As marketers, we must be especially mindful of disabilities in our event strategies to ensure that we are designing an all-inclusive experience both in-person and virtually. Here are 5 takeaways for event marketers that address all individuals’ needs.

With the competition for tech talent between industrials and tech long favoring companies like Google, Microsoft, and other tech behemoths, how can industrial brands attract and retain top talent to fuel their own digital transformations?

In part 2 of the What’s Next in Experiences blog series, we review three key elements of experience design to help event planners create more impactful brand experiences now and going forward.

The phrase “content is king” has been used more than we can count. If that’s true, then why are organizations giving it away for free? In the first of a two-part blog series, we’ll discuss the current state of the events industry, how it’s evolved and why we should care.

The employee lifecycle can be short, or it can last a whole career. Workers everywhere are constantly cycling in and cycling out. Now more than ever, your employees and recruits are driving the cycle, and deciding when and how they engage with your brand.

In this time of transformation, brands must build a new Engagement Operating System to meet their audiences’ evolving state, using six key pillars of engagement.

Over the past 18 months, marketers have rapidly transformed their channel mix to develop alternative ways of influencing their key audiences.

InVision created a multilayered employee engagement and communications plan for American Express (Amex) that realigned its cultural approach, fostering relationship-building and open dialogue with its most valuable stakeholders—its people. 

Like all facets of life, the pandemic has shifted purchasing behaviors in the B2B sector — requiring brands to rethink their approach to customer interaction. The “New B2B Buyer” and their evolved preferences are driving transformations across the customer lifecycle.

As our Diversity, Equity and Inclusion (DEI) Team reaches the first anniversary of its founding, we’re marking the occasion with a “check in” of sorts—reflecting on the goals we’ve set for ourselves, and the work still to come.

As in-person and hybrid meetings become more promising in the near future, we are reflecting on how brands will need to rebuild or reimagine their culture as employees begin coming back to the office or continue to work from home.

As the vaccine rollout gains momentum, companies are making plans to safely welcome employees back into the office. Most leaders are targeting a return to the workplace within the next 7-12 months (52%). However, the world has changed significantly, making the return to office a delicate matter.

As gamers continue to diversify, game developers remain culturally monolithic. This disconnect is being felt now more than ever, as many verticals push to reform in the face of current injustices. Diversity, Equity & Inclusion (DEI) in video games is underrepresented and/or poorly represented and the call for change can no longer be ignored.

The coronavirus pandemic — and the behavioral shifts and the economic recession it’s triggered — are on the verge of steamrolling entire industries and transforming the paradigm of others.

And across industries and organizations, budgets are one of the first places this impact can be seen.

“Conversational marketing is about leveraging the power of real-time conversations and two-way dialogue to engage customers and seamlessly move them through your marketing and sales funnels.”

Effective employee recognition programs are an invaluable tool for retaining top performers in any company. And in survey after survey, employees cite public recognition as their preferred style of recognition. (One recent source: Gallup.)

In a traditional recognition program to boost employee engagement, companies reward employees for a job well done. These proverbial pats on the back can have a big impact — but in a sales setting, they simply don’t cut it.

A lack of recognition is one of the most common reasons employees leave an organization. And even more concerning than the hard costs of employee turnover (backfilling a role costs easily 50 to 200 percent of the role’s annual salary), Gallup research indicates it’s the most talented employees who are the quickest to leave.

The role of the event marketer is to champion both the organization and the audience and to help the planning team see the intersection between the two to create an impact in your event design.

Learn how to drive efficiencies across your portfolio of events by transcending the “sliver in time” to engage your audience early and often – thereby demonstrating ROI, driving measurable results, and meeting strategic business objectives.