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4 Ways To Launch A Better Website With A Smaller Budget

4 Ways To Launch A Better Website With A Smaller Budget

Your website is your online shopfront, the outward facing persona of your business, so it’s important to get it right when it’s time for a website redesign. This can be tough when you or your team continually have lots of great ideas to be incorporated in the new site. It can be tempting to delay the launch to add just one more new feature.

However, this can also result in some massive headaches. What features should you prioritise? Will the website do it’s job? And importantly, will it fit the budget? With that in mind, here are some simple ways you can ensure that your website redesign project runs smoothly and within budget.

1. Nobody Gets It Right The First Time Around

Getting your new site absolutely perfect first time around is impossible. The most successful businesses understand that achieving ‘perfection’ as far as their website goes is an ongoing pursuit that they need to pursue each month, making incremental improvements and gains where they can. These businesses understand that the traditional way of building a website and then redesigning it in 2 year cycles is flawed, and this is essentially hindering their business online for 2 years at a time.

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Some tips to be aware of when planning a website redesign:

  1. The objective of the first launch of the new website should be to bring live the new visitor friendly design framework you have decided upon.
  2. Future design changes should improve upon the UI of the site, add content and restructure pages to improve the return on investment from the site.
  3. The site should be built in such a way that it can be added to and improved each month.
  4. Aiming to get everything ‘absolutely perfect’ for launch is generally a waste of time and resources. Once the site goes live you will be able to gather data on its performance and the path users take through the site, enabling you to quickly make improvements based on data.
  5. Have a clear cut off for all features that will be in the first version and what will be added later.
  6. Any new features you think of during the development process should not go live until after the site launch

2. Avoid Scope Creep

One of the biggest reasons web design projects going over budget is scope creep, which is when you think of new additions and functionality for the website once the project has started and work has begun.

This severely hampers progress and can be very costly, especially if functional changes to the site conflict with the existing work that you or your developers have done, as well as adding unnecessary costs for ‘nice to have’ features that may not actually offer much real benefit for customers, or could be added later

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Not only does scope creep slow down the project and cost more, it can often ruin the entire layout and focus of the new website by adding functionality and areas of the site that don’t fit well or conflict with the main objective of the site. Therefore, the solution is to avoid adding any new features while the site is in progress. Remember, the first iteration won’t be 100 percent perfect, but will have the most important functionality included.

3. Trim The Fat

It can be tempting to plan that all functionality from your old site be included in the new one. However, do you have evidence to back up whether or not certain features are actually useful to your customers? A more effective process is to include core functionality, then add optional functionality piece by piece and run user tests on the site to determine what would help users the most, and what doesn’t add to their experience.

Consider testing your old website using whatusersdo.com to get people in your target market to test the site. Learn what parts of the site are useful and what aren’t. Use this to guide your process and trim the fat – don’t rebuild any parts of the site unless there is evidence that it improves the user’s experience.

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4. Educate Yourself About Growth Driven Design

Many of the points described above are part of an emerging web design process called Growth Driven Design. Adopting a Growth Driven Design approach for your next website project can help to eliminate these main causes for website projects to go over budget, as well as a number of other key benefits:

  1. A more effective method of redesigning a web site
  2. An agile method of continuously improving the performance of your website using real time data from the website
  3. Requires a much smaller time investment
  4. Quick to launch
  5. Maximises the return on investment from your project spend

In order to successfully use this framework for a website project, it’s important that if you’re working with a team on your website project that everyone’s on the same page. Therefore, preparing a presentation to educate everyone else involved in it about the Growth Driven Design philosophy and ensure all activity is done with this process in mind can really help ensure your time is used productively.

Once everyone is in agreement, you can refer back to this process any time features are suggested. These features can then be added to an ongoing plan, allowing you to keep your initial website redesign project within your budget, while having a solid plan for when to add in new functionality.

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The result is a more efficient website design process, saving both time and money!

Featured photo credit: Helloquence via unsplash.com

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Last Updated on December 10, 2019

7 Strategies to Keep Employee Motivation High

7 Strategies to Keep Employee Motivation High

Highly motivated employees are essential to the success of any business. Most people spend a third of their lives at work.[1] That’s a significant amount of time away from home, apart from the people who make us happy and the things we love to do. So keeping employee motivation high is essential for creating an office environment that gets the best out of our people.

But do you know what motivates your people?

It’s simple:

  • Is their work stimulating?
  • Does it challenge them?
  • Is there room to grow, a promotion perhaps?
  • Do you encourage creativity?
  • Can they speak openly and honestly with you?
  • Do you praise them?
  • Do you trust your staff to take ownership of their work?
  • Do they feel safe in their work environment?
  • And more importantly, do you pay them properly?

Every one of these factors contributes to the general happiness of your employees. It’s what motivates them to come into the office each day and work hard, hit goals, and get results.

In contrast, an unmotivated employee is typically unhappy. They take more sick days, they’re not invested in seeing your business succeed, and they’re always on the lookout for something better.

Stats show that 81 percent of employees would consider leaving their jobs today if the right opportunity presented itself.[2] So it’s up to you to set aside time and energy to create a work environment that benefits every one of your employees.

These seven strategies will help you motivate your people to consistently deliver quality work and, more importantly, to stick around for the long term.

1. Be Someone They Can Rely On

You rely on your people to turn up to work each day, to come to you when they have a problem they can’t solve, to be honest, and to always engage professionally with customers.

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But this is not a one-way street. You, too, need to be someone your team can rely on. They trust you to have their backs when a client is unreasonable, to know that the decisions they make are in your best interest, and to make good on your promises.

If you say you’ll attend an important meeting, be there. If your company makes a profit and you’ve said you’ll pay a bonus, pay it. The goodwill of your people is something you never want to test, let alone lose.

Be reliable; it’s astounding how much this motivates your people.

2. Create an Awesome Company Culture

There’s no denying that company culture trickles down from the top. Your leadership and attitude massively influences the attitudes, work ethic, and happiness of your staff. If you’re always stressed-out, overly demanding, and unreasonable, it’ll create tension in your office which will adversely affect your employees’ motivation levels.

In fact, the HAYS “US What People Want Survey” found that 47 percent of staff who are actively looking for a new job, pinpoint company culture as the driving force behind their reason to leave.

So if you have high staff turnover, you need to determine whether your company culture might be the motivating factor behind your churn rate.

Here are four ways to build a culture that keeps your employees highly motivated.

  • Be conscious of the image you present. Your body language and attitude can positively or negatively impact your employees. So come to work energized. Be optimistic, friendly, and engaging—this enthusiasm will spill over to your people and motivate them to be more productive and efficient.
  • Appreciate your people and be reasonable. Celebrate your team’s achievements. If they’re doing a good job, tell them. Encourage them to challenge themselves and try new things. And reward when deserved. If they’re struggling, help them. Work together to find solutions and be a sounding board for their ideas.
  • Be flexible. Give your people opportunities to work remotely—this is highly motivating to staff, particularly millennials. They don’t want to be battling traffic each day on their way to work. They don’t want to miss their kids’ baseball games or ballet rehearsals. Stats show that companies that offer flextime and the ability to work from home or a coffee shop have happier and more productive employees.
  • Create employee-friendly work environments. These are spaces that inspire and ignite the imagination. Have you ever been to Google’s offices? No headquarter is the same. From indoor slides and food trucks, to hammocks, and funky work pods on the wall, gaming rooms, and tranquil interior gardens, there’s something for everyone. It’s a space where people want to be, catering to their need for creativity, quiet, or team building; you name it.

So take a look at your company culture and ask yourself, Is my business an attractive workplace for talented professionals? Does it inspire commitment and motivate my people? What could I do to improve my company culture?

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3. Touch Base with Your Team Weekly

Make time for your people, whether you run a remote business or work in an office, set aside time each week to talk to your people one-on-one. It’s non-negotiable.

When there’s an open line of communication between staff members, work gets done. Don’t believe me? A study by Gallup found that 26 percent of employees said feedback from their leaders helps them to do a better job.[3]

Your people want to feel trusted. They want to take ownership of their work, but they also need to know that when they have a question, they can reach out and get answers. If you’re unwilling to make yourself available, your team will quickly become unmotivated, work will stagnate, and your business will stop growing.

So block off time on your calendar each week to touch base with your people, even if only to let them know that what they’re working on matters.

4. Give Them the Tools They Need to Do Their Jobs Well

Imagine trying to run your business without electricity. How would you contact your clients? What would happen when your phone or computer battery died?

Technology is super critical to the success of your businesses. It allows you to work more efficiently, to be more productive, and to handle matters on-the-go. That’s why you need to give your people tools that will make their jobs easier.

Make sure their equipment is in good working condition. There’s nothing more frustrating than a laptop that takes ages to boot up. It’s got to go. Replace outdated software with new software. Don’t make your designer work in Coreldraw; give them access to the most up-to-date version of Adobe Creative Suite. Take it a step further and buy them a subscription to Shutterstock or Getty Images.

Make working for you a pleasure, not a pain; and watch your employees’ motivation levels rise.

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5. Provide Opportunities to Learn and Upskill

Would you believe me if I told you that 33 percent of people cite boredom and a need for new challenges as the top reason for leaving their job?[4] If you want to retain your talent, you need to upskill.

Thanks to technology, we live in a rapidly evolving world that demands we change with it. A copywriter is no longer just a writer; they now need to be experts in SEO, Google Adwords, CRMs, and so much more.

A pastry chef needs to be a food stylist, photographer, and social media manager. An entrepreneur needs to be a marketer—or at least take ownership of the marketing message for their business—if they hope to scale.

Technology makes all of this possible. No matter your location, your people can continuously expand their knowledge and gain new skill sets—something that’s highly motivating to employees. They want to know that there are opportunities to grow and develop themselves.

If you won’t invest in your people, then your business becomes just another job to tide them over until they find where they truly belong. So be the company that sees value in developing its people.

6. Monitor Their Workload

Overworked employees tend to be unproductive and unhappy. Your people cannot be at full capacity every day, month to month. Something’s got to give. They’ll become deflated and their work will eventually suffer, which will negatively impact your business.

What I like to do is implement a traffic light system. It helps me to keep a finger on the pulse of my business. So there’s red, yellow, and green:

  • Red means they’re fully loaded.
  • Yellow means they’re busy, but they can potentially take on more.
  • Green means they haven’t got enough to do.

I use this traffic light system because I don’t want my team members to be stressed out of their brains all the time. If they are, they won’t make good decisions and they won’t do good work.

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If my people are regularly overloaded, I have things to think about. Perhaps I need to hire a new person to help ease the load or take a closer look at what projects are good to go, and which can take a back seat.

And this is why #3 is essential. If I’m regularly engaging with my people, I’ll know that while they’re coping with their workload, it is impacting their performance and health, and I’ll take action.

7. Don’t Mess Around with Your Employees’ Pay

Never mess around with your people’s salary. As a business owner or high-level manager, it’s easy to forget that most people live from paycheck to paycheck. Delayed compensation can mean a missed bill payment, which could result in costly penalties they can’t afford or hits to their credit score.

So it’s your job to ensure that you pay your people on time.

The Bottom Line

A motivated team is an asset to any business. These people never give up. They get excited about coming to work each day and can’t wait to test a new theory or tackle a particularly tricky challenge. They’re proud of the work they do. And more importantly, they have no reason to leave.

Wouldn’t you rather be part of their success story than the business that drove them away?

More to Motivate Your Team

Featured photo credit: Emma Dau via unsplash.com

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