Category: Marketing Automation

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Having lost my dad to cancer when I was just nine years old, I always knew how deeply losing someone you love can change your life. What I didn’t expect was for another major loss to inspire me to start my own business.But, when my grandmother passed away during my late 20s and I was left in charge of her end-of-life planning, I saw some opportunity in the struggle. I had no idea how to handle all of the complicated logistics—in fact, I had no idea there would be so many logistics!—and I felt overwhelmed in the midst of trying to deal with my own grief. The experience made me realize how unprepared most people are to deal with death, and thus inspired me to co-found my company, Lantern, which provides tools, content, and services to guide people through the end-of-life process.Navigating loss while working full time also made me realize how unprepared most employers are for supporting their employees through grief. I was working at a startup at the time and, while the company wasn’t unsupportive, they struggled to figure out how they could really help (while also keeping business operations running smoothly). I always felt like I got support with a caveat: Take all the time you need… but make sure nothing falls behind. We don’t have an official policy… but don’t take too much time off. And once my bereavement leave was over, it felt like I was expected to be done grieving.When starting my own company, my co-founder and I knew we wanted to do things differently, both to better support our employees and to be a model to companies big and small. Here are some of the ways my experience has informed the bereavement benefits and grief-inclusive policies we’ve implemented on our small team. View this post on Instagram A post shared by Lantern (@followlantern) I wanted to have a policy in place from the startAs an entrepreneur, I talk to so many business owners who don’t even have an official bereavement policy. “We’ll just figure it out when it happens,” they say, or, “We’ll just let people sort it out with their manager on an individual basis.” When I lost my grandmother, the startup I was working for had this mentality.There are a few problems with this approach. For one, you’re putting the onus on the grieving person to figure out what’s appropriate to ask for, which is a terrible feeling when you’re already dealing with so much. I wanted as much time as I could get when I lost my grandmother, so I would have loved some guidance on how much was reasonable.The other issue is that there’s a lot of potential inequity in that situation. For instance, one manager who’s really close with their employees may be happy to give them as much time as they need, while another may not approve as much time off. Being hyper clear about what we offer from the start removes both of these issues. Our small team at Lantern has been lucky enough to not need extensive bereavement leave yet, but I’m glad to know that, when it inevitably happens, we won’t have to scramble to sort out a policy or leave employees feeling uncertain. View this post on Instagram A post shared by Lantern (@followlantern) I wanted our policy to reflect real needs (not just be a random number)The standard bereavement leave policy is three days for the death of an immediate family member, maybe one for non-immediate family or friends, and that time off is generally expected to be taken right after the loss. Meanwhile, Lantern research estimates that it takes 150+ hours of work (that mostly needs to be completed during business hours) just to navigate the logistical aspects of a death, if you’re in charge of that. That was certainly the case for me, and trying to balance those tasks with limited time off while also doing my job felt completely unattainable. Plus, it didn’t even leave me with time to actually process the grief. By the time I’d gotten to a place where I could do so, it felt like everyone else had expected me to move on (even though the data shows that grief affects people for years, potentially a lifetime, after the actual loss).I’m not saying employers should give people years off for bereavement leave, but three days feels like an arbitrary and unrealistic number. Our baseline at Lantern is three weeks of paid leave for an immediate family member, and a week for an extended family member, with a few key details that support different needs and timelines for processing:That number is a floor, not a ceiling. We expect that folks will take at least that much, but if they feel like they need more, that becomes a conversation with their manager.Those days can be split up and taken at any point, whether employees need time leading up to the death, immediately after, or even months or years after (such as taking a day off on the anniversary of the death).The relationship of the deceased is defined by our employees. After all, who are we to say that a best friend shouldn’t be considered an immediate family member, that their death isn’t as hard as a sibling? We trust our employees to tell us what they need.If business owners are unsure of how much time to give, I always encourage them to think about what they would want for themselves and consider if they’re giving that to their employees. If you put yourself in the position of losing someone, would three days be enough?I wanted to create systems so employees could seamlessly disconnectEven when I was on leave after the death of my grandmother, it felt like I had to be on point for my team. There were things they needed from me to keep things moving, and I didn’t want to let anything fall behind. So I stayed available, but it was hard to take care of myself when my brain was still half at work.At Lantern, we’re trying to create the expectation that people can and should truly disconnect during their leave, and we’ll keep the business going in their stead. When business owners worry about lost productivity during that time, there are a few things I like to remind them. First, even if your employee is technically on the clock, they’re not working at full capacity if they’re grieving, so you’re likely losing that productivity anyway. View this post on Instagram A post shared by Lantern (@followlantern) But, more than that, if the business cannot physically operate when one of your teammates is gone, that’s a business problem, not an individual problem. We try to build access and transparency into how each employee operates across our team so that nothing is completely reliant on one person. For example, we keep updated documentation on in-the-works projects, all of our CRM data is centralized in Hubspot, and each employee has either a formal or informal “buddy” who they’re in constant communication with about the things they’re working on. Think how you would prepare for someone going on parental leave or sabbatical, and then build that into your everyday systems so someone else can jump in at a moment’s notice (since you typically can’t plan when death will happen). Ensure that, in the wake of a loss, employees have to hand off as little as possible, and that the team won’t have to ping them while they’re grieving.I wanted support to go beyond leaveFinally, I wanted to make sure our grief support went beyond just giving our employees time away. Even when I was done with my leave after losing my grandmother and ready to return to work, it’s not like I could hit pause on my grief when I entered the office. We wanted to have a grief-inclusive culture so that employees didn’t feel like they had to hide what they’re going through.A big part of that is giving our “Grief in the Workplace” training to our employees, so that everyone understands how to talk with a grieving teammate and what they can really do to support them. We also recognize that grief plays out beyond the home, so we acknowledge when major world events may be affecting our employees and give them time and space to grieve that, too.While some may argue it’s not a business’ job to help employees deal with grief, if it’s affecting your employees, it’s affecting your business. By putting the human before the company and giving your team the space and support to process, they’re going to feel more engaged, more loyal to your company, and more confident that they can bring their best selves back to work (when they’re ready).

I’m willing to bet we’ve all felt stifled by the rigid 9-to-5 work schedule — especially on our productivity both in and out of the office.
For many workers, a flexible schedule is the answer. This types of schedule allows you to work when you’re most productive and gives you the autonomy you need to create an ideal work-life balance, however that looks to you.

Here, we’ll cover what a flexible work schedule looks like and explore its pros. cons, and surprising outcomes.
It’s important to remember that flex hours doesn’t equate to less hours. In fact, as you’ll read later, employees actually clock in more hours working from home. Further, there is still structure to this type of schedule: employees must work a certain number of hours, or come up with an alternative agreement with their employer regarding office hours versus remote time.
There’s plenty of science to suggest flexible work schedules are critical for happier, more productive employees and a more successful company overall.
For instance, a recent study by Qualtrics found a whopping 93% of employees feel the way they work has “fundamentally and forever” changed since the pandemic, with the most favorable changes being flexible schedules.
According to the same study, 43% of employees feel their work-life balance has increased over the past two years, along with their overall happiness and job satisfaction.
Of course, there are pros and cons to flexible schedules, just like there are pros and cons to a rigid nine-to-five job. But, since flexible schedules are becoming more typical nowadays, we’ve compiled a list of everything good, bad, and surprising about implementing flexible work hours at your office. Take a look:
1. You can adapt your schedule to fit family needs.
If you make your own hours, you can ensure those hours adapt to your family and social life demands. For instance, we have parents at HubSpot who make their hours fit around their children’s daycare schedules: they work early in the morning, take a break in the afternoon to pick up their kids, and then resume work later in the evening.
Or, perhaps your flex schedule is less rigid than that — maybe you just want time to see your son’s soccer games, or your sister’s graduation, and you need flexibility to manipulate your work schedule without taking time off.
Emily MacIntyre, HubSpot’s former Marketing Team Development Manager, agrees that there are pros and cons to flexible schedules in regards to parenting.
She tells me, “There are often in-office events after work that I have to miss out on, because I need to be home. But I get to see my daughter, and spend time with her each night, so it’s a trade-off.”
Ultimately, a flexible schedule can go a long way towards maintaining a healthy work-life balance and protecting important relationships in your life.
2. You can indulge in self-care.
It might sound strange, but having the option to occasionally put your personal needs before work can help you find more joy throughout your day.
Self-care can be anything from a noon cycling class to finding time to meditate in the park — anything activity that makes you feel better able to tackle your responsibilities with a clear mind.
3. Your employees can pursue passions outside of work.
Unfortunately, your employee’s passions can’t always fit outside a nine-to-five work schedule. Sometimes that poetry class starts at four, and other times your hiking group leaves at noon on a Friday.
There are a few reasons it’s important to give employees the freedom to pursue other passions. First, passion can encourage innovative ideas. The more well-rounded your employees are, the more likely they are to apply unconventional solutions to your company’s problems.
Also, as previously mentioned, happier employees are more productive. And, lastly, if your employees can find outlets outside of work to pursue their passions, they’re less likely to feel unsatisfied in their current role.
4. Your employees can work whenever they’re most productive.
For me, personally, this is the single most important benefit to flexible schedules: I work insanely well in the mornings. On some mornings, it feels like I can finish two-weeks worth of work before noon. But then, three or four p.m. strikes, it becomes a struggle to even write a grocery list.
On the other hand, one of my coworkers does best when he can come into the office around 10 a.m., and then work, head-down, later into the night.
Tony Schwartz, author of The Way We’re Working Isn’t Working, writes about the importance of working like a sprinter. He says it’s important to work intensely and distraction-free for a period of time, but equally critical to take regular renewal breaks to recover from that intense work period.
Ultimately, your employees aren’t all going to be productive at the exact same time. Flexibility allows them to become better workers — they will get everything accomplished during the hours they want, and they won’t feel burnt out from sitting at their desks during times they are unproductive.
5. Your employees can avoid rush hour.
Recently, the average one-way commute in the US increased to a new high of 27.6 minutes. That’s almost five hours a week wasted.
Another study found employee happiness decreases as commute times increase. Ultimately, a long commute can drive employees to search for companies closer to home or with different hours.
An easy way to improve employee satisfaction is to allow commuters the option to avoid traffic by leaving even just thirty minutes later. It can also positively impact your employee’s level of energy and productivity.
6. You give employees a sense of autonomy.
People like control over their schedules — it enables them to feel fully in charge of their work and personal lives, and makes them feel like their company trusts them.
HubSpot’s Culture Code recognizes the importance of autonomy, saying, “Results matter more than the number of hours we work. Results matter more than where we produce them.” And, referring to the Economist graph we mentioned earlier, we can see it’s true — people are more productive even when they work fewer hours, so why not let people choose whichever time they need to commit to deliver the best results?
Siobhán McGinty, a Senior Team Manager in HubSpot’s Dublin office, says her flexible schedule gives her the opportunity to “live my best life. I enjoy getting up at 7 a.m., clearing my emails, enjoying my coffee and getting some work out of the way early on in the day. I also enjoy taking two hours off in the middle of the day to go to the gym, or do yoga, or — if it’s pay day — get a massage.”
7. You can recruit and retain better talent.
Flexible schedules have been shown to increase employee productivity and overall morale. Ultimately, you can use the benefits of a flexible schedule as a selling point for hiring better talent.
Offering flexible schedules is a good way for your company to attract talent and stand out from competitors in the industry, particularly as flex hours and remote work rise in popularity and employees begin to expect it from their next job.
We’ve covered seven different ways flexible schedules can benefit both employers and employees. But like any work arrangement, there are also some downsides to consider before committing to becoming a flexible workplace. Here are a few risks associated with flexible schedules.
1. It’s more difficult for you to arrange meetings with your team.
If everyone has different schedules, figuring out everyone’s availability can get tricky — for instance, perhaps you can’t have any nine a.m. meetings because three people on your team don’t arrive until 10 a.m. This gets even harder if your team works around the globe, or if you need to schedule meetings with clients who work the traditional nine-to-five.
2. Lines between work and life blur more drastically.
Maybe you’re working from home and your roommate asks you to go to a cycling class at noon, and suddenly it’s three p.m. and you’ve still got a ton of work to do. Or maybe your kids interrupt meetings and calls with pleas for trips to the pool.
Whatever the case, life intervenes more drastically when you’re working flexible hours, particularly if you’re working remote. Plus, if all the people in your life work nine-to-five, they might try to pressure you into plans that are inconvenient for your schedule, since you “make your own schedule anyway.” Drawing boundaries between personal life and work can get difficult.
Besides having a tough time getting into work mode when you’re tempted by your personal life, it’s also often challenging to shut off “work mode” when you can technically work whenever you want. Maybe it’s eight p.m. and you simply can’t relax when your desk, and all those piles of work, is within view.
During such instances, it’s important you separate work from the rest of your life as much as possible, even creating a physical boundary by closing your office door when you leave.
3. You won’t find much structure at home.
If you’re working remote, there’s very little structure. With that freedom to take breaks, you might suddenly find you’re getting very little done.
Working remotely often requires more focus and discipline than working in an office. You’ll need to set your own rigid structure and stick to it, or you might risk your performance sliding as you take more TV breaks or spend precious productivity hours folding laundry.
4. It can be difficult to create a bonded team.
If you’ve got a team that works from wherever, whenever, it can be hard to pencil in time to develop organic, authentic relationships between your team members. It just doesn’t happen as naturally as it would if everyone sat beside one another 9 to 5 and digressed into talks about the latest Bachelorette episode.
One way to counteract this is to plan fun corporate team-building activities, but you might still need to work with everyone’s flex hours or remote time.
Siobhán McGinty admits remote work in particular can get lonely. Here’s what she suggest: “To overcome that, I set up virtual ‘water cooler chats’ with people on the team if I have 15-30 mins between meetings. It also helps to maintain rapport.”
She also says she “practiced” going remote by initially working from home a few days a week, and eventually working her way up to full-time remote, and admits while rewarding, it’s also difficult.
Flexible Schedules: The Surprising
We’ve explored some pros and cons of a flexible schedule for employees and employers, but there are some additional surprising facts you should know when deciding if flexible schedules is right for you and your company.
1. The more flexible your employees’ schedules are, the longer they’ll work.
If you’re worried about employees taking advantage of flexible hours and working an hour a day before hitting the beach, don’t be — a recent report by Owl Labs found that 55% of respondents say they work more hours remotely than at the physical office.
One explanation for this is known as the gift exchange theory, which is the idea that you’re grateful when your employer gives you a flexible schedule and you see it as a gift, which you feel obligated to repay by working harder and longer. You want to prove you deserve the flexible schedule, so you push yourself to work over eight hours a day.
2. Flex hours make your employees happier — and their children.
A study conducted by the American Sociological Review found workers with flex hours slept better, felt healthier, and were less stressed than their nine-to-five counterparts. Overall, the group with flex hours felt happier than the group with a rigid schedule.
But, most surprisingly, as noted by the New York Times, is “the effects even cascaded down to employees’ children, who reported less volatility around their own daily stresses; adolescents saw the quality of their sleep improve.”
Happiness is contagious — and so is stress — so it makes sense parents with lower levels of stress and higher levels of happiness were able to spread those emotions to their children.
3. Remote workers are taking less sick days.
For many remote workers, a sick day is just another day. A recent report found two-thirds of US workers feel remote work adds pressure to work through sickness. Another report suggests workers feel obliged to clock in remotely, even if they’re ill.
Of course, not taking breaks — whether sick or not — can quickly lead to exhaustion and stress. In fact, remote work is not a “cure” for employee burnout. In fact, a 2021 study found those who work virtually are more likely to say burnout has worsened over the years (38%) than are those working on site (28%).
Final Thoughts
Ultimately, providing flexible schedules for employees won’t work for every company or every department.
For instance, if your employees work in the services industry and often speak both on the phone and in-person with clients, perhaps you need them to maintain a nine-to-five schedule.
Hopefully, weighing these pros and cons will help you make the best decision for your team, or even brainstorm alternative ways to combat some of the negative consequences of a traditional work schedule.

If you’re looking for some great finance podcasts to listen to in 2022, you’ve come to the right place.
In this article, we will share with you a list of the best finance podcasts available.

Whether you’re just getting started in your financial journey or you’re looking for some new tips and tricks, these podcasts will help you out.
Best for Learning About The Economy: Planet Money
NPR’s Planet Money describes itself as a show where listeners can learn about the economy from a friend – at a bar.
While the economy may seem like a boring topic to many, Planet Money makes it interesting by doing deep dives on who it impacts and how – everything from inflation to fast food delivery to crypto and city building.
What’s more, the show takes a global approach, tackling all countries and the economic issues they face.
Although this isn’t the show to teach you how to manage your 401K, you will learn how a lot about where the economy is and where it’s headed – which is valuable knowledge for long-term investments.
Standout episodes:

Buy Now, Pay Dearly
No Such Thing as a Free Return
Of Oligarchs, Oil, and Rubles

Best for Beginners: Brown Ambition
If you are new to the financial literacy game, you’ve probably heard of The Budgenista. She is a well-known finance educator and author with a large social media following and a frequent daytime TV show guest.
She, along with her co-host Mandi Woodruff, another personal finance expert, started a podcast so you can get their advice every week.
They cover traditional finance topics like retirement accounts, debt management, and loans while also tackling current events, such as rising inflation and the pandemic.
Brown Ambition is perfect for those who don’t know where to start to manage their finances as well as those who have the basics down but still want to do more.
Standout episodes:

Why I-Bonds are Suddenly a Sexy Investment
Juggling Your Business with a 9-5
Can you buy your way to an early retirement?

Best for Seasoned Investors: Invest Like The Best
One of my favorite ways to learn is by listening to experts. This finance podcast leverages this by bringing in investment leaders from all sectors to offer advice and share their journey with listeners.
What’s great about this podcast is that it doesn’t just focus on standard investments like 401Ks, stocks, and bonds – they also discuss artificial intelligence, ecommerce, NFTs, gaming, and more.
This show is for business-driven folks who want to learn how to diversify their income streams and scale their businesses.
Standout episodes:

Factories of The Future
The Past, Present and Future of Digital Infrastructure
The Art of Software Buyouts

Best for Building a Millionaire Mindset: Manifesting Money
Manifesting Money is a show that focuses on the psychological, spiritual, and emotional side of making money.
It’s all about attracting and retaining money to build long-term wealth.
The show tackles everything from breaking harmful generational beliefs around money to getting out of financial hardship.
This podcast is ideal for those who not only want to get their money right but also their mind.
Standout episodes:

Releasing Your Emotional Attachment to Money
Step-by-Step Process of Getting Through Financial Hardship
Is Your Family Blocking Your Financial Blessings?

Best For Beginners: Clever Girls Know
Created for women by women, this podcast is an extension of the Clever Girl Finance brand, which is personal finance media and education platform in the U.S.
From personal success stories to pop culture lessons to expert tips, Clever Girls Know has a little bit of everything in its podcast. This is what makes the podcast exciting – every week, you get something fresh and different.
Standout episodes:

The Parallels between Your Health/Diet and Your Finances
The Good, The Bad, and the Backlash of Saving $100K
How Stephanie Increased Her Income, Then Identified & Addressed Her Money Trauma

Best For Side Hustlers: Yo Quiero Dinero
We can’t talk money without talking about generational disparities stemming from race, gender, and sexual orientation. Yo Quiero Dinero tackles this and more.
Led by a Latina woman, Yo Quiero Dinero helps its listeners tap into their potential by offering the steps needed to succeed in entrepreneurship while navigating real-life challenges.
From the path to investing as a first gen to the mental health impact of pursuing financial independence, this podcast is a well-rounded podcast that teaches about money and beyond.
Standout episodes:

How to Manage Wealth Guilt
Why Entrepreneurship is Emancipation for Women of Color
Taxes and Accounting for Side Hustlers

Best For Parents: Parents Making Profits
Are you a parent struggling to balance family and business? Then, this podcast is for you.
Parents Making Profits is all about ways to earn money while balancing raising a family.
The best part? It’s led by two Dadpreneurs who practice what they preach – so, you know you’re getting advice from those who understand exactly what you’re going through and how to tackle those challenges.
Standout episodes:

How to Get PR without a Publicist
Who is more helpful when starting your business: Strangers or Friends/Family?
4 Tips for You to be an Effective ParentPreneur

Best for Short-and-Sweet Tips: Nerd Wallet’s Smart Money
Nerd Wallet has already established itself in the blogging space as a reputable. financial education platform. In 2017, they expanded into the audio space by launching “Smart Money.”
Compared to most podcasts which usually range between 45 minutes to an hour, Nerd Wallet is short and sweet, with most episodes around 20 to 30 minutes.
These bite-sized episodes cover everything from leveraging credit card points to vetting mortgage lenders. They also do “nerdy deep dives” into niche industries like child care and weightlifting.
Standout episodes:

When Travel Insurance is Worth It and Buying an Electric Car
Why File Your Taxes Early and Tapping Your Home’s Equity
Small Business Inflation and Sign-Up Bonuses

Best for Beginners: Money Please
Money conversations can get complicated very quickly. Think of Money Please as your go-to friend for all things finances who can give you the scoop and offer advice without shaming or judging you.
The host, Berna Anat, regularly brings in experts to help listeners go from a fear of money to a love of personal finance.
Standout episodes:

How Do I Avoid the Budgeting Guilt Cycle?
Is It Too Late to Become Part of the CryptoClub?
Financial Feminism

Best for Those Seeking Early Retirement: Choose FI
Ever watch those “I’m retired at 30” videos and wished that was you? Then, start listening to Choose FI.
This podcast focuses on reaching financial independence (FI) early by exploring tactics used by those who have achieved it. They tackle debt management, tax hacks, passive income streams, real estate, free travel, and more.
Standout episodes:

SWOT Analysis for Financial Independence
The Art of the Career Pivot
$1K 100 Ways

Best For Novice Investors: Coffee and Coin
Some of the best conversations are had while drinking a cup of coffee.
This podcast aims to do just that: Real, honest conversations about money. From where to invest to how to double your earning potential.
Although the podcast was created with women in mind, anyone can benefit from listening to this podcast.
Standout episodes:

Investing Strategies: How Erique Leveraged Automation to Turbo Charge Her Net Worth
Why Compound Interest Is Your New Best Friend
Bad Pocket Business Plans: What They Are & Why You Need One

Best For Real Estate Investors: On the Market
Want to keep up with the real estate market but don’t have the time to keep up with the news? That’s where On The Market comes in.
This podcast serves as your one-stop shop to learn and get updates on everything related to the market.
From crash predictors to recession investments to interest rates, real estate enthusiasts are sure to stay ahead of the curve.
Standout episodes:

What to Invest in During a Recession
The Not-So-Scary Way to Start Buying Real Estate in 2022
Host vs. Hotels: Is there still room in the short-term rental market?

Whether you’re new to personal finance or you’re a seasoned investor, there’s a financial podcast in this list for you.

If you’re reading this, you’ve likely found a topic you could talk about for hours — and now you’re ready to launch a podcast.
The good news: Spotify is becoming a go-to destination for podcasts. In 2021, Spotify listeners spent 78% more time listening to podcasts than the year before.
Even better news: it’s relatively easy to start a podcast on Spotify — no fancy equipment or advanced skills required.

Here, we’ll cover everything you need to know about podcasting on Spotify, and how to upload your next episode to the platform.
How to Meet Spotify’s Podcast Requirements
The first step to starting a podcast on Spotify is making sure you meet its podcast requirements. Here’s a quick rundown.
Your podcast should have:

A title along with relevant details (i.e., category and primary language).
Cover art in a 1:1 ratio and PNG, JPEG, or TIFF format. The higher the resolution, the better.
A high bitrate MP3 format (128 kbps+) or MP4 with AAC-LC.
Episodes that do not exceed 12 hours.

Once you meet the conditions in this checklist, you’re officially ready to upload your podcast to Spotify. Check out the steps below.
1. Create a Spotify account.
Unsurprisingly, you’ll need a Spotify account to upload your podcast to the platform. If you’re new to Spotify, use this form to sign up.
2. Choose a podcast hosting platform.
Despite its podcast-friendly nature, you can’t actually host your podcast on Spotify. That’s right: Spotify only provides access to podcasts that are hosted elsewhere.
That said, Spotify has its own hosting platform — Anchor.fm — that enables you to record, edit, and share a podcast to Spotify in one location. It also offers plenty of analytics to better understand your audience.
Of course, there are plenty of other hosting platforms — both free and premium — to choose from, most notably Buzzsprout, Podbean, and Castos. Remember not all hosting sites are created equal, so pay close attention to the amount of storage and analytics each one provides.
3. Copy your RSS feed link.
After uploading your podcast to a hosting platform, the next step is to copy the RSS feed link. You can think of your RSS feed as the address for your podcast. And, like an address, there is only one RSS feed per podcast.

4. Open Spotify for Podcasters.
Next, open Spotify for Podcasters and log in with your Spotify account. Then, hit “Get Started.”
Then, paste your RSS feed link into the text box. Hit “Next.”

Once you submit the RSS link, Spotify will verify that you own the podcast. What does this look like? Typically, Spotify will send you a code via email to verify. More than likely, this is the same email you use to log into your hosting site.
5. Add your podcast info.
Once verified, the next step is to add essential information about your podcast— including where it’s made, its primary language, your hosting provider, and its primary category.
Once you select a primary category, you can select three corresponding sub-categories. This is especially helpful if you’re podcast spans multiple topics or genres.
After filling out the form, hit “Next.”
6. Review and submit your podcast.
The final step is reviewing the information you filled out in the previous step. Once you’re happy, hit “Submit.”
After submitting your podcast, the Spotify team will review your info and then push your podcast live. Expect this process to take a few hours. It’s also worth noting that Spotify does not alert you when it goes live, so keep an eye out for your new episode.
Back to You
In six easy steps, you can share your podcast on one of the biggest podcasting platforms today. Once your podcast goes live, remember to share it far and wide. Make this a regular practice with each episode to boost your listenership.

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Only a small fraction of the potential customers who click through to your website will actually make a purchase. So how can you get the number of conversions from your email marketing campaigns up?  Here’s the bad news: Prospects are already jaded about emails because they receive a bunch of useless spam. But even if…
The post Top 11 Reasons Email Marketing Fails appeared first on Benchmark Email.

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