Communications
Q: What's the value of DySi to the Comms buyer?
Answer: We enable companies to target employees with the right content based on their unique employee profile and reach them by pushing that content directly to their mobile phones, as well as any other communication channel that your organization already uses.
Q: What's the value of DySi to the Marketing buyer?
Answer: Our platform can help you increase brand reach and earned media value by empowering your employees to share company-approved content to their personal social media networks with a single click.
Q: What's the value of DySi to the HR buyer?
Answer: We help companies improve their employee experience by reaching every employee with relevant information, content, job openings, and stories directly on their mobile device, and empowering them to share feedback and ideas.
Suggested Answer: Through open APIs
Q: Name 3 competitors of Dysi?
Suggested Answers: Social Chorus, Workplace, Unily, Everyone Social, Sprinklr, Igloo, Interact, Yammer, Sitrion
Q: Name 3 things the comms director cares about?
Suggested Answer: Communicating initiatives, providing guidelines and tools, formulating the comms strategy from the top down
Q: Name a marketing title that would not be a good meeting?
Suggested Answers: PR. Why? Lack of budget and power. (Use DySi Robyn/ Joelle example)
Q: Name 3 overarching business initiatives HR cares about?
Answer: Employee engagement, Recruiting, Retention
Q: What functionality on posts can be turn off? Also, Give an example of why a customer would use this functionality.
Suggested answer: like, commenting, and sharing
Q: Why is it important to bring IT into a deal early?
Suggested Answer: They can often block late in the deal, can lengthen the security process, and kill the deal due to the perception of added work.
Q: Customer story - Comms, Healthcare?
Suggested A: Sutter Health is a world-class healthcare system with 53,000 employees at more than 100 facilities spread across Northern California. Sutter needed a better way to connect with dispersed employees in hospital and clinic settings who don’t work in front of computers. The organization also wanted employees to have the ability to share content on social media that showcases the exceptional patient experiences created by Sutter healthcare professionals.
The Team Sutter branded platform enables the organization to reach employees anytime, anywhere, and on their terms by delivering relevant content directly to them on their mobile devices. Additionally, Team Sutter provides insights into the impact of communication efforts by measuring both employee engagement with company messages and how much content is being shared on social media.
Customer story advocacy- Financial Services ?
Suggested Answer: Capital One knew the additional rules companies in the financial industry face when talking about themselves and their products in public. They also knew the value of Employee Advocacy, which allowed employees to talk about Capital One culture via social without breaking federal rules. They wanted a way to migrate from their homegrown Employee Advocacy program to one where the could track progress, and have proof of compliance around Federal financial communications rules.
Capital One began by creating proactive internal partnerships with other departments that would have a say in how a platform was used: legal, compliance, and HR. They then placed a strong emphasis on social media training, stressing that people share with their own voice. The program started with a small group and a narrow focus of content, but with scalability in mind from day one. Analyzing content performance allowed them to find out what items resonated, allowing program managers to find similar content for distribution
Q: Customer story HR comms in retail?
Suggested Answer: Wawa - The iconic East Coast chain of 24-hour convenience stores has 30,000 employees at more than 700 locations. It was a constant challenge for Wawa to connect with a dispersed workforce consisting largely of hourly, shift-work employees who don’t have access to corporate email. The organization also wanted to give employees the ability to be advocates for the company by sharing content with their social networks that highlight Wawa’s great work environment.
The platform, branded “The Honker” to reflect Wawa’s goose theme and fun loving culture, revolutionized communication at a company where store employees previously were relying on backroom posters as a main source of important information. Frontline workers finally have access to all the information easily accessible on their mobile devices that helps them assist customers. The Honker also makes employees feel like they’re part of a larger community beyond their individual store
Q: What functionality is in our product pipeline that will increase engagement on Desktop?
Answer: Live Streaming, Dashboard App
Q: What is "Smart Content?"
Answer: Intelligent content feed -powered by IBM Watson’s Artificial Intelligence (AI) technology -allows customers to efficiently curate and disseminate timely, relevant content, specifically tailored to employees across roles, geographies, or business units, increasing productivity and employee engagement
Q: Name 3 characteristics of a comms golden prospect?
Answer: Published/writes content on LI, 2-5 detailed sentences about job description, active on twitter, Former worked at a DySi Customer,
Q: What does the VP marketing care about?
Answer: Lead generation, brand development, consistent marketing message, and positioning
Q: Name 3 characteristics of an HR golden prospect?
Suggested Answer: Managers/oversees the intranet, shares HR content on LI/ Social, actively contributes to culture initiatives/ engagement,
Q: Other than posts, what are the remaining three content type?
Suggested Answer: Newsletters, Broadcast, survey/polls
Q: Name 3 advisors of Dysi ?
Suggested Answers: Ted Rubin, Mark Ragan, Tony Zingale, Michael Brito
DAILY DOUBLE!!!!
Q: You are the CCO at a large hospital system and want to invest in deploying Dynamic Signal to 200,000 employees. You go to your CEO and CFO and tell them it will cost $3-4 million dollars a year. They ask you what the ROI would be from this investment. What would you tell them?
**The point of this question is to think how to convey ROI, several answers apply.
Suggested Answer: It costs on average $4,000 to hire a new employee, if we can increase engagement and retention by a mere percentage, we save you thousands of dollars.
Suggested Answer: How much does DySi cost cor employees, $20, from a marketing perspective what is the dollar amount each social share generates.
Q: What percentage of Deloitte employees drive web traffic?
Answer: 60%
Q What does a VP of HR Prioritize?
Suggested Answer: Plan and coordinate the administrative functions of an organization, over- seeing the recruiting, resolving employee conflicts and addressing concerns, maintaining records of all employee information, interviewing, hiring, training, and on-boarding of new employees while striving for transparency and inclusiveness amongst employees
Q: What are two of the ways our customers can get employee information onto our platform?
Suggested Answer: CSV (comma separated values) files, and HRIS integrations
Q: What are two of the ways our customers can get employee information onto our platform?
Suggested answer: CSV (comma seperated values) files, and HRIS integrations