Today is Growthinker Jen Kozakiewicz's Birthday.
We hope you have a great birthday today!
Today is Growthinker Jen Kozakiewicz's Birthday.
Today is Growthinker Jen Kozakiewicz's Birthday.
We hope you have a great birthday today!
From Venture Beat
Hubspot is the number one deployed marketing automation system on the planet. However, Marketo has top market share for companies with websites in the Alexa top 100,000 — and the top 10,000, and the top 1,000.
If you just look at Alexa top 1,000 sites, Hubspot is actually in seventh place behind Oracle’s Eloqua, Salesforce’s Pardot, DemandBase, Leadlander (a marketing automation system I’ve never even heard of), and yes, first-place Marketo.
“We added a ‘Datanyze Universe’ option to our free Market Share data so that you can see the market share for companies for all of the websites we track,” Datanyze marketing head Jon Hearty told me via email.
The product’s not perfect yet. I noticed a few companies in the mix, such as VisualRevenue, that are misclassified as marketing automation solutions. But there’s real value here in being able to examine configurable slices of the market: 11 million global sites, or just the Alexa top 100.
Above: Share in the top 1,000 sites. Ignore Visual Revenue, which is not a marketing automation solution.
What it essentially does, beyond showing market penetration, is reveal company strategy and product focus.
Clearly, a company whose products are mostly adopted by large enterprises will have fewer overall installs just because there are fewer large companies than small.
Hence Marketo’s lead when you look at the top 100,000 sites on the Internet … since the largest sites tend to come from larger companies. And a company whose products are mostly adopted by smaller companies is more likely to have a larger number of installs.
That all correlates with what we know from VB’s 1,000-person marketing automation survey: seven to ten percent of Hubspot’s clients have annual revenue over $500 million, while the vast majority are under $25 million. And 25 percent or more of Eloqua’s clients have annual revenue of $500 million or more.
There are other interesting little quirks in the data.
For instance, Performable, a marketing automation system that Hubspot bought three years ago, still has active tags out there in customers’ sites. And that platforms which don’t get a lot of press, like Salesmanago out of Poland and LeadLander, whose website looks like 2004 wants to live on, are much more active than typically given credit for.
Leadlander not only beats out Hubspot for Alexa top 1,000 websites; it sits eighth among marketing automation solutions in the top 100,000 sites.
The new data is freely available from Datanyze.
Our very own Mr. Jay Turo presenting on private equity and technology investment opportunities at our in-office luncheon.
Thank you to all who attended and for those who helped out!
Today is Growthink Vice President Jeff Jones nine year anniversary with the company. Jeff - it has been a privilege and a honor to work with you all of these years - and a lot of fun too! Thanks for all of the amazing hard work and attitude and look forward to all of the great successes to come for us all!
NEW YORK--(BUSINESS WIRE)--Entrepreneurs remain confident about business prospects, but their top
priority continues to be maintaining current sources of revenue. Cash
flow concerns have fallen to pre-recession levels (49%, matching fall
2007 and down from a high of 66% in spring 2011). In addition, fewer
business owners say they are “stressed-out” by the economy (56%, down
from a high of 70% in spring 2011) and more feel confident in their
ability to access the capital needed to grow their businesses (72%, the
highest figure since the question was first asked in 2002).
“The recession’s silver lining is that small business owners have become more adept at navigating an uncertain economy, gaining valuable experience and putting it into practice along the way”
This spring, small business owners are on a better path to achieving their long-term goals. According to the American Express OPEN Small Business Monitor, 54% of small business owners say they are on track to save for the retirement they want (up significantly from 37% a year ago) and fewer (65%, down from 73% a year ago) are worried about setting aside the estimated average $1,170,000 they say they need for the retirement they want.
Small Business Growth Pursuits Are Well Within Reach Despite Economic Uncertainty
Regardless of the economic climate, growth plans are still in the cards, as:
“The recession’s silver lining is that small business owners have become more adept at navigating an uncertain economy, gaining valuable experience and putting it into practice along the way,” said Denise Pickett, president, American Express OPEN. “While they remain optimistic and confident in their ability to manage their businesses, entrepreneurs are realistic that challenges may arise and look beyond themselves – recognizing the importance of community and networking – understanding they do not have to go it alone.”
As they look to expand, small business owners report that they appreciate the importance of connecting with peers and becoming part of a like-minded community.
Hiring Flat, Productivity Up; Social Media Expert Trumps Accountant as Most Helpful New Hire
Examining the linkage between growth and hiring:
With hiring lower on the priority list, business owners recognize the value of their current employees especially as they serve customers:
Social Media Usage on the Rise; But Many Find it a “Time-suck”
Business owners continue to look for cost effective ways to reach customers:
The secret to true happiness? Ask an Entrepreneur
Significantly more business owners say they are:
Additional survey results including findings by industry, geography and gender are available by contacting Alex Della Rocca at 212-539-3203 or email@example.com.
Survey Methodology American Express OPEN Small Business Monitor, released each spring and fall, is based on a nationally representative sample of 1150 small business owners/managers of companies with fewer than 100 employees. The anonymous survey was conducted via telephone by Ebiquity Research February 24-March 18, 2014. The poll has a margin of error of +/- 3.0%.
Congratulations Luke - what an exciting opportunity for you and the great entrepreneurs attending!
After such a successful SXSW V2V Mentor Program in 2013, we are thrilled to announce our first batch of confirmed Mentors for the 2014 event. This is really an impressive crew of thought leaders from a variety of industries across the country. No matter where you are in the process of pursuing your dreams, we have a mentor that has trod the path before you and will help you tackle the next steps. Our extensive Mentor Program is the cornerstone of SXSW V2V, designed to provide you with the support, advice and expertise to take your idea to the next level.
We congratulate and welcome our newest Mentors to SXSW V2V:
Danny Fraser, Head of SEO at Romman Inc
Frank Gruber, CEO & Cofounder of Tech Cocktail
Jennifer Peck, Director of Media Relations at Banjo
Joseph Kozusko, President & Founder of FreightStop
Kimberly James, Owner of CBM Records
Luke Brown, Senior Engagement Partner at Growthink Inc
Marcus Daniels, Managing Director at Extreme Startups
Mark Drosos, President of Lodestone Social Media
Marta Voda, Talent Acquisition at Viacom
Megan Adams, Director of Communications at Knock Twice LLC
Look out for more SXSW V2V Mentor listings to come, and keep your eye on the V2V website for more information on how to reserve your time with one of these 100+ all-stars!
V2V badgeholders have the exclusive opportunity to meet with these stellar Mentors, so if you have yet to register for the event, do so today before the price increases on Saturday, April 26.
Have any interesting people to suggest for the SXSW V2V Mentor Program? Please don't hesitate to contact us at any time.
Post written by Kathryn E. Irwin.
Growthink Team and Fans of Growthink,
GREAT client kudos below for Growthinkers Jeff Jones and Phil Chau - GREAT job guys!
The work you and Phillipe did on my plan is being reviewed...in New York...thank you and Phillipe again for your awesome business plan along with my creative guidance accompanied by you guys own extraordinary expertise.
Jay-you have amassed a great team at Growthink.
You can't have a successfully growing company without a solid, sustainable culture. Master coach Jack Daly has finally put the keys to building an incredible culture into his wonderful new book, Hyper Sales Growth: Street-Proven Systems & Processes; How to Grow Quickly & Profitably.
Management is often told to build a great culture, but do they really understand what it means to do so?
Daly clearly defines culture as the unique personality of your company--the people, the environment, the "feel." Great companies build it with intention, because, as Daly says: "You can't fake culture." Culture does more to bring great people in, keep them there, keep them happy, and keep them working longer and more productively than any other factor. Daly points out that to have a successful business you must create an environment where people want to go to work vs. have to go to work. Daly's motto: "Put the F word back in business. Make it FUN."
Daly rightly observes that many business leaders will design and articulate an ideal culture but never actually install the systems and processes needed to make sure it gets started and is upheld. Below are the four systems Daly says you need to build a killer culture.
1. Systems for Recognition
Daly explains that the people who work in your company should feel recognized and valued, from the very first day they start work. He suggests you should never start new people on a Monday, when things are unorganized and hectic. Instead, bring them in when things are humming and make their first day a day to remember.
With your existing staff, small but regular gestures go a long way. Recognizing milestones, achievements, and good efforts at any opportunity is sure to make someone feel valued and connected to the company. Recognition doesn't need to be expensive, but it needs to be personal. Make sure you tie your rewards as best you can to desired actions. As Daly says: "You get the behavior you recognize and reward." Imagine if today an outsider stood in front of your employees and asked, "By a show of hands, how many of you are overly recognized?" Put systems in place that ensure a full room of hands up.
If you can only do one thing differently tomorrow, Daly says: "Recognize the people you work with directly and win their hearts."
2. Systems for Communication
Many companies get by, day after day, without building specific communication systems. But as companies grow, this approach results in people problems and systemic breakdowns. A top complaint employees make in HR surveys is "I wish I knew more about what was going on."
Lack of consistent information breeds confusion, fear, and resentment. Daly advocates establishment of some simple systems of communication between management and employees that will get everyone on the same page. Teams and departments should check in daily. There should be larger monthly, quarterly, and annual check-ins. Establish policy and practice where bad or difficult news is proactively brought to the table. Daly preaches that the best policy is to shoot straight and don't spin. Most importantly he points out that everyone must learn to listen: "We've heard it often: two ears, one mouth, for a reason."
If you can only do one thing differently tomorrow, Daly says: "Shut down your inner voice and start being an active listener."
3. Systems for Personal and Professional Development
Daly says potential employees want to know why (besides a paycheck) they should come to work in your company and current employees need to know why should they stay. The best people see their careers as more than just salary and perks. They care about the overall experience they're going to have while working each day. They want the opportunities for growth and development that can only be fostered in a growth-oriented work environment.
Great employees want to become smarter and more productive in their careers. Their objectives are aligned with yours, so make the investment in them. Construct or pay for training that makes your employees better at their technical and people skills. Invest the time and money to cultivate your employees and you'll end up with skilled and loyal management that will happily expand the company for decades.
If you can only do one thing differently tomorrow, Daly says: "Discover the visions each of your employees have, and work to blaze a path for them."
4. Systems for Empowerment
Daly explains how you can leverage the growth of your business by empowering your people. He stresses that a growing company needs active decision making by everyone, not just the CEO. But it's not as simple as telling people to make decisions. If they don't feel confident they have tools and authority, they will hold back and defer back up the ladder.
Daly says: "To truly empower your employees, you must create an environment where people feel comfortable making decisions, as if they were the owner." It's hard to build this empowerment all at once. If your culture is clearly defined and aligned, your people will know what action to take.
Every time you give over authority, your employees grow stronger. If they are rewarded for taking right action on their own, that behavior will expand. Put protective systems in place giving them the opportunity to fail safely so they can learn from error.
If you can only do one thing differently tomorrow, Daly says: "Give people power to succeed and fail on their own so they learn and grow."