or four or five years, you’ve potentially missed out on opportunities to get bumps to your salary unless your company is staying on top of how the shift in your comp should be happening.

Amy Zimmerman: [00:17:08] And it’s not three to four percent a year, which might be a fine raise in a customary situation or a traditional situation. But it’s not going to keep you up to market standards if that’s all you’re getting. And so, as the team member, as the consumer, you should also be aware of your value and your worth and having conversations proactively with your manager. Like, “Hey, I’m in this role, this is the value that I add. Market says I should be making X, but I’m only actually making Y. Can we talk about the disconnect?” Because that’s one way you can ensure that you’re going to retain strong contributors, but it’s got to be fair on both sides.

Jamie Gassmann: [00:17:53] And employees should be, you know, comfortable making some of those conversations. It’s okay to bring that up. You may not get what you’re looking for, but being comfortable in having a transparent kind of relationship where you can share that information openly. So, thinking of that, if they’ve got this employee who’s feeling undervalued or isn’t getting something – because I agree, it’s not always about money – how can an employer get that understanding from their employees before it gets to that point where they’re seeking other options?

Amy Zimmerman: [00:18:30] I’ve actually talked a good bit lately about this concept of stay interviews, and it’s essentially the opposite. If you think about when somebody resigns and they’re leaving, it’s pretty customary that companies run an exit interview. You know, what could we have done differently? And what was the ultimate decision that drove your exit, et cetera?

Amy Zimmerman: [00:18:52] So, turn that around. Have that conversation a couple of times a year. If you’re an effective leader anyway, you’re having regular one on ones with your people, you’ve got a relationship, you’ve established a rapport, throw in. And you can Google good questions for stay interview. I mean, there’s just a ton of writing. I’ve written some stuff on it. A lot of people have. And get a list of questions so that you’re not going at it blind.

Amy Zimmerman: [00:19:18] But, ultimately, you’re asking people, what is it that makes them tick? What is it that they need in their career, or in their role, or with the company that brings them joy? How do they feel excited about waking up on Monday?

Amy Zimmerman: [00:19:34] You want your team members to wake up on Monday excited to tackle a new week. Not dreading a new week. If they wake up on Monday and they dread going to work, they’re only going to do that so many times before they decide it’s time to look for something new. And so, if you conduct a stay interview with them ahead of a departure decision, you potentially will retain them. And in the process, you might even retain others, because a lot of times they’re raising issues that other people are feeling and, potentially, just not as brave to bring up.

Jamie Gassmann: [00:20:08] And the stay interview is kind of a newer concept that I’ve heard the terminology for, but there’s been other types with the Traction 555 meetings is a similar concept to that. What’s so powerful about those is, you learn so much about what drives your employee when you’re doing those types of meetings. I mean, you really can get to, kind of what you’re mentioning, what makes them tick, what their career aspirations are, what do they enjoy doing, what would they like to do more of.

Jamie Gassmann: [00:20:42] And it’s really fun, especially if you have new projects that come up, you know who you can assign it to because you’ve got somebody who’s already expressed that interest and you know them better. And I think through that, you just get to know each other better. So, it’s really kind of just a great leadership technique and approach to do as well.

Jamie Gassmann: [00:21:01] But what are some other ways that an employer can help to improve retention? Is there cultural things? What are some other ways that an employer can look to improve retention that maybe is broader, not just with the individual employee, but maybe the employee group?

Amy Zimmerman: [00:21:19] For sure. So, a couple of things. I think really building a strong community where people feel like they belong is a huge thing. If you wake up every day and you’re going to work and you’re part of this really awesome community, and you understand the mission of the company, and you’re excited, and you’re inspired by the mission, that’s a huge way to keep people excited about the work they’re doing and, ultimately, staying on the team.

Amy Zimmerman: [00:21:46] I touched on the idea of rewards and recognition, but people want public recognition, most people do. That’s not to say everybody does. But most people want shout outs. It doesn’t cost anything to give people a shout out when they just knock it out of the park. “Oh, you were instrumental in this new product release. I also noticed you worked round the clock for four days or four weeks to get something out the door, what an amazing, heroic contribution. Also, you missed dinner with your spouse or your kids, how about a $100 gift card so that you can make up that dinner on the company, since the company was responsible for the dinners that you missed while you were in the critical path on this project?”

Amy Zimmerman: [00:22:33] So, there’s free ways to recognize people. There’s inexpensive ways to recognize people. There’s so many different things that you can do from a culture perspective to create a community that people are excited to be a part of, and that will, ultimately, keep people at the company rather than contemplating the grass being greener somewhere else.

Jamie Gassmann: [00:22:55] Great points. Love that. So, we’re going to take a quick moment to hear from our sponsor. So, Workplace MVP is sponsored by R3 Continuum. R3 Continuum is a global leader in empowering leaders to effectively support and help their employees thrive during disruptive times. Through their tailored workplace, behavioral health support, disruption, response and recovery, and violence mitigation solutions, they can help you create a work environment where your employees can feel psychologically and physically safe. To learn more, visit our r3c.com today.

Jamie Gassmann: [00:23:29] So, we’ve talked a little bit about the stay interviews, so I’m going to keep moving here. So, quick question, and we talked about the positive sides of the stay interviews. How can they go wrong? How can they fall apart on the employer? How can, like, what was really well-intended, just go wah-wah?

Amy Zimmerman: [00:23:53] It’s a really great point. And they absolutely can. And I’ll tell you how and that’s, don’t ask people for feedback if you’re not willing to act on it. And that doesn’t mean you have to act on everything. You should acknowledge it. And if you’re not going to act on something, have a dialogue, be transparent about what it is that you’re doing and why, and why what they’re asking for may not make sense for the company or for the team.

Amy Zimmerman: [00:24:20] But if you ask, call it, eight questions, and you have an excuse for why you’re not willing to do anything, it will likely go wrong. Because now I’m a team member who felt supported and cared for. You engaged in an hour long conversation or a 45 minute long conversation. You seemed like you cared about my input. You ultimately acted on none of it. And so, what message did you send to me as a team member? You really don’t care. It was lip service.

Amy Zimmerman: [00:24:52] You know, it’s similar to an engagement survey. When you ask a series of questions, whether it be in a survey or whether it be in person, to your company or to your department or to your team, and, ultimately, take no action, I think you’re sending the wrong message and you would have been better served to not even put yourself out there and pretended to care about the feedback or to care about making any changes.

Jamie Gassmann: [00:25:17] Yeah. I mean, even if you just acknowledge like, “I heard what you were referencing, I will see what I can do to get you more training in that area.” Or just something to show that you’re going to take action with it, even if it’s just, “I’ve looked into that. I’m not able to do that, but here’s why. But here’s what I can do.” So, just kind of having something to fall back on, I could definitely see where that could go sideways.

Jamie Gassmann: [00:25:41] So, something you shared with me previously, and this kind of relates back to where those stay interviews could go wrong as it comes down to the management, and having good leaders that know how to navigate those kind of conversations effectively, or how to model some of that transparency and vulnerability within your organization. So, talk to me about what’s so important about this need for good management? How can an employer ensure that they have that? And what needs to be considered when you’re bringing a new leader on to your team?

Amy Zimmerman: [00:26:16] Great question. And, ultimately – gosh – so many things. I think there’s a lot there to unpack. But, ultimately, if you’re a company who operates from a set of values, which is a shared language between a team member, a shared commitment, a shared language between the team member and the company, your managers should all be bought in, and your managers should all be operating within that framework.

Amy Zimmerman: [00:26:43] And so, if there’s a disconnect between what you as the company, the founder, the CEO, whomever, believes you’re doing and you’re committed to, and you’ve got a manager who isn’t onboard or isn’t aligned or, frankly, isn’t qualified and isn’t operating in the capacity that you expect, they could absolutely be damaging your reputation as an employer, certainly internally and potentially externally.

Amy Zimmerman: [00:27:12] And so, I think it’s important that companies invest in making sure that their managers understand how management happens at the company. And so, developing those managers, developing those leaders, creating a shared sense of language and commitments. At Relay, we talk about continuous compassionate feedback. We talk about saying the last ten percent. We talk about being super transparent. These are all things that we’re committed to as a company and that our leaders absolutely align with and they understand.

Amy Zimmerman: [00:27:52] We’re actually in the process of building out a leadership development program that will run six months. And, ultimately, all of our leaders will go through the programming. It’s not a super heavy lift. It’ll be a 75 minute monthly commitment. And so, if you think about it, that’s not a lot of time for the amount of impact and access they have to your team members who are, ultimately, doing the work and driving the outcomes of the company. And so, there is an investment, I think, required of the company. But if you care about the team and you care about how your leaders show up, it’s probably an investment that’s worthwhile.

Jamie Gassmann: [00:28:32] Yeah. Absolutely. And I’m sure it contributes to this next question of mine for you is that, hearing that term creating a culture of safety. I think your leaders play a big impact on that. But in your opinion, what does that culture of safety look like and feel like in your opinion? And how does that help with retention?

Amy Zimmerman: [00:28:57] Oh, it’s huge. I think that’s part of the hierarchy of needs for humans. You’ve got to feel safe before you can do anything else. And so, I think the same concept applies professionally. If somebody doesn’t feel safe, they probably aren’t taking risks. If they aren’t taking risks, they absolutely aren’t innovating. Which means, they’re doing things the way they’ve always been done before.

Amy Zimmerman: [00:29:22] And if your company is trying to innovate, and trying to stand out, and trying to do something different, how is it possible with people that aren’t willing or able or feel safe taking risks and potentially failing? Because if they fear their job and they think that getting something wrong could ultimately lead to their termination, then they’re probably going to do everything really safe. And that’s not, in my opinion, going to move the business forward.

Amy Zimmerman: [00:29:53] And so, really, really important that you create a culture where people feel safe, and they feel like they can take risks, and they feel like they can actually learn and grow and impact the company in a positive way, which sometimes means you fail first and, hopefully, you fail fast, but only if you feel safe.

Jamie Gassmann: [00:30:12] Yeah. Absolutely. And sometimes that’s a big hurdle to get over, especially for newer employees that maybe are fresh in their careers and not really quite sure what they can or cannot do. So, I love that feedback and that thought process around helping them to feel safe about their role, even if they fail.

Amy Zimmerman: [00:30:36] So, looking at regular feedback, and this kind of ties into that, too, in creating that safety net for employees. That constant feedback, and giving regular feedback, and having that commitment to no surprises, can you share a little bit about that? Because, obviously, a lot of organizations right now are going through their annual review process, and the number one rule of a review is there shouldn’t be a surprise in it. So, talk a little bit about how organizations really need to focus on that feedback, how that plays into that culture of safety, how that plays in kind of this overall concept of retention?

Amy Zimmerman: [00:31:13] Absolutely. If you’re meeting regularly and, as a manager, you should be meeting with your team member if not weekly, biweekly at the very least. And those conversations should be super transparent. I think they should be compassionate, but they should be direct. And continuous feedback is a two way conversation. It’s not happening to me. It’s something that I’m participating in.

Amy Zimmerman: [00:31:38] And so, if you’re committed to continuous feedback and no surprises, it means you’re having conversations about opportunities. “Here’s some feedback. Here’s some things that didn’t really go well this week or last week. And here are some gaps. Here are some opportunities.”

Amy Zimmerman: [00:31:56] If you’re compassionate in your approach and you have a decent relationship with the person, it should be a conversation that’s received well. And if it’s received well, there’s a potential that the person will actually act on the feedback and do better. And you’ll create a situation where you’re turning an average employee into potentially a high performer. If not, and ultimately you wind up having to manage them out of the organization, they weren’t surprised.

Amy Zimmerman: [00:32:27] I mean, it’s one of the things that is absolutely most important to me. I am supportive of firing fast when somebody isn’t getting it. Look, we all make hiring mistakes. We’re human. Sometimes we miss something. And sometimes somebody is just a really good interviewer and then they just don’t show up for the work, whether they oversold themselves or they have other reasons why they just couldn’t show up. But it happens.

Amy Zimmerman: [00:32:57] And being transparent about the gaps, and being transparent about what the needs are, and how the needs of the organization aren’t being met means that if you do ultimately have to have a conversation where you’re parting ways, the person may not be happy with it, but they’re not surprised. And when you blindside somebody and surprise them in that way, it feels like something happened to them and it doesn’t feel fair.

Amy Zimmerman: [00:33:21] And so, in order to create a level playing field where somebody doesn’t feel like something is happening to me and that the company was being unfair, make sure that they’re not blindsided. Make sure that they know and that they have the opportunity to step up or to make changes where they needed to make changes. Ultimately, they could be an amazing employee. It could be that there was just a misunderstanding because the manager wasn’t effectively communicating the expectations. Or the team member wasn’t effectively hearing it. But the more the conversation happens, the more likely it is that you find common ground, alignment, and people really understand how to best work with one another.

Jamie Gassmann: [00:34:04] I think it also goes to, if there is that opportunity for growth and providing that feedback, sometimes you learn a little bit about your employee and how you need to manage them. That’s kind of been what I have found through the years of leading teams. So, looking at pay, you can see the research that sometimes or, actually, is usually the most common reason that an employee leaves an organization.

Jamie Gassmann: [00:34:31] But you have organizations out there that might be smaller or a midsize that they may not be in that financial position to be able to give the size of raise that an employee is expecting. What are other ways that an organization that maybe can’t give a pay raise can show value to an employee that would be enough to help keep them retained?

Amy Zimmerman: [00:34:54] I think there’s quite a few ways. I think showing the impact that the employees work has on the organization’s progress is big. I think one of the biggest ways is sharing equity. I’m a huge fan, and when I do advisory work with startups, I’m always a huge advocate for share equity with the company. If you create a situation where everybody at the company is an owner, everybody is incented and motivated to making that company successful. And sometimes you can get away with being under market on comp because people see the giant opportunity, if indeed it is a giant opportunity, from an upside perspective.

Amy Zimmerman: [00:35:38] And so, I’ve been lucky enough, fortunate enough, to be at companies that did have successful exits. And in each case, every single team member on the company made some money. And in some cases it was life changing. But, ultimately, it was the fruits of the labors paying off, and you don’t always have to be as competitive on cash if you’ve got other ways to incent people and motivate people to contribute.

Jamie Gassmann: [00:36:05] Sometimes it could be in skill growth too. Some of the opportunities that are presented within the organization that you could go and chase a bigger paycheck, but you may not get the opportunity to do something more than what you’re doing now. Can you talk a little bit about that?

Amy Zimmerman: [00:36:22] For sure. Especially in smaller environments. In larger environments, roles are typically better defined and they’re more structured and they’re more siloed. But in a smaller company, you usually have a lot more breadth, and depth, and access, and ability to have an impact. And so, if you’re in a smaller environment and you’ve got a lot of access, you’re going to learn probably at an accelerated pace than any other environment.

Amy Zimmerman: [00:36:49] I tell people all the time, you’re going to get promoted every six months, whether you’re ready or not. So, if you’re working in a high growth, fast moving company, you’ve got to buckle your seatbelt because it’s literally an accelerated MBA that you’re not paying for. What it winds up yielding, of course, especially if you’re in a situation where you’re not making as much money as maybe market or some of the competitive companies can pay, is, now you’ve got two years or three years or five years under your belt and talk about what that does for your value.

Amy Zimmerman: [00:37:24] You know, having a pedigreed company that exited that was well-known from a reputation perspective for hiring good people, putting out good quality products, and, ultimately, having an excellent outcome, you can pretty much pick your next opportunity and the money will be exponential. I’ve seen it a thousand times.

Jamie Gassmann: [00:37:43] Awesome. And, obviously, some of this firm play retention comes down to how do you properly hire the right employees. So, share a little bit about that. I know you talked a little bit about some of the ways you’ve hired in the L&D space and with coaching, share a little bit about some strategic approaches to employee hiring that helps.

Amy Zimmerman: [00:38:05] It’s huge. So, first of all, know your values. Know your company. Know what success looks like. And so, we’ve created this concept called Success Criteria. And, essentially, what Success Criteria is, it’s traits and characteristics that we believe the most successful people at the company possess. And so, we were able to create a scorecard.

Amy Zimmerman: [00:38:30] You hear people talk all the time, “Oh, that person is a great culture fit” or “That person is not a good culture fit,” what’s the barometer? I always ask people, “What does that mean to your organization?” And for a lot of companies it still applies. I think what people think about when they think about culture fit is people’s personalities. Are they going to fit in? Are they somebody I’m going to want to have a beer with? Are they somebody I’m going to want to sit across a room from at a meeting and spend a lot of time with and work with?

Amy Zimmerman: [00:39:02] But how do you quantify that? You know, when you think about D&I, I think about how do you create a more objective interview process to really determine whether somebody’s a culture fit or not. It should have nothing to do with whether or not you want to have a beer with that person. It should have everything to do with their capabilities. It should have everything to do with how likely they are to succeed in your environment.

Amy Zimmerman: [00:39:29] And so, by creating this notion of Success Criteria, you’ve at least objectively identified the traits and characteristics that will drive success. Now, you have to figure out how to evaluate candidates against your success criteria, no doubt. But if you create behavioral-based or competency-based interview questions, you can really zero in on the candidates that actually possess those traits. And so, that’s what we’ve done at Relay.

Amy Zimmerman: [00:39:58] The truth is, everybody, any company, can do a better job. I think we’ve done a pretty outstanding job. Our team is insanely high performing. And it’s very, very intentional on our part in terms of how we set it up, how we’ve recruited, how we’ve onboarded, how we’ve organized. I mean, you name it, we’ve been very, very deliberate and very intentional in all of those structures and all of those processes because I believe culture is a very intentional journey. And if you just leave it to chance, you’re going to have a culture, all right, it’s just probably not going to be the one you wanted.

Jamie Gassmann: [00:40:38] Absolutely. And it starts at the top and it starts, to your point, with an intentional this is what I want for my organization. So, I love that feedback and that advice to our listeners.

Jamie Gassmann: [00:40:49] So, you’ve given so much great advice over this conversation. It’s been such a great conversation. So, if our listeners wanted to get a hold of you to get more information or ask questions around how you’ve structured your hiring process or your retention efforts, how could they do that?

Amy Zimmerman: [00:41:06] I’m on LinkedIn, and that’s probably the best. But I’ve got quite a few advisory clients that I work with in addition to my full-time commitment to Relay in building an amazing team and an amazing culture. But I’m super responsive on LinkedIn, so if anybody wanted to reach out, I’d be happy to respond and be as supportive as I possibly could, given some of the other dependencies and commitments that I have.

Jamie Gassmann: [00:41:39] Absolutely. Oh, it’s been such a pleasure to talk with you and learn from you. And thank you so much for being a part of our show and for letting us celebrate you on our show today.

Amy Zimmerman: [00:41:50] I appreciate that, Jamie. It was a lot of fun.

Jamie Gassmann: [00:41:53] We truly appreciate you being here. And we also want to thank our show sponsor, R3 Continuum, for supporting the Workplace MVP podcast. And to our listeners, thank you for tuning in. If you’ve not already done so, make sure to subscribe so you get our most recent episodes and other resources. You can also follow our show on LinkedIn, Facebook, and Twitter at Workplace MVP. If you are a workplace MVP or know someone who is, we want to hear from you. Email us at info@workplace-mvp.com. Thank you so much for joining us today and have a great rest of your day.

 

Tagged With: Amy Zimmerman, employee retention, HR, Human Resources, Jamie Gassmann, R3 Continuum, Relay Payments, retaining talent, stay interviews, talent retention, Workplace MVP

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