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Relax, Refill, Refresh that browser: Recalibrate your Virtual Presence

CMMA Blog

Spring is here and that means your calendar is about to be booked solid with networking events, meetings, and to-do items. You’ve got a lot on your plate, so I’ve compiled a short list of the state of the hybrid and virtual event space. Everything you should be aware of as you begin planning your company or organization’s next event, meeting, or conference.  

 

One thing I want to put front of mind, because it is my personal soapbox and war drum, is if you are planning an event today, you need to accommodate accessibility. It is not a feature; it is an expectation. How you scale that is based on your budget and needs of course, but all events should have AI captioning in one way or another. The technology is cheap and available for any workflow. As a bonus, once the event is finished you have a nifty transcript generated from the captions that can be utilized for blog posts! Most businesses will list sustainability and accessibility as an option. Use what is available, your audience will thank you.

 

Questions? We’re here to help. I’ll jump off my soapbox now. 

 

 

Now onto the realities of 2024’s Events: 

 

1. In-person events are back. Hybrid and Virtual have not vanished.

 

People may be populating your office with new return-to-office policies but that doesn’t mean the content trends have shifted backwards. Hybrid and Virtual events are still in high demand. Teams of technicians have swelled to handle the flow of in-person events and the volume of virtual events.  

 

Hybrid and virtual events continually provide additional reach and flexibility to participants, whether that distance be in miles or accessibility. 

 

This is a hard transition. Hybrid events are more complicated than fully virtual or fully in-person. When done properly they create an incredible engagement experience for both audiences. As you approach your return to office and hybrid work schedules the extra polish on your QBR, new DEIB initiative or webinar can remove those “could have been an email” attitudes.   

2. Immersive Venues and Experiences

 

Many agencies that had a stake in the in-person event space may not vocalize it, but they definitely didn’t want to deal with the reality that large conferences of the past were gone. And in a way they are. They have evolved and continue to do so. 

 

The lighting and sound have gotten more creative and reliable, video walls are providing more impressive set dressings. Speakers that were not willing to travel to your event are willing to connect remotely to participate.  

 

If you do go for an in-person event with any dreams of remote attendees, you need to pay attention when selecting a venue to ensure internet speed and bandwidth are available to not only your team but the participants. Boy is it more expensive now. If you’ve ever connected to a meeting from hotel Wi-Fi, you understand. Video calls quickly become internet-based conference calls reminiscent of people sitting around a conference room shouting into a black box telephone in the center. 

 

For my friends who do Virtual events, the cost may be different due to the lack of venue costs but that doesn’t mean you should decrease your budget to its barest needs. Look into adding interactivity to your event, different concurrent learning paths, pre-produced videos highlighting staff or achievements, polling, breakout sessions for team building, etc. The possibilities are endless. When working in live the planning happens in pre-production before the event. That means meetings to make sure everyone is on the same page. Rehearsals are not only for those running the sessions to rehearse but for your technical team to run through everything. Both with the speakers/assistants and without. The goal is always to be what we call “Frame perfect”: Every frame of video is exactly how it is expected. 


3. AI Experimentation

 

If you haven’t heard about ChatGPT yet I’d like to crawl under the rock you’ve been under because it must certainly have been very cozy there to have missed this. The AI techniques utilized for professional events are very different from the chatbots your 12-year-old has been chatting with.  

 

Generative AI like Firefly , Midjourney , and DALL-E are a first leap for graphic designers to get a general feel to work from. Think of it as a more accurate Pinterest board as you try to build a conference off the prompt “dream biggest” from the stressed executive with little idea for creative direction. 

 

This isn’t limited to the pre- and post-teams. AI eye tracking from Nvidia has fixed that pesky eyeline for people reading from a script without a teleprompter. Adobe Sage and many other platforms are streamlining edits of content to decrease turnaround times for quick edits to social media. ElevenLabs and Heygen AI enable you to upload content to be translated into various languages to supply to international audiences with ease.

 

Are any of these technologies perfect? No. But we inch ever closer. Jump in and try it out. 

 

4. Find New Ways to Drive Engagement

 

Just because an event is over doesn’t mean that the discussion ends. Take note of important points made that may deserve some extra time. Maybe there was a question that couldn’t be answered without diving into another large discussion. Snip the question and quick answer into social content and use that to promote a follow-up webinar. This keeps the content you generate more organic and (everyone’s new favorite corporate term) evergreen.  


5. Technology is King

 

As a technology professional, I am a bit biased here, but for good reason. Events that spare the time and the budget to scale their event for hybrid or virtual, benefit from greater engagement with their customers and members. We spend lots of time in preparation for an event going over workflows to sustain the highest probability of success. As live event professionals we’ve done thousands of meetings and events for various organizations, all with different priorities, sizes, and needs. When we make a recommendation for a rehearsal or a deadline for assets it’s because clients that have followed these guidelines have benefited from it. We do our research on the industry’s hottest innovations, trying out new software and hardware so we can help you produce an engaging event for all your viewers, either in person, virtual, or hybrid.

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Here’s What to Think About if You’re Expanding Your Business (And Therefore, Your Payroll)

CMMA Blog

If you’re planning to expand your business, one of your top priorities should be making sure you’re in position to classify and pay employees and independent contractors properly. This is especially important if you’re looking to hire people in any state without any red tape. Today, we’ll talk about what it takes to run payroll and when it’s helpful to engage a partner.

Doing Payroll Right

Since payroll is always a complex, high-stakes business, it’s worth investing anything required on the front end to make sure you do it right. Whether you train an in-house team or engage a partner, they need to be in position to classify correctly, stay on top of laws as they change, identify and respond to the different tax requirements, and have a system in place that allows the process to be simple, accurate, and fast. This helps you avoid future fines and legal battles.

Doing it right means doing the following:

  1. Learning local employment laws. This includes identifying regulations regarding working hours, holidays, sick pay, insurance, and more and having a (preferably automated) system in place to follow those rules.
  2. Onboarding workers. This includes collecting information such as name and date of birth as well as tax forms, background checks, benefit status, and work eligibility.
  3. Storing and securing data. Since you’re dealing people’s personally identifiable information (PII), you MUST have a way to secure that highly-sensitive data. The fines for mishandling data are serious, so you should be equally serious.
  4. Authorizing payments and ensuring your employees get paid accurately.  This includes identifying the appropriate deductions/taxes, keeping accurate records, paying on time in every location, sending out notifications, reporting as required to government institutions, etc.
  5. Having a system in place to identify and adjust to changes. You don’t always have time to wait weeks to adjust to new laws. Things evolve rapidly, so your system needs to be ready to evolve just as rapidly.
  6. Staying compliant. Laws are different from place to place and do change frequently, so your payroll management software solution should have systems in place to ensure  compliance wherever you operate.

Would Outsourcing Payroll Benefit Your Business?

Outsourcing payroll is especially valuable in certain situations. If a company needs to hire employees in multiple states, is growing rapidly, and/or needs to hire temporary workers frequently, engaging an Employer of Record (EOR) could be a game changer. An EOR mitigates compliance risks, increases payroll efficiency, and eases the administrative burdens of managing a workforce.

The Bottom Line

Payroll is one of the most complex and challenging aspects of operating a business and should be given appropriate attention by every business. When a company is growing, payroll is one of the most important aspects of business to have in good working order. The right people on your in-house team or the right partner are essential. If you think a partner would be beneficial to your business, reach out ! Relax: We got it.

The post Here’s What to Think About if You’re Expanding Your Business (And Therefore, Your Payroll) appeared first on PayReel .

To view our Partner blog, click here

Workforce Trends To Watch

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Still reeling from the effects of the Great Resignation, the workforce landscape has yet to settle. Compounded by an uncertain economic outlook and louder calls for a more positive employee experience, smart organizations are rethinking their labor policies and considering ways to restructure their workforce to stay productive and generate profits.

Let’s explore rising workforce trends and the most effective strategies to stay ahead.

Healing pandemic trauma to boost productivity

While the immediate impact of the COVID-19 pandemic has receded, societal, economic, and emotional turbulence remain a reality, resulting in overall negative emotions in the workplace. In 2022, 48% of U.S. employees felt stressed on the job, and over 70% of those surveyed believed their organization did not care about their well-being, according to research by Gallup .

Companies are taking note of these concerns, seeking to better support their employees via employee-centric initiatives such as proactive rest and schedule flexibility. These recovery strategies, which encourage workers to stop and recharge guilt-free, have proven effective in significantly reducing employee burnout while enhancing performance and productivity.

With this focus on healing, businesses are also creating open forums and inviting employees to raise concerns and voice their opinions. Such discussions, held without consequence or judgment, provide reliable insight into employee experiences and pinpoint areas where improvement is needed.

Further, more managers are being trained in trauma counseling and conflict resolution. Not only does this training assist them in navigating difficult conversations with employees, but it helps decrease employee stress for a more enjoyable work environment.

Restructuring the workforce

The Great Resignation was an eye-opening experience for a vast number of organizations. Paired with economic uncertainty, it has turned the workforce status quo on its head. Many organizations are abandoning traditional staffing models to commit to the “new normal” of remote workers and hybrid flexibility.

Frontline workers, like those in healthcare and manufacturing, have realized there are different types of work available to them — many with much more flexibility than they are accustomed to. They are leveraging these opportunities to have conversations with their employers about job satisfaction, stability, and retention.

Moreover, with the advancements in collaborative technology, there is a significant rise in part-time and temporary hires — otherwise known as contingent workers.  This workforce boosts productivity to meet growing market demands while helping companies scale effectively, reduce risks, and manage costs.

To encourage contingent workers to join their organizations, businesses are turning to employers of record (EORs) that handle more than just payroll. Certain EORs provide complete HR solutions, including but not limited to:

  • Handling all expenses — from personnel to insurance
  • Managing benefit, retirement, and worker compensation plans
  • Tracking personal and sick leave
  • Ensuring compliance with local employment law

Hiring nontraditional candidates

The phenomenon of “quiet quitting ,” defined as employees who do the minimum required in their role in order to retain employment without going above and beyond for their employer, has dominated work-related headlines over the past year. While these disengaged employees may not physically leave their positions, their impact is still felt because most jobs today require some level of extra effort to meet customer demands and establish strong relationships with co-workers and management.

Moreover, as many employee career paths continue on nonlinear trajectories, with roles and responsibilities blending into one another, employers face the challenge of pinpointing suitable people to fit ever-evolving positions. Many companies are seeking to diversify and expand their talent pipelines to bring in fresh, albeit nontraditional, candidates.

But to do this successfully, employers must be comfortable assessing and evaluating candidates differently than they have in the past — in some cases, removing prerequisites like formal education and specific experience requirements from job postings. As many employers struggle with taking such a nontraditional approach to attracting talent, they are increasingly partnering with staffing and executive hiring firms that have access to a wide pool of promising candidates.

An experienced staffing partner helps guide their clients through the end-to-end hiring process, alleviating their burden by providing robust talent acquisition solutions — from screening candidates against organizational requirements and running background checks to negotiating contracts and wages on the employer’s behalf. Not only does outsourcing connect organizations with quality talent, but it also helps reduce the strain on their HR team — saving time, money, and energy.

Stay on trend with Maslow Media

As the global workforce model continues to evolve, it is more important than ever that businesses stay on top of trends to keep their competitive edge.

Established in 1988, Maslow Media Group strives to be a single resource for its clients, providing qualified talent while offering comprehensive EOR, executive recruiting, and HR management services. With a team of over 1,800 talented individuals nationwide, Maslow Media is the name in workforce management solutions.

Bring workforce management into focus with maslowmedia.com .

The post Workforce Trends To Watch appeared first on Maslow Media .

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Overcoming the Obstacles of AVOD

CMMA Blog

It’s no secret that Ad Supported Video on Demand (AVOD) is on the rise . Even with the current momentum, many providers are quickly realizing the challenges that exist in this monetization model.
Whether pivoting from a subscription model or getting started with streaming video, Caretta Research has noted that AVOD is a major commitment in both technology and resources. Furthermore, maximizing the revenue potential requires a new level of expertise, not to mention continued investment and experimentation as the industry navigates through this transformation.
For the unprepared, the obstacles to building a successful AVOD strategy are significant. But for those ready to tackle the technology, data, and operations challenges, AVOD offers more than commensurate benefits.
Technology Considerations
Having the appropriate technology is necessary, but knowing how to establish an ad tech stack that will empower revenue results without waste is the real challenge. Media companies entering into AVOD should strive for the right mix of flexibility and sophistication while keeping cost and integration efforts in mind. The following principles can help ensure a strategy is both effective and efficient.

Select specialists. Focus on the systems and tools that are pivotal to your streaming environment. If FAST is the focus, choose ad servers, channel facilitators, and technology providers specializing in this space rather than those built primarily around the web.
Prepare for fraud. Particularly in CTV environments , ad fraud is a growing concern and poses the risk of disruptive user experiences, bad ads, and damaged advertiser relationships. For example, a larger inventory can provide more opportunities for fraudsters to insert fake or low quality ad impressions, leading to wasted ad spend and less effective ad campaigns. Leveraging SSAI can mitigate ad fraud, especially when using a platform that handles SSAI in-house as opposed to a third party. SSAI is also an optimal ad insertion technique for maintaining a seamless viewing experience without excessive ad loading delays.
Prioritize load times. Too many intermediaries, a slow content delivery network (CDN), and suboptimal video encoding processes can significantly affect load times. Optimizing for a smooth playback will minimize user frustration and maintain viewer engagement.

Data Considerations
Unified data paints a holistic picture, which informs accurate projections for future decisions. That’s why interconnected ad tech systems are critical: they need to pass information to and from one another and in similar fashion. Providers investing in smart data tools will be able to see which metrics are most important not just to ad revenue, but the entire viewer experience. In turn, businesses can achieve growth in revenue and engagement without compromising one or the other.
It’s equally important to consider the information made available to tech partners. Not only are transparency and privacy a must, so is signaling. Content, audience, and other identifiers allow marketplaces to be selective in their buying and empower packaging for internal sales teams. By harnessing data for targeting, AVOD platforms can enhance user experiences by increasing ad relevance and drive engagement—benefiting viewers and advertisers alike.
Operations Considerations
Like any other kind of advertising, sales operations in AVOD requires a well thought out structure with the right mix of talent. Inventory management, pricing and packaging, sales support and training, and reporting and analytics are all important factors to be considered.
However, due to the unique nature of video content consumption, AVOD differs from web-based operations. Since this is not an area of expertise for traditional ad ops teams, it’s imperative they understand several aspects unique to the video landscape.

Video formats. AVOD platforms deal primarily with video content, requiring specific considerations for video ad formats. Ad ops teams need to ensure seamless integration of video ads within the content, maintaining visual and audio quality while optimizing for different devices and screen sizes.
Ad insertion and timing. Ad ops teams must strategically determine the placement and timing of these ads to balance user experience and ad revenue. They also need to manage repetitiveness and maintain diversified ad content to curb viewer fatigue and ad avoidance.
Content categorization and targeting. Ad ops teams must understand the content taxonomy and audience preferences to accurately target and deliver relevant ads. Unlike web-based ad operations, AVOD platforms can leverage video-specific targeting capabilities. For example, they can utilize contextual targeting based on video metadata or dynamic ad insertion based on user behavior within the video stream.

When it comes to sales methods, direct sales and programmatic have their advantages and may coexist within AVOD platforms. Direct sales allows for more control and customization and is well suited for premium ad placements or specific partnerships, providing greater flexibility in pricing and targeting. Programmatic offers automation, efficiency, and access to a larger pool of advertisers.
Partner Considerations
Monetizing media with a video ad marketplace requires yield management expertise and contracts with DSP and SSP partners. It takes time to implement and produce results, not to mention the need for optimizations over time. Depending on the sales approach, the right alignment of operational support will also need to be put in place.
To get the most out of an AVOD strategy, buyers need to beware that not every partner will have the experience or offer the support needed. Before deciding on a partner, make sure they have solutions for the key obstacles, because anything they can’t do is something you’ll need to learn fast to succeed. If that’s too much pressure to take on your own, Brightcove’s Ad Monetization service can manage the entire experience for you from start to finish.

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