Frequently
asked questions
asked questions
Heraclitus of Ephesus was before his time when he gave us the adage, “Nothing is permanent, only change.” Every group of people experiences change as part of daily life, not the least of which are companies. But we must differentiate between the many small operational changes that take place regularly, and strategic redirections that profoundly alter organizations and the way they function.
Most companies need to change and re-evaluate themselves in order to succeed sustainably over the long-term. Digitalizing new work processes, adapting to legislative developments and regulatory constraints (like GDPR), increasing competitive pressure, mergers and restructuring, creating a new service offer, outsourcing a department, moving all or some of the staff… there’s a wide range of potential catalysts of change.
In recent months, the pandemic has caused numerous disruptions and brought entire parts of the economy to a halt. But it has also led thousands of companies to reinvent themselves, modify their business model, or simply create brand-new products and services they might otherwise never have thought of. So, we change to adapt, but we also change to progress. After all, what company doesn’t dream of improving, of learning from its mistakes, offering innovations, and accelerating its growth while competitors lag behind? Everything starts with one question: does my company need to evolve in order to fulfill its mission and sustain permanent development, both today and tomorrow? If the answer is yes, the change must be carefully planned and designed.
Change nearly always starts with an awareness of a disconnect between a company’s goals and the means or measures it is implementing to achieve them.
There are many potential factors, including but not limited to:
These “catalyzing factors” can be divided into different categories: internal ones (strategy, organization of activities, tools, culture, etc.), and external ones (the market, technological or sociological environment, etc.), as well as structural and cyclical causes. Whether change is forced or chosen, and whether it takes place urgently or gradually, its aim is nearly always progress and improvement. And in any scenario, success is never guaranteed.
One noteworthy study from the Harvard Business Review, which has since been corroborated by McKinsey, shows that the majority of company changes fail, not for budgetary or material reasons, but for human ones, i.e. employee attitudes and manager behaviors. This is the infamous “resistance to change” we hear of.
Take the case of a company operating internationally that plans to launch a new tool (e.g. an accounting or HR solution, marketing tool, etc.) across all of its subsidiaries. The end goal is clear: harmonizing and optimizing processes and performance. But it requires employees to change their habits, learn new practices, and adapt. It’s vital to support them in this process. This is precisely the goal of “change management:” countering resistance to change and other obstacles to innovation projects. Supporting employee development and skill acquisition and keeping employees regularly informed are equally vital actions.
As such, a crucial point of change management involves tailored, precise, and frequent employee communication. Regardless of whether employees are telecommuting, in flex offices, or going into the office daily, they must all be aligned, with access to the same information. Email signatures are an effective tool for achieving this change management and getting teams on board.
Easy to deploy, email signatures provide a readable, coherent, and accessible channel for driving change. A solution like Letsignit offers the ability to create different types of signatures depending on whether an email is going to colleagues or to people outside the company.
Email signatures are a new place for internal communication, and as such, are ideal for transmitting important news, ensuring all collaborators have access to the same information, regularly communicating about in-progress transformations, and getting employees involved in the success of a project.
Sources:
https://alain.le-diberder.com/lhistoire-mouvementee-de-netflix/
http://courriercadres.com/management/art-de-decider-discernement/netflix-lart-de-la-disruption-10092018
https://www.mckinsey.com/featured-insights/leadership/changing-change-management
http://www.btoblog.com/a-vos-marques-prets-changez-3-causes-de-frein-au-changement/
Yes, with the 'Campaigns' offer, it is possible to track the number of clicks on the email signatures of all your employees in the 'Statistics' area of the platform.
You can then access a detailed or global view of the number of clicks on the email signatures of each employee. You can use the search option to target a specific signature or a given period. Finally, you have the possibility to export all statistics to an Excel document.
If you launch campaigns with banners inserted in your email signatures, you can also access their performance via this same space.
With Letsignit, you can easily add social network icons in your collaborators' email signatures and link to your company pages. Also, our "attributes" feature allows you to manage personalized URLs for each of your collaborators such as their individual LinkedIn profile.
And that's not all: you can add links to an appointment-setting application, allow your customers to leave reviews easily, and integrate our 'Chat on Teams' widget to let anyone start a discussion via Microsoft Teams chat.
It’s up to you! As an administrator of the Letsignit platform, you choose whether or not to grant modification rights to your employees. These permissions are managed on an attribute-by-attribute basis, which means that you can decide to allow the employee to change their phone number, but not the address of your premises, for example.
This feature applies to all attributes in your directory, including custom attributes created on Letsignit. When your employees change one or more attributes, your directory is obviously not affected.
It often happens that employees make their email signature their own: custom format, bad fonts, colors inconsistent with the brand standards... all of this has an impact on your brand!
A consistent visual identity is considered authentic and outperforms a perceived weak one by 20%. And, your customers are 2.4 times more likely to buy your products.
With Letsignit, take back control over your brand identity by standardizing all your email signatures. Our tool has many features that allow you to customize your signatures by department, by audience or by subsidiary. Not to mention the possibility of carrying out campaigns within your email signatures thanks to our Campaign offer.
What is the user experience like for our employees?
In both cases:
In short, they have autonomy in their email signature, but you keep control on the field, signatures, and banners they can edit or use.
With our "multi-signature" feature, your employees can benefit from multiple email signatures. No technical manipulation is required. Thanks to our Add-in for Outlook or the desktop app, they can change their email signatures as they wish with just a few clicks.
Regarding the creation of email signatures, you can make several variations such as:
Everything has been thought of to go further in the personalization process based on the recipient of your emails.
If sending emails has an impact, non-optimized email signatures also have an impact. An unsuitable format or an image that is too heavy considerably increases the size of your signatures... and therefore, your emails.
As a responsible economic actor, we contribute to reducing our CO2 emissions and those of our customers in several ways:
As we are increasingly involved in sustainability initiatives, our priority in 2023 is to develop even more green IT functionality.
If sending emails has an impact, non-optimized email signatures also have an impact. An unsuitable format or an image that is too heavy considerably increases the size of your signatures... and therefore, your emails.
As a responsible economic actor, we contribute to reducing our CO2 emissions and those of our customers in several ways:
As we are increasingly involved in sustainability initiatives, our priority in 2023 is to develop even more green IT functionality.
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