It’s meaningful for several reasons. First, because it means we were able to convince a new set of phenomenal investors, who’ve invested in some of the most impactful companies of the last decade, to believe in our vision and ability to execute on solving a massive problem. They recognized the potential Spekit has to revolutionize the way employees learn and work by leveraging technology, intelligence and data.
Personally, it’s also an incredible achievement for me and my co-founder, Zari Zahra. By raising this round, we proved that two women could succeed despite lacking prior entrepreneurial experience, coding backgrounds, or a Stanford dropout story. We could tackle a problem we experienced firsthand and translate the solution into a successful and growing business (this video snippet by our new board member, Roseanne Wincek, highlights this well!).
In 2021, being female founders who have raised a Series A should no longer be an anomaly. But, the truth of the matter is that we’re still only one of a select few who have reached this point in the software enterprise space.
To me, this is exciting because it means we have the opportunity to be the example that I wish I’d had throughout my childhood, education and career. Today, less than 2% of funds invested in new business ideas go to women. There are a lot of factors that I believe influence this statistic, but the one I have the hardest time coming to terms with is that there are simply not enough women asking for it.
There are not enough women in a position to take a chance on themselves and bet on a big idea. Very few women grew up believing that something like this would be possible. That’s why this milestone not only validates our vision, product and team but also gives Spekit a platform to influence change and be an example for other young girls and female entrepreneurs who dare to dream big.
I’ve spent some time reflecting on what I wanted our readers to take away from this blog post. Part of me is excited to share more about the team we’ll be building and the roadmap we’re executing on but our press release does a pretty nice job of that.
Instead, I’d like to share the vision that has expanded dramatically since we started the company a little more than three years ago. It’s the WHY behind Spekit that makes me excited to get out of bed every morning, fuels me through the ups and downs of scaling a company and drives our team to deliver the same kind of joy to our customers that you’ll see in the video below:
Reverse-engineering for the modern workforce
Science drives everything – the way we heal our bodies, the way we operate, you name it. Yet it’s often overlooked and undervalued when it comes to the way we work. At Spekit, we fundamentally believe that the only way we can solve the challenges that exist in today’s workplace is by leaning on a foundation backed by science. That’s why instead of trying to simply enhance functionality already on the market, we knew we needed to reverse-engineer a solution based on the core fundamentals of how our adult brains function, absorb information, retain knowledge and develop habits.
This shift in mindset provided us the opportunity to build a platform that was beyond simply the latest LMS or a digital adoption tool with extra bells and whistles. By centralizing our focus on how employees actually learn, we were able to flip the traditional model on its head and completely revolutionize the way teams work in the modern world.
Time, massive impact and joy
The three core drivers behind our vision are time, massive impact and joy. Combined, they form the symbiotic relationship that is our vision for the future. Allow me to explain:
There’s a reason you see a never-ending slew of articles on how to be more productive, better prioritize and manage your time. In this fast-paced, always-on, digital age, we are dealing with more distractions and juggling priorities than ever before. As such, there’s nothing worse than wasted time.
I also believe that time is your greatest competitive advantage and I witnessed this firsthand in a previous role. The company was tackling a massive opportunity aiming to bring widespread access to real estate investments. They’d raised $60 million in funding and scaled the team. They had the backing, the vision, the people – but what’s the one commodity they couldn’t buy more of? Time. Without more time to prove the solution, more time to solve the problem, the company didn’t survive.
It’s through those challenges that I saw time in a different light. I wanted to understand where things went wrong. So I looked across the organization, analyzing where our time had been invested. What I saw was hundreds and thousands of hours spent tackling internal challenges around our Salesforce and other technology investments. I saw the months invested in training new employees on everything they needed to know about our tools, industry, vocabulary, processes, policies, competitors, value propositions and sales plays.
I couldn’t help but wonder: what if we had a faster route to onboarding that enabled our new hires to master their roles in weeks instead of months? What if our employees didn’t have to spend hours every week looking for answers to questions, resources and process guidance because it was seamlessly accessible and integrated where they were working? Essentially: what if there’s a better way?
If we had been able to reduce the time spent on those challenges, we would have had:
- More time to put our brainpower and creativity into solving the problem we were going after
- A sales team selling faster and smarter
- Technology investments speeding us up instead of slowing us down
- More time to put toward helping employees master their craft, communication skills and tackling the bigger challenges
This brings me to the second driver…
Spekit isn’t solving world hunger, finding a cure for cancer, or any of the hundreds of more notable and truly world-changing problems. However, millions of employees around the world work for companies striving to solve these challenges. I truly believe that if we’re able to help those employees develop proficiency in their roles or be faster and be more productive at work, then we’re giving them back the gift of time which has the potential for massive impact in their respective companies.
That’s why tackling a problem like learning is so invigorating. It’s a universal challenge. Our customers include nonprofit companies who are protecting our future from the negative impact of technology and media, organizations protecting the future of the environment and health institutions who are helping to distribute the COVID-19 vaccine to the public.
By giving the employees within these companies the opportunity to be more productive and effective in their roles, I hope we’ve played our small part in contributing to the greater good.
This brings me to my last point…
There are few greater things in life than spreading joy.
As someone who dedicates a vast majority of my time to work, I’ve become acutely aware of the impact that work-life has on your personal life. While I greatly admire those who are able to completely turn off work when they get home, I believe many of us have a hard time completely separating the two.
It’s hard to let go of the stress and frustration that a bad day of work has on your psyche, personal life and in return, your relationships.
That’s why building a culture that unifies people, drives personal and professional growth and brings joy to our employees is so important to me.
One of the areas that I believe joy has largely been lost in the workplace is learning. This article eloquently summarizes my beliefs. I truly believe that learning brings a sense of illumination, immediate gratification, fulfillment, a sense of freedom and independence.
Think back for a moment to when you were a child. Remember the joy of learning new facts about the world and the way it works? Yet in the workplace today, the words “training” and “change” are often met with resistance, apprehension and fear.
I think the reason behind it is quite simple. While learning is an innate human desire that all employees have in common, the way we’re delivering that learning is outdated, scientifically ineffective and doesn’t align with the way employees actually want to learn.
The solution? Make learning a natural, integrated part of an employee’s day-to-day. Make it personalized to them, contextually relevant and something that they want to use because it helps them perform better within their roles.
We have an opportunity to make learning less of a tedious obligation or one-time event. We have an opportunity to seamlessly interweave learning into the process of work and create a world where employees actually LOVE to learn. This is how we bring joy back into learning in the workplace. And that is our vision for Spekit.
The digital world is here to stay
While I don’t know what the business world will look like after COVID, one thing I’m confident of is that many companies will adopt a more dispersed workplace or incorporate remote-flexible policies.
With that, a lot will change. The competition to be a company where employees want to invest their time just got a lot higher with thousands of remote jobs now accessible. Your ability to make their lives easier and help them be successful will now be one of your core competitive advantages for both recruitment and retention. Creating a better employee experience is no longer a nice-to-have, it’s a must, and the bar is only going to continue to be raised higher.
I could spend hours digging into how we view the future and what we’re building to accomplish that vision, but these core components should give you a clear understanding of the WHY behind Spekit.
While the thrill of this journey has been rewarding (and incredibly challenging) – this is only the beginning and we couldn’t be more grateful to have the privilege to build this new world.
Thank you to every employee at Spekit who has taken a career bet on us to help see this vision through. Thank you to all of our customers for the trust, support and patience along the way. We are so incredibly excited to make you proud for trusting us to help you build better employee experiences. Thank you to our wonderful investors who have taken this bet on the Spekit team to tackle this problem; thank you for providing such tremendous guidance as we navigate this journey together.
Lastly, thank you to our incredible networks — the friends and family who have believed in us since day one. I know I personally wouldn’t have made it without you.
Cheers to reimagining how technology, data and intelligence can be leveraged to drive learning, productivity and joy in the workplace!
The productivity struggle of remote work (and, what you can do about it)
Watch the Cost of Going Remote on Employee Productivity and Revenue webinar to hear us discuss the results of Spekit’s Cost of Going Remote research report and how leading teams are combatting remote training challenges.
We founded Spekit after experiencing the challenges firsthand on productivity, sharing knowledge and training employees at a fast-growing startup. We wanted to understand how the shift to remote has impacted those efforts, so we teamed up with the Revenue Collective to produce a survey that would give insight into how this transition is impacting the productivity of teams.
Over 190 sales enablement, marketing, and sales leaders at companies ranging from fewer than 10 employees to over 5000 responded. Some of the most critical findings were:
- Employees are context switching (a lot!) – 52% of respondents use 6+ applications daily to do their jobs.
- The rate of change continues to increase – changes in processes or products commonly occur every 2 weeks (44% of respondents).
- Employees feel like they’re on their own (and it’s draining productivity) – now that employees can’t turn to a colleague next to them, 71% said their employees spend about an hour per day looking for answers. 88% of respondents are turning to instant messaging apps (Slack/Teams) to get their questions answered, but often are waiting around for answers.
- Knowledge retention is down – 41% notice a higher gap in retention of training since going remote.
- Morale is down – 74% of respondents say low energy and low morale are the biggest barriers to productivity right now, impacting employee ability to learn (and earn in commission-based roles!)
We’ve compiled the most compelling takeaways in the infographic below for your reference but you can download the full report here:
Most of us working at home are probably not surprised to hear any of the above. Even before the pandemic, we were exhausted by the daily onslaught of constant emails, interruptions, switching between tools and keeping up with frequent change. Shifting to remote work has exacerbated what we were already feeling. We’ve put together this guide applying our combined experience in employee enablement to help you combat the challenges we’re all feeling.
Improving morale and engagement in a remote work environment
It doesn’t take a rocket scientist to figure out that staying inside and blurring the lines between work and home life are taking a toll. Each day feels like the last and we’re all understandably drained. There’s no magic bullet for morale — it’s a dynamic that’s always shifting. Thankfully, there are a few relatively simple practices you can adopt to improve it week over week.
Setting up employees for success
Before we get into solutions, we first need to acknowledge the problem: training isn’t designed in a way that motivates people to learn, and its format often makes it hard to retain the information.
Motivating employees to learn
Despite the best efforts of implementation teams, tools are rarely fully adopted. In fact. less than 40% of CRM customers have end-user adoption rates above 90%.
There are two major factors that influence successful digital adoption: perceived usefulness and ease of use. Perceived usefulness requires that an employee understands the benefits of him/her using the tool so that they overcome their natural resistance to change. Ease of use involves making the tool accessible and helping an employee fit it into their workflows.
Therefore, your most important job is to sell the team on why the new tool or process is important and be thoughtful about how you can make the transition as easy as possible.
- Understand their current experience – sit and watch them work to understand their current workflows. Think about which specific changes you’re asking them to make and how that will impact their day-to-day
- Perceived Usefulness: communicate about the change – show them WHAT the change will be before selling them on WHY it will be a good thing for them. Spend time explaining how this will impact them personally.
Ease: Make changes more predictable and therefore manageable
- Never make changes a surprise, communicate the changes that are coming regularly leading up to the launch. Send reminders. Don’t post on every channel available–you don’t want them tuning you out for being too noisy.
- Follow a consistent sequence of events for every roll out from announcement of the change, to launch, to follow-up.
- Follow a consistent format for emails or slacks detailing changes to make them easily searchable. We highly recommend creating a FAQ Slack channel on the new process or tool so that folks can go find answers to their questions.
- Follow up after the rollout. Hold virtual vent hours – set aside time each week to have them come and share. Where are they getting stuck or frustrated? Is there something you know how to automate or reconfigure that will make their lives easier?
Ease: be thoughtful about the timing
- Don’t roll out at the end of the quarter or before a big deadline.
- We recommend rolling out in the middle of the week to avoid the hectic Monday and checked out Friday dropoffs.
Designing training for optimal retention
Now that we’ve discussed how to increase employee openness to make the change, we should look at how to make the training as effective as possible. There are two big reasons that employees aren’t retaining the training they receive:
- High volume and unhelpful format – Employees are already overwhelmed, so a large volume of information won’t stick. 47% of our respondents admitted that too much information at once is already lowering their team’s ability to apply training. This issue is compounded by Zoom fatigue and increased screen time in the virtual workplace.
- Lack of Reinforcement – 47% of respondents believed that a lack of reinforcement after training was contributing to the decline in teams’ ability to apply the training, but 70% believe it’s the most important characteristic of effective training. Significant time and effort is put into the initial launch, but employees don’t have enough documentation and support to reinforce that training, so they struggle to commit it to memory. They can’t turn to the person next to them to ask a quick refresher question anymore. Even instant messages require some waiting for the information they need.
What you can do about it:
- Make information bite-sized – cognitive psychologists believe that the average person can only hold seven ideas in their mind at once. Don’t try to deliver more than seven bites of information. Make each bite easily digestible by keeping it short and crisp. Especially on Zoom!
- Tell stories to make it memorable – the earliest memory trick in human history is to format information as a story. Use names of real people and tell a story about them running into challenges with the new process or tool, have other people in the meeting helping to problem solve.
- Make documentation accessible – 50% of respondents believe that making knowledge easily accessible in an employee’s workflow. THIS IS A BIG ONE. It’s always been hard, but the virtual setting makes it even harder. Since it’s something we think about 24/7, at Spekit, we’ve put together some best practices:
The companies with the best results have reinvented employee enablement for this new remote environment. With a better understanding of how and where their employees need guidance as they work, employers have started looking to digital enablement solutions like Spekit’s in-app learning platform that surfaces answers contextually, right at the moment of need, wherever their team is working.
As COVID-19 created unprecedented challenges for the airline industry, Southwest Airlines was also shifting to 100% remote and virtual training for their sales team. They turned to Spekit to make sure that employees who were on their own for the first time felt supported, and had what they needed without having to navigate a complicated system or dig through layers of outdated documentation. They consolidated training materials from five different systems into Spekit’s Salesforce integration, so employees can now find everything they need, in bite-sized servings, directly in Salesforce. Southwest’s management team now spends 50% less time communicating new initiatives and process changes and 60% less time developing and creating new training material.
“I have honestly never seen a tool as quickly accepted and loved as Spekit was by our sales Team — it was awesome. The only feedback they gave us was “More” and “Why didn’t we have this when I started?” – Libby Magliolo Manager of Organizational Health, Southwest Airlines
Key takeaways for improving productivity while working remote:
- Improve morale and engagement by meeting and emailing regularly but sparingly and using a uniform structure to avoid noisiness
- Motivate employees to learn by digging into their current practices, understanding the pain points they feel, and communicating how changes will better enable them to do their jobs successfully
- Design training and documentation for optimal retention by keeping it bite-sized, in-context and reinforced. Digital enablement tools, like Spekit, are the easiest way to train, improve performance and roll out changes directly in the apps employees are using throughout their day
Chat with us to learn how teams across industries are enabling and empowering their remote teams with Spekit!
Lets talk about female lead or female founded SaaS companies. Last year, Forbes released its list of the 100 Most Innovative Leaders, ranging from Jeff Bezos to Marc Benioff. A list of incredibly innovative men. That’s correct, there were exactly 99 men on that list and one, single, woman, Barbara Rentler, CEO of Ross coming in at number 75. Yup, Forbes had a whoopsies – that they quickly acknowledged with a follow-up article:
If this isn’t an example of a systematic problem, then I don’t know what is. Now Forbes explained that they used a mathematical methodology to come up with that list. So let’s use some data and maths here to highlight why the example above is simply a poignant illustrative example of a much broader systematic problem.
Looking at the data, to no surprise the leaders of some of America’s oldest corporations like McDonald’s or Nike made the list. However, the large percentage of those innovative leaders were founders of the new generation of corporate America – the big tech companies . From Netflix, to Microsoft and Facebook – they were all listed. They’re the “unicorns” tech companies, the ones that made it beyond a $1B valuation and according to statistics, an accomplishment that only 1.07% of startups can proudly claim – it’s really, really hard.
So the next question is, well, tech companies are “modern” and “progressive” in their cultures compared to more traditional corporate america, right? Why aren’t we seeing more representation and diversity there? Do women and other minorities not start unicorn companies?
Nope. It’s a question of opportunity.
Why is it a question of Opportunity? Let’s take a look.
The road to unicorn for most involves a 5-10 year long challenging process which includes building a world-problem-solving technology from scratch, assembling a world-class team, iterating 1 million times on your messaging until you get it right and creating as much brand awareness as possible to find a repeatable way of selling to customers who love your company and your product to reach $50-100M in recurring revenue. But more importantly, it almost always requires financial backing from the start.
In fact, almost every Unicorn on that list was backed by large Venture Capital firms that took a financial bet on them early on while they were still operating at a loss funding expensive research and development hoping to make a gazillion dollars down the road. Unfortunately, women receive less than 2% of venture funding.
Assuming equal probability of Unicorn status in men or women-led companies, at a 1.07% probability rate it takes 100 women-led companies to guarantee ONE unicorn. Meanwhile, given their current monetary slice of the funding pie, 4900 other male-led companies would have had their shot at it in the process too.
In fact, there weren’t even enough funded companies in 2019, only 2904 companies to be exact, to statistically guarantee that a women-led company makes it to unicorn status in the next 5-10 years from that batch.
That’s maths folks. That’s the systematic issue here.
Unfortunately, similar to the broader racism issue being highlighted across America right now, I can’t explain it. It’s definitely not a question of performance, since companies with diverse leadership have 10% higher EBIT Margin than those with below-average diversity in their leadership. It also can’t be because women-led startups, in a study of 350 startups, delivered higher revenue—more than 2 times as much per dollar invested that those founded by men.
So why might it be? I still don’t have an answer. But I do believe that it is our responsibility, as leaders and future leaders, to start taking proactive steps within our organizations and beyond to increase the odds of seeing maybe one more woman or on that list in the coming years.
Female Founded SaaS Companies and Enterprise Comapnies
To support that effort, we’ve compiled a list below of women-led enterprise software companies in SaaS. That way, next time you’re evaluating two technology options with equal benefits, consider adding a checkbox to your RFP to check for diverse leadership. Of course, that should not be THE criteria to determine your selection, but adding a point for it is bringing awareness and encouraging your leaders and everyone in your organization to proactively remember the importance of this.
CATEGORY: Learning & Development
Founders: Melanie Fellay and Zari Zahra
Spekit is the leading in-app digital enablement and learning platform that helps employees learn their tools and navigate process changes by accessing answers and enablement resources in real-time, everywhere they work. Located in Denver, CO, the company was founded in 2018 by Melanie Fellay and Zari Zahra.
Founder(s): Sandi Lin and Jason Stewart
Skilljar is an LMS company that provides tools and resources for companies to onboard and retain customers. Located in Seattle, WA, the company was founded in 2013 by Sandi Lin and Jason Stewart.
Founder(s): Lisa Skeete Tatum
Landit is a digital platform that is designed to enable and engage women in the workplace. Located in New York, NY, the company was founded in 2014 by Lisa Skeete Tatum.
Founder(s): Therese Tucker
BlackLine is an enterprise financial software company that provides a solution for the entire financial close process. Located in Woodland Hills, CA, BlackLine was founded in 2001 by Therese Tucker who heads up the company as the current CEO.
Hearsay Systems allows financial advisors to connect compliantly through email, text, social media, web, etc with clients. Located in San Francisco, CA, the company was founded in 2009 by current CEO Clara Shih
Founder(s): Cristina Vila
Cledara allows businesses to manage all of the subscriptions they have in one place. Located in London, the company was founded in 2018 by Cristina Vila.
Founder(s): Laure Fisher and Todd Fisher
Call Tracking Metrics is a SaaS company that allows businesses to track their tools and analytics across platforms. Located in Severna Park, MD, the company was founded in 2011 by Laure and Todd Fisher.
Founder(s): Kristine Steuart and Katherine Berry
Allocadia is a marketing solution that helps marketing professionals focus their budget and time to maximise their efforts and impacts for their organizations. Located in Vancouver, BC, the company was founded in 2010 by twin sisters Kristine Steuart and Katherine Berry.
Founder(s): Mada Seghete
Branch bridges the gap between web and applications and allows developers to build links between the two. It provides marketers better insight into campaign analytics and metrics. Located in Redwood, CA, the company was founded in 2014 by Mada Seghete.
Founder(s): Milena Berry and Katharine Zaleski
Power to fly places women in tech in remote positions. It allows businesses to find incredible remote talent to add to their team. Located in New York, NY, the company was founded in 2014 by Milena Berry and Katharine Zaleski.
Founder(s): Stephanie Lampkin
Blendoor was created to help companies find, recruit and hire diverse talent. Located in San Francisco, CA, the company was founded in 2015 by Stephanie Lampkin.
CATEGORY: EVENT MANAGEMENT
Founder(s): Julia Hartz, Renaud Visage and Kevin Hartz
Eventbrite is an event organization platform that easily allows businesses and organizations to coordinate events on their online platform. Located in San Francisco, CA, the company was founded in 2006 by Julia Hartz, Renaud Visage and Kevin Hartz. Julia Hartz is the current CEO.
Founder(s): Mathilde Collin and Laurent Perrin
Front allows businesses to streamline their communication both internally and externally and avoid the problems that often pop up on other messaging and communication platforms. Located in San Francisco and Paris, the company was founded in 2013 by Mathilde Collin and Laurent Perrin.
Founder(s): Melanie Perkins, Clifford Obrecht and Cameron Adams
Canva is an online platform that allows users to easily create graphic design level graphics, images, etc. Located in Sydney Australia, the company was founded in 2012 by Melanie Perkins, Clifford Obrecht and Cameron Adams.
Founder(s): Emma Rees and Kayleigh Kuptz
Deployed is a digital scoping tool that provides guidance through the SoW (statement of work) process. Located in London, the company was founded in 2018 by Emma Rees and Kayleigh Kuptz.
CEO: Jayshree Ullal
Arista is a computer networking company specializing in cognitive cloud networking. It’s platform is an “extensible operating system” that provides networking solutions for large data driven corporations or data centers. Located in Santa Clara, CA, the company was founded in 2004 and is currently led by current CEO Jayshree Ullal.
CEO: Jennifer Tejada
PagerDuty is a SaaS incident response platform that helps companies provide an uninterrupted experience for their customers and end users. Located in San Francisco, CA, the company was founded in 2009 and is currently led by CEO Jennifer Tejada.
Without the help of platforms such as Salesforce, sales teams spend 34% of their time actually selling. Why? They struggle to keep up with the other mundane tasks of the job, such as data entry and quote generation.
Even after companies work hard to implement digital Salesforce adoption during training and onboarding, there are still questions that arise during the process. Unfortunately, having a Salesforce strategy in place sometimes isn’t enough.
Instead, it makes sense to drive Salesforce adoption by utilizing a documentation platform with extensions that provide you with training tips in any application. It makes life easier for your employees and guides them through questions and concerns.
On top of that, however, what else can you do? Here are seven strategies to drive your company’s adoption of Salesforce software. It’ll help make training, onboarding, and even everyday tasks easier for your sales team.
1. Develop a Salesforce Strategy for Onboarding
Developing a strategy for onboarding and training is crucial. And, it should always be complemented by post-training resources. These resources should ensure employees always understand what Salesforce software is and how to use it.
Part of an onboarding strategy includes figuring out what third-party applications you’ll be using to go with Salesforce. Integrating other applications into a sales team’s workflow is crucial in setting them up for success. Think about this early and often.
Think about the functions and features they need to succeed and how you can provide then with the tools to facilitate that success. Then, update those tools as often as necessary for constant improvement.
Companies that adopt technology such as Spekit find that it offers their sales representatives a constant stream of support. And, this is both during and after the onboarding process. This makes it easy to learn how to use Salesforce.
2. Automate Salesforce Tasks
Most sales representatives spend just over a third of their time selling because they have to tackle other tasks such as data entry. This is a waste of their time and, up until recently, it’s been a necessary burden of the job.
However, Salesforce allows you to automate tasks. This is to ensure a more streamlined process for everybody involved.
How? Start early with documentation integration.
You should be able to enjoy one-click integration during the onboarding process. Also, it should automatically map your documentation to where it belongs in Salesforce.
And, that’s just the beginning of it all. Automate everything from transferring data from an email chain into the software to embedding knowledge into the very framework of daily tasks and processes such as browsing on Google Chrome.
3. Customize Training Documents
Training new employees is difficult enough. You’re introducing them to new jargon, technology, and even workflow processes. To make Salesforce adoption easier, customize your training documents to fit your business needs and goals.
This ensures that your employees will be able to understand the value of each function as it relates to their job role specifically. Implement this customization across all documentation, including learning sequences, and PDF training manuals.
A tool like Spekit makes this easy, offering you free customizable training material that ensures you don’t have to start from scratch. Build on what’s offered and tailor it to fit the needs of your employees in order to meet expectations and goals.
4. Have Leadership Demonstrate the Value of Digital Salesforce Adoption
Salesforce notes that buy-in from management is crucial from the beginning. Ensure that your leadership team understands the value of Salesforce so they can effectively communicate that to employees.
However, simply communicating the value isn’t enough. You’ll also want them to demonstrate that they know how to effectively master the platform and harness its power.
To accomplish this, have them engage in activities such as reviewing Salesforce metrics instead of asking for reports in PDF format, making adopting metrics a part of weekly meetings, and collaborating via the platform itself.
5. Implement Adoption Measures Everywhere
With software updates and changes in the business world occurring nearly constantly, it’s easy to see how salespeople and employees, in general, can forget how to use something or be slow to adopt a new update feature.
To make life easier on everybody, implement adoption measures everywhere and caters to different learning styles. This means using videos, documents, and other types of media to help users navigate the software.
Integrate this with a digital adoption platform that allows you to enjoy things such as a Lightning Component, Outlook Extension, and Slack integrations. Wherever your employee is working, they should be just one click away from answers.
6. Make Salesforce Easy to Use
It’s going to be hard to get employees to buy into a Salesforce adoption process if you don’t make the software easy for them to use.
While we’ve essentially been talking about ways to make it easier for employees to use, the best way to find out is to simply ask them.
Figure out which areas your employees are struggling with and work to provide them with more comprehensive training documents and integrations.
Install an extension in Outlook to make accessing content from an inbox easier. Or, provide them with a data dictionary to make managing Salesforce definitions easier, there are ways that you can allow them to almost enjoy learning the software.
7. Install a Digital Adoption Platform
The easiest way to drive your company’s digital Salesforce adoption? Install a digital adoption platform to help you do the heavy lifting. Spekit was built by sales professionals, so we understand the challenges you face.
Spekit is the only Salesforce Certified Partner that works to embed knowledge into the Salesforce process to help you do things like build training processes, facilitate onboarding, drive adoption, and help you stay up to date with changes.
The best part? You can try it our digital Salesforce adoption tools for free by signing up with a work email at spekit.co/signup.
Jeff May, Salesforce Evangelist, Admin, and Developer with a focus on helping clients get the most value from their Salesforce investment, joins the Spekit team!