CRM and ERP News

Styling itself the 'World's Biggest Creative Department', OpenAd is a relatively minor Slovenian-owned internet business with just thirty-nine staff worldwide. Yet some see it as the shape of things to come - maybe, even, the writing on the wall for traditional ad agencies.

However, OpenAd MD Katarina Skoberne stresses the venture isn't competing with agencies. She insists it simply supplements the use by clients of freelance creatives. "We are not an online ad agency, we are merely a resource of creative material," she says.

Although registered in Switzerland, OpenAd's sales and marketing arm operates out of London while the global support centre is based in Slovenia.

Membership of the exchange is free to the 5,000-plus creatives on OpenAd's register. Explains Skoberne: "Anyone who has registered as a creative supplier - and anyone can - is free to answer the brief, or not, as they choose. Clients pay an initial set membership fee to join OpenAd, then a licence fee for the ideas they use."

"This allows them to post briefs on the site and view existing ideas, paying somewhere between $3000 and $100,000 depending upon the number of pitches they want to hold, the number of categories they want to access and the number of [client] staff who have access."

Among those who have used OpenAd is UK-based charity Comic Relief. Enthuses Amanda Horton-Mastin, new media director: "Make Poverty History was a global campaign and the thing about OpenAd is that it opens the window to global ideas, even for very small clients. It was quick, it was cheap, and the idea we chose was excellent."

Another client is Emap's men's magazine FHM which has used OpenAd three times in the past two years. "We started off with one-off tactical promotions and recently asked for a full-blown branding campaign," says marketing manager Ben Cordle.

"The creative response was fantastic. It gave us access to heavyweight creative talent and saved us thousands or even tens of thousands of pounds on agency overheads."

Thro' WARC

Toyota, Sweden has built a fantastic site.

http://demo.northkingdom.com/ihuvudetpatoyota/index_en.html

I think the asthetics of the design is just brilliant. I do have one reservation. After having created such a 'welcoming' home page, the pages linking the other pages could have been a lot more interesting.

Business Week has a great article on how customers can be involved and enagaged in every business, if only companies have the intent.

Passionate customers can transform your company. Here's how to make them your secret weapon:

Each week, Greg Selkoe, founder of streetwear retailer Karmaloop, and a handful of his employees gather in his office overlooking Boston Common to review new designs. The group votes on which, if any, of the T-shirts, jackets, and other clothing should be added to the line Karmaloop sells in its Newbury Street store and online.What's worth noting is that the designs are submitted by customers. Since October, 37 designs, out of about 1,000 that have been submitted, have been added to the 33-employee, $4 million company's offerings.

Selling clothing dreamt up by customers is just one facet of a business model that brings customers so far into Karmaloop's DNA that they have become, in effect, extensions of the company's sales, marketing, and product development teams. Karmaloop has an 8,000-strong army of customers who proselytize the brand and get discounts or cash when they, or someone they've referred, make a purchase. Members of this "street team," called reps, also upload images, photos, or artwork to Karmaloop's site to make company stickers or banners other reps can download. "The reps are evangelists for our site," says Selkoe. And they're doing their job: Fewer than 1% of Karmaloop's customers are reps, but their purchases and those they inspire account for 15% of sales.

CEOs have been talking about customer loyalty for years, but entrepreneurs such as Selkoe know that making people truly loyal to your company—to make them really, really like you—takes a lot more than a frequent buyer program. It means nothing less than getting people so jazzed about your brand that they become engaged contributors to your company's sales, marketing, and innovation efforts, and ultimately its success. How does that happen? By knocking down the walls between "you" and "them" and creating a larger, looser community that is inviting to both your customers and your employees.

TechSmith's Weber was such a fervent believer in the power of a customer community that three years ago she persuaded the company's president to create her chief evangelist position. She then built customer advisory panels by including customers so happy with products that they'd written "love letters" to the company over the years, as well as those she found on blogs and through customer referrals. But Weber didn't shy away from the company's critics. Among the panelists is Paul Pival, distance education librarian at the University of Calgary in Alberta, who had written on his personal blog that he found Camtasia Studio, a TechSmith product that records keystrokes and mouse movements made on a computer, slow and difficult to use. "I was surprised she sought me out," says Pival of Weber's overture. "It was a little bit gutsy, but ultimately successful." After getting involved with the company's customer panels, Pival says he realized the product had been improved.

On-demand customers are changing the way companies are transforming the workplace. Business Week has an interesting article on how Best Buy is responding to this challenge:

The nation's leading electronics retailer has embarked on a radical--if risky--experiment to transform a culture once known for killer hours and herd-riding bosses. The endeavor, called ROWE, for "results-only work environment," seeks to demolish decades-old business dogma that equates physical presence with productivity. The goal at Best Buy is to judge performance on output instead of hours.

Another thing about this experiment: It wasn't imposed from the top down. It began as a covert guerrilla action that spread virally and eventually became a revolution. So secret was the operation that Chief Executive Brad Anderson only learned the details two years after it began transforming his company. Such bottom-up, stealth innovation is exactly the kind of thing Anderson encourages. The Best Buy chief aims to keep innovating even when something is ostensibly working. "ROWE was an idea born and nurtured by a handful of passionate employees," he says. "It wasn't created as the result of some edict."



So bullish are Anderson and his team on the idea that they have formed a subsidiary called CultureRx, set up to help other companies go clockless. CultureRx expects to sign up at least one large client in the coming months.

Then again, the new work structure's proponents say it's helping Best Buy overcome challenges. And thanks to early successes, some of the program's harshest critics have become true believers. With gross margins on electronics under pressure, and Wal-Mart Stores Inc. (WMT ) and Target Corp. (TGT ) shouldering into Best Buy territory, the company has been moving into services, including its Geek Squad and "customer centricity" program in which salespeople act as technology counselors. But Best Buy was afflicted by stress, burnout, and high turnover. The hope was that ROWE, by freeing employees to make their own work-life decisions, could boost morale and productivity and keep the service initiative on track.



It seems to be working. Since the program's implementation, average voluntary turnover has fallen drastically, CultureRx says. Meanwhile, Best Buy notes that productivity is up an average 35% in departments that have switched to ROWE. Employee engagement, which measures employee satisfaction and is often a barometer for retention, is way up too, according to the Gallup Organization, which audits corporate cultures.