Mediaboss Marketing

The coronavirus outbreak has fast-tracked the spread of the internet not just because of the competition among the service providers but also governments.

Marketing in the virtual space is a different ballgame even though the principles remain the same. Even large enterprises struggle to find a toehold in this space, so it is almost a level playing field, provided small and medium enterprises (SMEs) know how to make the most of their limited resources.

I am not going to explain Internet marketing in this article. I will address a simpler marketing scenario involving the internet but this one is through the email route and far cheaper for SMEs.

Today businesses send email newsletters to a large number of prospects. There are several types of services available in India. These organisations charge you for the number of emails they would send your newsletter to, just like a direct mailing service provider does. There are a few service providers in the US which will charge a percentage of the business generated through the email contacts provided by them.

Getting your newsletter into your prospects in-box is not the real task but making them read is. Prospects are getting more sophisticated about email management. They get inundated with spam and scam mails and many filter out what they don't want to receive.

It is up to you to email them something that they want to read. Here are a few pointers on how to do that:

1 Keep your email newsletter informative

Its main purpose is to build awareness and credibility. If it generates sales, so much the better but that is a secondary objective. If you focus on providing information that is of interest and value to your prospects, something that would help their businesses, you stand a better chance of not getting filtered out.

Mind you, that is half the task done. Since most seasoned internet users know how to duck spam mails, avoid using phrases like how to become a millionaire overnight or work from home and make Rs 50,000 per month or Reply immediately, etc since these are known ways of spammers.

2 Keep your message brief

Confine the newsletter to one topic and make sure it is easy to read. The easier it is to read, the more it will be read. Have a relevant subject heading, so that only the real prospects will be interested in it. In any case, you do not need people who are not interested in your message.

3 Be consistent with your choice of topics

You will be using your email to establish credibility, so you will want to concentrate only on topics that have to do with your business and help theirs. This is very important but few businesses practice it.

4 Stick to one voice

Use one writer (you, a member of your staff, etc) for all your newsletters. When you use multiple writers, you will project at the very least, slightly different points of view or writing styles. This could affect your newsletter's credibility.

5 Keep your newsletters timely

Arrange your topics in a logical order that makes sense to your prospects. For instance, if you are providing information about how to deal with a holiday sales slump, send it in late March. If you are discussing trade shows, you probably want to release it in winter when these events are going full steam.

6 Keep a regular frequency

Plan six months' worth of topics and publish the newsletter at least every other week. The frequency will create awareness among prospects. Planning will enable you to publish worthwhile topics and achieve credibility.

How do you get prospects to subscribe to your newsletters? Here are some ways to get people to subscribe to your emailed newsletter:

>>Post your newsletter on your website and include an easy-to-fill-out subscription notice on all your web pages.

>> If you want people to subscribe from your website, you need them to visit it, so include your website address on all your correspondence. The more people you get to visit your site, the more you get to subscribe.

>> Find relevant websites that host or post email newsletters and get your information included on those sites.

While sending e-newsletters, do include a highlight in each of them that provides guidelines to prospects on how to opt out or unsubscribe. Ensure that you stick to their evolving preferences.

Read the rest here:
E-newsletters must be an integral part of SME marketing - Moneycontrol

Its 2022 and just when you thought the United States vice president, daughter of immigrants and immigration czar Kamala Harris, might have spent the holidays thinking about how to up the ante in the new year, she does something completely politically unsound.

Last week, Harris office announced she has hired Detroit-native Jamal Simmons as her new communications director. He is set to replace Ashley Etienne, who left the office late last year, along with Symone Sanders, who was Harris chief spokesperson and senior adviser. Harris is also losing Peter Velz, her director of press operations, and Vincent Evans, her deputy director of public engagement, who is headed to direct the Congressional Black Caucus, as her first year continues to be dogged by reports about dysfunction within.

But now the dysfunction has made another public appearance as somehow, Harris office hired Simmons without doing a thorough vetting of all his communication, including his tweets.

And Simmons has been a bad boy when it comes to immigrants. So much so that even Donald Trumps dragon, Stephen Miller, agreed with him at one time.

Note: If Stephen Miller agrees with anything you say as a so-called left-leaning liberal analyst, then you should sign off and run for the hills.

Simmons, who has contributed to political analysis on CNN, CBS News, NPR, ABC and MSNBC and worked in politics for two decades, according to his bio, seems to have a problem with undocumented immigrants that has now caused him to apologizelikely insincerely.

Memo to Mr. Simmonsif you have to apologize for something you wrote, then you should not have written it in the first place.

So heres the lowdown. In one resurfaced tweet from November 2010, Simmons wrote: Just saw 2 undocumented folks talking on MSNBC. One Law student the other a protester. Can someone explain why ICE is not picking them up?

That wasnt enough or maybe it wasnt loved or retweeted enough. The same day Simmons posted again: Ill try this again. Just saw 2 undocumented folks talking on MSNBC and have a serious legal question. Why wouldnt ICE pick them up?

And then came the third tweet as Simmons obviously was extremely moved to anger by these poor undocumented immigrants.

We shld harden borders & ease visas/find ways to bring undocumented into legal status/punish employers. My was common sense one, Simmons insisted in a third tweet.

The messages drew attention from Miller who agreed with Simmons.

I agree with @JamalSimmons, he tweeted. If you break into our nation there must be deportation.

Fast track to 2022. Simmons for his part is now busy apologizing as he tries to do damage control to ensure he keeps this job. In a statement to CNN, Simmons wrote, As a pundit for much of my career I have tweeted a lot and spoken out on public issues.Sometimes I have been sarcastic, unclear, or just plainly missed the mark. I sincerely apologize for offending those who care as much as I do about making America the best, multi-ethnic, diverse democracy it can be. I know the role I am taking on is to represent the Biden-Harris administration, and I will do so with humility, sincerity and respect.

And on Friday, he wasnt done apologizing as he tweeted: For the record, Ive never advocated for, nor believed that Dreamers should be targeted by ICE agents. Ive been for DACA + comprehensive immigration reform for years. Frankly, its depressing ppl can forget about every other thing Ive said in public on this bc of bad tweets.

That is hardly an apology. Sounds more like arrogance as his own words have come back to bite him in the backside. Perhaps he should be apologizing to the undocumented immigrants he smeared and to all immigrants for being a xenophobe like Miller and Trump.

I agree with Washington State Democratic congressional candidate Stephanie Gallardo. Simmons tweets disqualify him from being communications director to the nations VP and immigration czar and from any post in the Biden administration. If he had to go through any confirmation process he would be disqualified, so why should he be kept around to take up the post?

If VP Harris has any political savvy, she will revoke this appointment. There are numerous qualified persons available; no need to settle for an anti-immigrant tweeter and so-called pundit.

Simmons is entitled to his opinion as a private individual and pundit but not as an employer to be paid by taxpayer dollars.

Harris, as a daughter of immigrants, should not entertain anyone with even a hint of loathing or xenophobia. If Simmons had said something against the LGBTQ or Jewish community he would be instantly disqualified. Why is it okay for him to get away with this because its undocumented immigrants?

It is not okay, and Kamala Harris should know that and revoke this appointment now!

The writer is publisher of NewsAmericasNow.

See the original post here:
Why would the US' VP, immigration czar, and daughter of immigrants hire an anti-immigration Tweeter? - Amsterdam News

Cryogenic Label Market: Overview

Cryogenic labels are designed to indicate the lowest temperature suitable for storage purpose. The labels are developed in a manner so that it can be readable and stay adhesive for required time period. Cryogenic labels are meant to be stored at very cold temperature, hence, combination of laminate and adhesive are used to manufacture the labels so that it can stick to the container for very long period of time.

The global cryogenic label market is primarily driven by healthcare industry. It is used to label the urine and blood samples. Thus, players operating in the cryogenic label market keep a track of change in trends in the healthcare industry.

Cryogenic labels aids to mitigate the error for biological test. Writing the information directly on the sample container could be altered using the cryogenic labels. Further, increase in the number of diagnostic centers from the healthcare industry is anticipated to boost the global cryogenic labels market during the forecast period.

The upcoming reports provides comprehensive details about key factors driving the growth of the global cryogenic labels. It includes details of various segments and drivers likely to boost market in the tenure of forecast period (2019-2027). Further, factors which may restrain market growth is also discussed in the report.

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Cryogenic Label Market: Notable Developments

The section of the report aims to provide on-going development in the global cryogenic label market and its impact on future growth of the target market. The developments are anticipated to escalate the market growth.

In January 2018, Avery Dennison RFID expanded its pharmaceutical and healthcare branch to include new UHF RFID inlay solution for operation in a broader medical environment.

Similarly, in August 2017, Bradys Brand Protection business signed strategic partnership with Kezzler and Honeywell to introduce product authentication labelling and tracking of a leading industrial product.

Some of the key companies operating in the global cryogenic label market are

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Cryogenic Label Market: Key Trend

The global cryogenic labels market is likely to grow on back of healthcare industry. Increase in number of diagnostic center for biomedical and biological tests to diagnose the disease is one of the key driving factors for growth of the global cryogenic label market.

Cryogenic labels are easy to stick, durable, and cost effective. These factors conjointly are projected to drive the global cryogenic label market.

Range of a cryogenic products such as laser sheets, containers, indicator, vials, rolled labels, and racks are widely used in the cryogenic process. Further, demand for cryogenic label is anticipated to be driven by improving facilities and operational activity in healthcare industry.

Meanwhile, cryogenic label market is witnessing demand from fish shipping industry, wherein fish is stored in low temperature to prevent spoilage.

Besides biological samples, cryogenic label sample is also used while storing beverage and other food items.

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Cryogenic Label Market: Regional Analysis

In the regional segment, Europe is anticipated to emerge as largest space for cryogenic labels due to growing healthcare services. Meanwhile, North America and Latin America are likely to follow growth trajectory of Europe cryogenic label market.

On the other hand, Asia Pacific cryogenic label market is anticipated to register progressive growth rate during the forecast period. The growth rate is attributed to growing healthcare facilities and rising trade for the processed meat.

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See the article here:
Cryogenic Label Market | Healthcare Industry Is Anticipated To Boost the Global Market | Forecast Up To 2029 - Digital Journal

WASHINGTON, Jan. 10, 2022 /PRNewswire/ --Dan Stein, president of the Federation for American Immigration Reform (FAIR), issued the following statement in response to New York City Mayor Eric Adams allowing a bill to become law that would permit citizens of other nations including some illegal aliens to vote in citywide elections:

"America was founded on the principle that sovereign people should determine their own destinies. Yesterday, the new mayor of our nation's largest city unequivocally rejected that founding principle by empowering citizens of other nations to determine the outcome of local elections.

"The right to vote is at the very core of the principle of self-determination and what it means to be a citizen. By allowing this extreme voting bill to become law, Mayor Eric Adams has taken the most damaging step in the Democratic Party's ongoing efforts to erase any distinction between American citizens, green card holders, guestworkers, and those here illegally.

"About 1.1 million votes were cast in the recent mayoral election. With the addition of some 800,000 foreign nationals to the voter rolls, they will almost certainly have an impact on the outcome of future elections. This number is sure to grow due to an increase in all forms of immigration under President Biden, as well as the fact that you only have to live in the city for 30 days to be eligible to vote.

"The actions of the City Council and new Mayor Eric Adams will harm all Americans in New York City, as citizens of other countries will decide how they are governed which is the very antithesis of self-determination. We encourage New Yorkers to challenge this measure in court, as it violates the state's constitution and election law."

Contact: Matthew Tragesser, 202-328-7004 or [emailprotected]

ABOUT FAIR

Founded in 1979, FAIR is the country's largest immigration reform group. With over 3 million members and supporters nationwide, FAIR fights for immigration policies that serve national interests, not special interests. FAIR believes that immigration reform must enhance national security, improve the economy, protect jobs, preserve our environment, and establish a rule of law that is recognized and enforced.

SOURCE Federation for American Immigration Reform (FAIR)

Excerpt from:
Citizens of Other Nations Being Used to Disenfranchise New Yorkers, Charges FAIR - PRNewswire

Weve all heard the horror stories-;huge companies where every person is solely looking out for their own promotion or where managers dont care about the growth of their employees and even take credit for their ideas. Employees at these companies can begin to feel undervalued and underpaid, and they quickly burn out.

Post-pandemic, more and more Americans are calling it quits on miserable workplaces, so much so that we are facing an era dubbed The Great Resignation. There is greater fluidity in the workforce, and it is easier than ever for employees to leave one company for another, more enticing offer. Companies that dont give their employees a reason to stay will be left high and dry, begging them not to jump ship.

So, how can companies hold on to their employees?

If you want to create a workplace with a loyal, driven, and passionate team, read on for the four steps you need to take to help your employees thrive.

1. Show them you careThe first and most fundamental step in building a healthy company is to show everyone in the workplace that you truly care about them. If employees feel disregarded and replaceable, no amount of paid time off or vacation days will make up for their unhappiness. Take the time to listen to their needs and do your best to accommodate them whenever possible.

Its not enough to only care about how your employees can improve your company. You need to look at each of them holistically, remembering that they are filled with their own unique dreams, challenges, and talents.

Show your employees you are invested in their lives, careers, and long-term successes. Ask them about their future goals and help them align those goals with what they are doing now through mentorship and thoughtful project assignment. And, of course, one of the best ways to show your employees that you care is to pay them a rate commensurate with the market.

The good news is that this goes both ways. If you believe in, support, and care for your employees, they will believe in, support, and care for your company.

2. Provide space for communicationIn the same vein, you need to create time for regular check-ins with your employees. Set up a system so that every employee has the opportunity to meet with their manager, someone in HR, or senior management at a regular interval. What is right for your company might vary, but we have each employee meet with their manager weekly for a quick check-in, they meet with someone from HR once a month to discuss overall career trajectory, and we do quarterly performance or MBO (management by objectives) reviews as part of an annual review process that senior management gets involved with. Again, the participants and frequency of these meetings can vary dramatically based on the needs of your company. What is important is that each employee feels like they have both a voice and an advocate for their needs.

At a previous internet marketing company, I implemented a practice called Starbucks Stopovers, where Id invite new hires to coffee to connect and discuss their aspirations for the future. While I cant take folks in a remote working environment out face to face, I am always available to meet with every employee. As weve grown, Ive had to switch from monthly meetings to quarterly or annual one-on-ones. We discuss both their short-term goals at the company and their long-term goals (wherever they might take them). If, 12 months from now, theyd like to be making more money or be placed in a different position, we go over what they need to do in order to accomplish that goal. And because I cant meet with everyone one-on-one as much as Id like, we have a short company meeting weekly so I can chat with everyone on Zoom.

These check-ins also create a space for honesty and transparency about the company. Include your employees in the growth of the organization by asking them questions about whats working and what isn't: What's one thing you like about the company? and What's one thing you would change? By giving employees a space where their opinions are heard and valued, you strengthen their attachment to and investment in the company.

3. Prepare them for the futureUnderstand that your employees may not work for you forever and try to send them off in a better position than they were in when they arrived at your company. Consider how you can nurture their personal and career growth during project assignments and wrap elements of their goals into their current work experience.Our first intern started at our company straight out of college, unsure of where exactly she was headed in her career. Over the three to four years she worked for us, she tried many different roles and eventually decided she wanted to become a programmer. We gave her experience, but we didnt have the exact role she needed at the time. So, we supported her transition with training and referrals into a position at another company where she could learn and grow. Years later, she has become an experienced mobile developer at a well-known internet streaming organization, and we are considering reaching out to her about working for us again.

By preparing your employees for the future, you are not only doing yourself a service by creating a well-trained staff but also setting yourself up for success down the line. As a leader, you never know when you might run into or need an old employee. Investing in your employees makes them more valuable to you, whether that payoff comes now or later.

4. Trust your employeesCreate a rewarding environment where employees contributions are appreciated and where a measured amount of autonomy is encouraged. During check-ins or meetings, give your employees explicit goals with a timeline attached. Assign them a manager who will be there to assess their progress and be ready to jump in to help if needed.Many thought leaders today say that we have to give people a safe place in which to fail, but I dont want to put anyone in a situation where they might fail on a large scale. When assigning employees new responsibilities, match the level of freedom provided with their level of experience. You cannot let people make decisions they are not prepared to handle. Start employees off with reasonable goals where a small degree of failure is an acceptable cost for the growth they will acquire.

We are preparing to promote a long-term employee to vice president of operations. With this promotion, I want her to succeed and the company along with her. However, there are areas of the job in which she is not yet experienced. To help her transition, we have regular conversations about how she can thrive and which tasks she is ready to take on as she grows into the position.

Employees want to be trusted and given growth opportunities, but it is also on you as a leader to be proactive and guide them along the way. Your company cannot thrive if your employees dont.

Of course, all of this is easier said than done. It will take time to build trust, care, and communication into the ethos of your company, and my tactics are not foolproof. You may still see some employees leave even after you have gone through these four steps. However, I don't recommend any of this without my own experience to back it up-;our company hasnt had a single person quit in the last five years (yes, really).

By serving the needs of your employees, you serve the company. A healthy company is built when people are working with those who respect them, doing work that is rewarding, receiving compensation that matches their experience, and improving their future career prospects.

Investing in your employees is not just the right thing to do as a human being. Its also the best way to create a strong company culture with loyal employees who want the best for the future of your company.

More here:
4 Steps to Help Your Employees Thrive | Inc.com - Inc.com