I am currently trying to integrate Sprout Social Analytics from FB & IG into A Monday.com dashboard. I want the dashboard to keep track of follower growth & engagement & automatically update it every 1 hour or so. The problem is that Monday.com currently doesn’t already have an easy integration method for Sprout Social, so I’d have to use their Analytics API. What’s the best way to do this? I’m currently attempting to do it via integromat.com, but is there an easier way? Help would be greatly appreciated — thanks:
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Author: Franz Malten Buemann
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Using API to Integrate Sprout Social within Monday.com?
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The Quick & Easy Guide To Freezing Rows in Excel
Without freezing rows or columns in your Excel spreadsheet, everything moves when you scroll through the page, as shown in the gif below.
This can be frustrating if you can’t always see key data markers that explain what data is what, like column headers or row titles.
As with many things on Excel, there are tricks that help you make your spreadsheets easier to read, like the freeze function. In this post, learn how to freeze rows and columns in Excel to ensure that, when you scroll around, you’ll always be able to view the key data points that matter most.How to Freeze a Top Row in Excel
The image below is the sample data set I’ll use to run through the explanations in this piece.
1. To freeze the top row in an Excel spreadsheet, navigate to the header toolbar and select
View, as shown in the image below.
2. When the
View menu options appear, Click
Freeze Top Row, outlined in red in the image below.Once selected, everything in the top row of your Excel spreadsheet (row 1) will be frozen, and you can scroll up and down in your spreadsheet, but the top rows won’t move, as shown in the gif below.
How to Freeze a Specific Row in Excel
While excel has native functions for freezing the top row of a data set and the first column of a data set, there are additional steps to take to freeze other elements of your data set that aren’t those two things.
1. To freeze a specific row in Excel, select the row number immediately underneath the one you want frozen. For this example, I’m selecting row number three to freeze row number two.2. After selecting your row, navigate to View in the header toolbar and select Freeze Panes.
Once selected, you’ll be able to scroll up and down through your spreadsheet and always see row two.
Note that using the Freeze Panes function to freeze rows also freezes every row above the row you initially selected. For example, in the gif below, I selected row five which also freeze rows four, three, two, and one.How to Freeze the First Column in Excel
1. To freeze the first column of your Excel spreadsheet (column A), navigate to the Excel header toolbar, select View, and click Freeze First Column.
Once selected, you’ll be able to scroll side to side within your sheet, and the first column of your data set will always be visible, as shown in the image below.How to Freeze a Specific Column in Excel
1. If you want to freeze a specific column in excel, select the column letter that is immediately next to the column you want frozen and click Freeze Panes in the View header menu.
Once selected, you can scroll side to side through your entire data set and continue to see those columns. In the gif below, I’ve frozen columns A and B.
Using the freeze function in Excel makes your spreadsheets easier to understand, as you can ensure that critical rows and columns are always visible as you scroll through your data. -
We Are Currently Unable to Provide a Shopping Experience for This Country
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Your control preference
Would you rather write the script, read the script, watch the movie or write the review?
When someone commutes by train, they’re giving up control over the journey. On one hand, that means that they can’t actively impact how fast the train arrives. On the other hand, it means that they don’t have to be fully present and in command of all the decisions involved.
There’s a huge diversity of control preference, and it varies across the many areas of our lives. Perhaps you need to be in control over your work, but have no interest in controlling what you eat for dinner–or vice versa.
I remember a restaurant in the Bronx where the waiter would ask you one or two questions about which food you liked, and then walk away and bring you back a series of dishes that you didn’t expect or choose. Some people really enjoy this, others are frustrated by the lack of control it requires.
While it may be that each of us has an inherent bias away or toward control, it’s pretty clear that it is also a skill that can be learned, and that different industries allocate control to people as part of their hierarchies. It’s also true that different cultures have evolved to allocate and teach control preference in different ways. Sometimes it’s based on gender and caste, but there are also cultural mores that have been fueled by industry, the patriarchy and governance.
One of the things we certainly have control over is deciding whether we’ll seek to spend our days in control or not. We might have make sacrifices along the way, but the feeling is up to us.
[part 1 of a series]
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Gartner’s research: only 14% of organizations achieved a 360-degree view of their customer
Only 14% of organizations have achieved a 360-degree view of the customer, according to Gartner’s latest research. However, 82% of respondents said they still aspire to attain this goal in a Gartner survey of 402 marketing, IT and other enterprise leaders responsible for customer data initiatives from May through July 2021. This short research review…
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Getting Started with Salesforce Flow – Part 83 (Learn How to Designate a Recipient to Receive Error Emails)
Last Updated on January 20, 2022 by Rakesh Gupta Salesforce Flow is one of the most powerful tools provided by Salesforce to implement business requirements declaratively. Salesforce Flow helps businesses to save time, as well as money, by implementing solutions quickly. In theory, implementation of Salesforce Flow is straightforward – you create a
The post Getting Started with Salesforce Flow – Part 83 (Learn How to Designate a Recipient to Receive Error Emails) appeared first on Automation Champion. -
First Direct Bank Decided to Always Be Available: A Case Study
In today’s instant gratification age, customers expect service to be faster and more responsive than ever. So it may be surprising that a bank that started in the late 1980s is leading the way in the UK. But their holistic approach to being there for customers is a winning strategy, no matter the decade.
First Direct Bank began in October 1989 (a tough time to start a bank, right?) with one singular purpose in mind: to bash the rules of banking—especially those around convenience and getting help when you need it. A bank without branches, they support customers by phone, Internet and mobile. In what they do, and how they built First Direct, they have abolished hours where they are not available, people who don’t have time to speak, upselling, long lines, those red ropes, and queuing. In short, they built how the bank works (and when it works) for customer convenience, not its own.
Focus on Customer Convenience, not the Bank’s
First Direct never closes. They are available 24 hours a day, 365 days a year. And EVERY time you call, when the phone rings on their end, it goes right to a human being who picks up the phone. And here’s the lovely kicker: there is no robot or phone tree or ‘triaging’ system that sorts out the reason you called, then sends you off. You don’t have to punch in your numbers first then be dispatched. You call, and a human being answers that is ready to help. Full stop.
The reason First Direct went in this direction is that is what their best customers told them, “Kibosh the interactive voice response and get me to a real person.” And so they did. First Direct also knows that queuing, whether you’re standing in line waiting to see a teller or on the phone listening to a recording is devaluing. It says, “Our time is more important than yours.”In listening to their best customers, @firstdirect learned they wanted to speak to a real person immediately. So the bank made it happen. Learn more in this case study. #CXClick To Tweet
Hire Well, Train Well, Empower Your Front Line
All this is well and good…but you’ve got to be greeted by someone who wants to help, is trained to help, and CAN help to make any of this matter. Whoever takes your call has your back, because First Direct gives them permission to. And here’s why: they focus on to recruiting people from caring professions (healthcare, hospitality, etc.) using a character and values based vetting process.
Forty percent of new employees are recruited to the company by existing staff. And only about one in a hundred who start the recruiting process finish it. With all that in place, they turn over trust to those folks answering the phone. Every person who answers that phone is trusted to change processes, procedure and policies that make customers’ lives difficult.
Be Where Your Customers Are
First Direct’s is equally as swift, personal and helpful in mobile, social and Internet interactions. An early adopter to realizing the customers’ were using Twitter to ask for help, they were the first UK Bank with a Twitter account. Even in these social media interactions, First Direct imparts a human touch. Most tweets back to customers are signed off with the initials of the employee responding and catch a glimpse of who they are on their Twitter banner so there’s a face to go with that Tweet.
The Impact of Always Being Available?
Ninety-two percent of First Direct customers say they would recommend the bank to someone else. Their customers have become the engine that fuels their growth, and also vote for them to receive accolades and awards. A few of the many are: British Bank Awards 2017 – Best British Bank, Moneyfacts Online Banking Provider of the Year, British Bank Awards 2017 – Most Recommended Bank. In fact, in the most recent UK Customer Satisfaction Index, First Direct was the most highly rated organization for customer satisfaction—across all industries—with a score of 86.7 (out of 100).Want more case studies? Pick up a copy of my latest book, Would You Do That To Your Mother? Get more impactful brand examples, activities, and insights in the book.
Learn more about the book and find out where to order »
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Calling All Small Business Owners
Hello! I’m a college student conducting some research about small businesses’ experience with customer reviews. I have a brief survey for anyone interested to fill out and all respondents will be automatically entered into a giveaway for a $100 Amazon gift card. Considering I’m not just spamming this survey everywhere I can, you’ll actually have a good shot at winning if you respond to it. I’m not going to try to sell you anything based on your responses, this is for my research purposes only. Thank you! Survey: https://docs.google.com/forms/u/2/d/1e1SvOMoQCciQIdjlI0BzMONcukxMH1GZnvBYcq4E9XM/edit?usp=forms_home&ths=true
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How to Create Salesforce Custom Report Types + Examples
Custom report types enable you to create reports that go beyond the standard Salesforce report types. You can think of a Salesforce report type as a template/framework that tells Salesforce which objects and relationships to consider, and therefore which fields to make available in the… Read More
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A Year And a Half Later, Here’s How The Four Day Workweek is Going at Buffer
When we experimented with a four-day workweek it was initially for one month. As our CEO, Joel Gascoigne, wrote about in May 2020 when we first started the experiment, “This 4-day workweek period is about well-being, mental health, and placing us as humans and our families first.”
Joel’s announcement about the four-day workweek in April, 2020.At the end of May, while we were collecting the data on how the experiment went, we continued working a four-day workweek. In June, after we saw that the results were overall good for us, we shifted to a four-day workweek for the rest of 2020. Our team was surprised by these results, having expected naturally diminished productivity with fewer workdays. At the time, our Chief of Staff, Carolyn Kopprasch, wrote:
“Since the intention was to give temporary relief from typical expectations to teammates during an especially hard and unprecedented time, we did not set goals around productivity or results. In fact, we expected a tangible drop in productivity due to reduced hours.However, due to increased rest and reflection, many of you have shared that you felt your weekly productivity was in fact not all that different, and that your quality of work was higher while experiencing improved overall wellbeing.”
In the end, we shifted to a four-day workweek for the foreseeable future at the end of 2020.Now, we’re three months away from having operated by a four-day workweek for two years. We recently ran an internal survey to check in with the Buffer team on how many days they are working, if they feel happier and more productive, and finally, if they are able to get the work required of them completed in four days.
Here are the results:
91% of our team are happier and more productive working four days a week This is a great piece of data for us — 91 percent of our teammates either agree or strongly agree that they are happier and more productive now that they work a four-day workweek, as for the remaining nine percent, on the scale they all selected “neutral.” This was our hope when we first started out experimenting with a four-day workweek and we’re thrilled that this is still the impact nearly two years later.
Most of our team is only working four days a week One of the most common questions we get is if we are really only working four days a week, and now we have the data to confidently say — yes, most of our team are only working four days a week, or they choose to work five shorter days, which is an option several parents felt better suited their families. In our most recent survey, 73 percent of Buffer teammates are only working a four-day workweek (or five shorter days which is an option). The remaining 27 percent said they are working more than four days, most commonly people work four and a half days and use Fridays to catch up on tasks. On Fridays we don’t schedule meetings and no communication via email, Slack, or Threads is expected of our team. Some people do choose to use it as an “overflow” day and that’s something we support as an organization assuming this doesn’t turn into overworking.
84% of our team are able to get all of their work done in four days a week Finally, we also wanted to know if teammates feel they can get all of their work done in four days a week, and 84 percent of our team either agree or strongly agree that they are able to get the work required of them completed in four days.This has been an adjustment as it isn’t easy to suddenly change the workweek, so each team and teammate have been experimenting over these last years to adjust their work, projects, deadlines, and expectations to be realistic with a four-day workweek. There’s always room for improvement but we’re happy to see this number as high as it is right now. We’ve communicated to our team that we know changing long-standing habits and expectations from a five-day workweek will take time. After all, we’ve worked our whole careers with a five-day workweek paradigm. So when we see responses in our survey about people who don’t feel like they can get all the work they need to do done in five days, it prompts us to question a few key things:Is the workload reasonable for a 4-day work week?
Are these instances constant, or one-offs because of pressing deadlines or big projects?
Is there feedback we can provide to the individual or team to help streamline or work more efficiently?We want the four-day workweek to apply to everyone equally, and since we apply this uniquely to different teams (like our advocacy team), we are open to creative solutions and re-iterating a flexible schedule. A four-day workweek, like remote working in general, requires trusting teammates to be honest about their work demands and workloads. It’s a dialogue between manager and teammate and something we encourage our company to continue to iterate on.
What we’re tackling in 2022
A question that comes up a lot with the four-day workweek is if there are any unexpected drawbacks or challenges. We’ve been wrestling with one in particular: how connected we feel as a team when you have fewer hours in the workweek to allow for casual conversations and team-building activities. In 2020, when we launched the pilot, we did intentionally reduce the number of hangouts and casual events to leave room for productive work in the week. We still have 1-2 team-wide events each quarter such as All Hands or Town Halls with our Executive team and those are recorded for anyone who cannot attend. Our engagement scores have decreased from the beginning of 2021 (employee net promoter score went from 33 to 19), which is something tied to many, many factors including team turnover, product direction, and external influences. One thing that has been highlighted in our surveys is the reduction in team-building events such as Zoom hangouts, guest speakers, and in-person events such as our retreat.For 2022, we’re diving back into more intentional team-building both asynchronously, synchronously, and the occasional in-person meetup where available. We still want to maintain a balance of productive work during our 32-hour workweek, but also have some purposeful events that are part of the larger building block of team connectedness. We’ll follow up with future blogs about things we’ve done in the past and initiatives we’re trying for 2022!
Where do you start?
Many companies are now exploring a four-day workweek and emboldening their employees to be flexible and efficient in their workweeks. We’ve been asked by a lot of companies were to even begin about experimenting with a four-day workweek—and here are our best resources and steps to kick off a discussion or test!We tested it on a small scale (one month), with a few key survey questions to measure success.
We then rolled it out to a 6-month pilot trial, continually surveying our team and gathering objective productivity statistics (like lines of code written, customer satisfaction numbers, etc.)
We clarified and finessed how we approach a four-day workweek with our customer support team. (We alternate days off amongst our support staff so that we still have 24/7 in our customer support inbox.)At the end of seven months of a four-day workweek, we felt enough momentum and positive reaction to commit to one more year of a four-day workweek, with added clarifications around the use of the 5th day as “overflow” and performance expectations for this as a perk.
After nearly two years, we’ve felt more confident than ever in our new systems, though we’ll continue to question, survey, and test out different habits to work efficiently and still bond as a company. We’re still working on the ideal balance of team engagement and events within the midst of a shorter workweek.Even almost two years in, we still have a lot to learn about working four days a week. We’ll continue sharing as we go, and we’d love to hear from you! What questions do you have about working a four-day workweek? Send us a tweet!