99% of the time, organisations will only ever need one phone number, which anyone can call and get the help or information they need. However, there are some situations where it’s useful – or even vital – to have a second number (or third, or fourth…). Here are a few examples:
- A charity that needs a dedicated line so people can phone and donate in response to a catastrophe
- A public body that wants to give concerned people a number to call in a crisis – for example, if there’s been a suspected terrorist attack and friends and family fear that they’ve lost someone
- A company that’s having a PR disaster – potentially due to a product that needs recalling – and needs to give customers an easy way to get in touch and ask questions
Hey marketers! Have you ever run a campaign that required people to call a phone number, either to redeem an offer or enter a competition? Chances are these campaigns ran for a set period of time (days, weeks, or even months), and you were forced to use the main company phone number for these incoming calls.
The downside of this is that these calls are usually impossible to differentiate from ‘regular’ call traffic, and your phone lines can become a bit of a mess for the duration of the campaign. If you’re working for a company that tends to provide customer service over the phone, do you really want users that need help to be forced to wait in a queue as non-customers use the same number to enter a competition?
The General Data Protection Regulation (GDPR) is an EU regulation that is in force from 25th May 2018. GDPR is designed to give greater rights to individuals to control their own data and how it is used. It requires organisations to be more accountable for their data processing activities by not only requiring them to comply but demonstrate how they are doing so.
We live in a digital age where more and more data is processed in less and less transparent ways, resulting in greater intrusion into our private lives. This regulation puts the emphasis on organisations to prove that they are doing no harm by processing our personal data. Personal data can exist throughout a business, it is not just about customer or client data – employees’ personal data and details of suppliers and other contacts are also covered.
The Nimvelo team is constantly working on ways to improve our system. We always listen out for suggestions from our customers that can make our service even better (and you’re more than welcome to give us a shout if you have any ideas of your own). Recently, our crack team of developers have been working hard to make some changes to Nimvelo Phone Analytics in order to give our customers data that’s truly useful to them.
We always try and be as transparent as possible with our customers, which is why we’ve recently given our service status page a bit of an overhaul. The page now includes scheduled maintenance updates as well as historical uptime data.
Our main goal with this is to keep everyone in the loop regarding system uptime and planned maintenance to ensure customers experience minimal disruption to their service.
You’ll be able to subscribe to updates via email, SMS, twitter or RSS feed. Which means you’ll always be kept up to date with what’s going on and if there’s any issues you need to be aware of.
If you’ve decided that you’d like to let your employees work remotely, it’s important to consider the logistics behind this. If you’re still not 100% remote working is right for your business? Take a look at our checklist to see if you’re ready to take the leap. Whilst the easiest option might be to simply allow people to work from home as and when they want to, this won’t work for all businesses, and can often raise more questions than you’d expect.
Creating a remote working policy will remove ambiguity, set expectations, and answer any questions your employee has. As with all company documents, a remote working policy also acts as a clear source that can be referred back to if there are ever any issues.
With remote working becoming increasingly popular, your team or prospective employees might have asked you whether they can work from home. If this is the case, don’t worry – you’re not alone. Pressure is increasing on companies to support remote working, with over half of UK workers wanting to spend at least some of their time out of the office.
Remote working has become increasingly popular over the past few years. This change in the way people work has largely been driven by the realisation that more flexibility can lead to increased productivity and morale. According to a study by TINYpulse, employees who work remotely seem to be happier than those who don’t, and also feel like they are more valued by their employer.
If you feel sceptical about the idea of letting your staff work from home, you might be pleasantly surprised with what your team can accomplish away from the office. A recent survey by Powwownow shows that 67% of employees wish they were offered remote working, giving them the flexibility to get more done. A common misconception about remote workers is that they sit at home all day slacking off, whereas the opposite is true: staff that work from home are often more engaged and productive.