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  • Using the Agile Approach with Your Creative Team

    Dmitry Davydov 21 October 2015
    Agile methodology has been around for decades, but the publication of the Agile Manifesto in 2001 brought the concepts of quick, iterative, results-driven processes into popularity. How can you use the concepts that have transformed software development with your creative team? Here are three of the most important agile elements, and how you can apply them to better work with your creative team.

    Key 1: Quick Production
    Being quick to delivery a working, if imperfect, product is a key part of the agile approach. The focus is not on reaching perfection, as defined by the customer spec or the work documentation, but on delivering a functioning and improvable product that can be user-tested. Rather than working, iterating, testing, and fine-tuning a product in house, the agile approach pushes to get a real product out there for real-life, real-world testing by real users.

    Creative Team Application
    When working with clients on creative team projects, an agile approach can save you from losing time in assumptions, misinterpretations, or perfecting details that ultimately don't matter. When you present a quick mock-up, a working prototype, or a rough design to a client, you can clarify objectives, needs, priorities, and request. There's less time spend on redos and more time spent working on what the client and the team truly deem important.  

  • Tom Hopkins - is world-renowned as The Builder of Sales Champions. His selling skills and sales strategies have helped millions of sales professionals and business owners in industries from A to Z to serve more clients, make more sales and earn millions in income. He has authored 16 books including: How to Master the Art of Selling, Selling for Dummies and his latest release, Selling in Tough Times.


    What is the biggest sales compensation mistake that companies make?

    TH: The biggest compensation mistake is not really a compensation mistake. It’s a hiring mistake. Too many companies hire people who are comfortable earning the base income they offer. Those people see anything above the base as gravy. They are not motivated to increase productivity over and above the base. It’s better to hire people for whom the base is at least a little uncomfortable to where they’ll be ready and willing to stretch themselves to earn the income they really want. By hiring those who are content at the base pay, the company has made it too easy for them not to perform.

  • Jeffrey Fox is an accomplished consultant, popular speaker and the acclaimed author of a series of international business bestsellers.


    What is the biggest sales compensation mistake that companies make?

    Biggest mistake is designing sales comp plans independently of the business and marketing plans. Sales comp plan should be one of the last pieces of the marketing plan. Sales comp plan should incentivize sales people to make the plan happen.

    Another mistake is to attempt to design the perfect comp plan. If management can get a plan that addresses 90% of the selling issues, that is a good plan.

  • How to Keep Your Virtual Team Feeling Connected

    Dmitry Davydov 12 October 2015
    Leading a virtual team can be a blessing and a challenge; it's great to work with talent from all over the globe, unlimited by physical distance, able to communicate instantaneously. It can be difficult, though, to keep remote team members feeling like a team. When there's no face-to-face time, building cohesiveness and unity can be a challenge. Here are five ways to keep your virtual team feeling connected.

    1. Set Up a Virtual Water Cooler

    Team building exercises can be great, but it's often the day-to-day casual chat that helps team members find commonalities and build connections. When there's no physical hallway to meet in, however, you've got to provide a virtual counterpart: the digital water cooler wh ere team members can hang out, chat, and casually interact for no particular reason.

    Instant messaging is probably the simplest way to go; set one up for your whole team and encourage team members to leave it open during their work times, chat with co-workers, and build connections.

    2. Carry the Introductions

    When a new team member comes on board, make sure you do the intro right.

    There's a good two-step process that will break the ice: first, send out a group email or message, introducing the new team member with a  brief biography (a paragraph or two) and description of their job role. Second, use your instant messaging set-up to introduce team members to the new person. Provide a sentence or two about each team member so your newest person can get an idea of who everyone is. Giving a bio for the newest and a bit of introduction for each current member gives everyone an easy way to start conversations.

  • Introduction To Bitrix24 Webinar Recording

    Yana Prokopets 9 October 2015

    If you've missed our Introduction To Bitrix24 Webinar 8th of October 2015,  you can watch it here:

    More webinars recordings and video guides are available at our Youtube channel.
  • Bill Humbert,  RecruiterGuy - nationally recognized as a Professional Speaker, an expert Talent Acquisition Contract Recruiter Consultant/Recruiter, and an Award Winning Author.

    What are the most common recruiting and hiring mistakes that companies make in your experience?

    Recruiting mirrors the sales process perfectly.  Just like the car manufacturing process.  If you leave off a small process like installing lug nuts on the wheels, the wheels fall off of the car.  Similarly, if you skip one recruiting process or take a shortcut on the Job Description process, the wheels will fall of the company’s recruiting process.

  • Help Your Team Members Think Like Leaders

    Dmitry Davydov 5 October 2015
    Leadership is more about mental habits than physical ones. Leaders think differently, and it's that way of thinking that enables them to inspire others, take actions, and achieve great things.

    Cultivate Ownership Thinking
    An important part of leadership is ownership thinking. It's not about materialism, greed, or possessiveness; it's about seeing that your place in the world is to be a master of your circumstances, a positive force, affecting the world by your contributions, rather than being a passive victim of any situation.

  • Sales scripts designer is a new Bitrix24 Marketplace app developed by our partner that can help you increase sales with the help of sales scripts.
    This app is directly integrated with Bitrix24 CRM:  information about the customer and/or the company you are calling is inserted automatically inside the text of the script and can be edited, if necessary.

    Using this app can help your team to get organized while working with sales calls:
    - Say the right things to the right people
    - Won’t forget to ask the right questions
    - Overcome objections effectively
    - Have full information about each client
    - Learn the app quickly
    - Sell more

  • Robert W. Wendover is an award-winning author  who has been researching and writing about workforce trends for more than 30 years.

    What are the most common recruiting and hiring mistakes that companies make in your experience?

    RW: A. Not having a clear definition of what you need and prioritizing that list is the number one mistake. Job descriptions take time to develop, but they are invaluable in developing the screening process and serving as a benchmark when judgments need to be made.

    B. This is followed by too much dependence on interviews and store-bought assessments. Ask applicants to perform tasks. Put them through nuanced role-plays. Check their writing. Ask them to make presentations. All of this takes lots of time. But every hire is a decision worth tens of thousands of dollars. Most employers force fit selection into the rest of their schedules rather than giving it the time and attention it deserves. Then they’re surprised and frustrated when things don’t work out.

    C. Lack of clear communication with applicants. Young workers, for instance, assume that they will have a lot more immediate flexibility and influence than is reality. Work is work. Many in the emerging generations have not learned to accept that. This can foster an impatient, almost adversarial, relationship with the employer almost immediately. That said, successful employers have learned that “paying your dues” is no longer relevant. They need to provide opportunities for growth and challenge on the job. Older generations got restless too. But they accepted their place out of a sense of duty and obligation. These themes are an anathema to young workers. There’s always going to be some tension. Learn to manage it.

  • Gary Bradt  is an author, clinical psychologist, leadership consultant, C-Suite executive coach and speaker on the topic of adapting to and leading through change.

    What is the number one reason for work/life imbalance that you see most often?

    GB:  I it comes down to the individual choice. Too often people feel like they have to work a certain amount when the reality is they are choosing to work a certain amount. The reasons are varied. For many successful people, they are afraid that if they stop running as fast as they can someone will catch them. For others it is the imposter syndrome: deep down there are afraid people will discover they're not as good as everyone thinks they are so they keep working hard to prove themselves. Some people just enjoy working a lot. And some people have a bad home life and work keeps them away from it.​

  • 3 Key Concepts for Better Digital Marketing

    Dmitry Davydov 27 September 2015
    With all the information, tools, and advice for digital marketing, trying to figure out how to better your business's digital efforts is a lot like facing down a giant buffet. It all looks delicious, but you've only got so much room on your plate.

    You have to choose wisely how you'll spend the resources you have available.

    Trends and buzzwords don't help. Every week there's another new, sure-fired way to win consumers, attract attention, and promote your business. But you don't need a trend or a buzzword. You need bottom-line, tried-and-true concepts that will work, day in and day out.

    Well, here they are.
    Concept 1: Automation Is Good

    The beauty of digital marketing is that it's digital, which means you can take advantage of the plethora of digital automation tools on the market. There are many excellent, free services and tools, and just as many more excellent, affordable options. For example, you can automate status updates (with a scheduling tool), social responses, sharing across multiple channels, data collection and analysis, email campaigns, and follow-up communication.  

    What you don't need to do is waste your time sifting through every option, comparing details that don't really matter. Instead, decide which digital marketing task takes up the most time, find a tool that makes it easier, and use that tool faithfully.

  • Fawn Germer  is one of America's most sought-after speakers because she uses lessons from 300 famous leaders she interviewed for her eight bestselling books.

    1. What is the number one reason for work/life imbalance that you see most often?

    FG: This is one crazy world that moves way too fast. It's easy to lose perspective on your priorities, giving too much of your "self" to work and other obligations. Social media and electronics are such horrible time vampires that suck out your time and your life. It is hard to have "balance" in life, but it isn't hard to have "harmony" with your inner self. It's not about balance. It is about choices. Unless you consistently take stock and ask if you are honoring your true priorities and values, it is very, very easy to fall out of harmony.

  • Meet Bitrix24 Plus

    Dmitry Davydov 21 September 2015
    As you’ve probably noticed, we added new plan Bitrix24 Plus, created specifically for small businesses and solo entrepreneurs. Some of the features that were available to free users during testing and development have migrated to this plan.

    So what advantages do you get when choosing Bitrix24 Plus?

    1.     You get more users and space – 24 users and 24 GB
    2.     You get advanced CRM
    3.     You get advanced Telephony
  • Integrating WordPress Web Forms With Bitrix24 CRM

    Yana Prokopets 18 September 2015

    If you are using WP and would like to receive leads from the site to your Bitrix24 CRM, please watch the video above. To date note that there is another way to create web forms, which may be easier if you don’t have any coding skills.

    Here’s a link to the blog post Lead creation from external services mentioned in the video.

  • Stephen Denny is an author, keynote speaker and consultant delivering marketing workshops, executive training and big ideas to clients looking for “giant killer” performance.

    1. If a person has good leadership skills, does it mean that he or she will be automatically effective working with remote teams, or is 'virtual leadership' is an entirely different set of skills?

    SD: The leadership skills needed for thriving in a virtual workplace are different – and changing. The emerging managerial skill set I see is being able to manage “in space” – meaning the ability to work in an extremely unstructured environment with little to no support.

    In this new future of work, managers must really excel at several key skills. First, they must be outstanding at reading people. They must be able to interview and hire people with the understanding that once they’re on-boarded, they’ll be loose in the system and working without daily face-to-face coaching. Mistakes can be costly because they won’t always be noticed quickly. You need to be able to identify and hire fully formed adults who can operate on their own. There’s a bit of trust here, but it needs to start with hiring great people. Next, they must be extremely efficient and clear communicators. When the majority of your interaction with your individual team members is on the phone, you need to achieve alignment quickly. There’s no room for misunderstandings. Lastly, these managers need to be willing and able to identify when things aren’t going well – either with something as small as a project or as large as a hire. They need to be willing to fire those who can’t perform quickly. This means they need feedback loops, clear metrics for understanding individual performance and the unwavering understanding that their job is on the line, too.  

    It’s not easy managing virtual teams! But the upside is enormous. In 2015 (and beyond), it’s not good enough to limit your talent pool to your immediate local geography. Everyone already has a computer and a phone where they are. That puts the burden on you – the manager.

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