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Direct Marketing has to be the most exciting area of marketing. The results of a winning mailing are truly thrilling. Few things can compare with opening your mailbox to find a flood of emails or envelopes filled with orders and checks made out to you! And if you can increase the response to your offer by just a fraction of a percent, you can turn a slight profit into windfall profits.

 

 

So one of the key questions marketers have always ask is, "How do I increase the response to my mailings?" In this first part of a two part article, you'll learn 25 of the 55 excellent techniques for making sure your mailings pull a stronger response.

 

 

 

 

 

Not all of these techniques will work for every mailing you create. The key is to review the techniques whenever you're planning a mailing. Pick the ones that apply to your situation and put them to work. Your bank account will be glad you did!

 

 

1. Carefully target your audience.

 

 

Sales volume can be directly connected to your ability to accurately identify your most likely customers. If necessary, create different versions of your package tailored to each specifically targeted audience.

 

 

2. Solve your customer's most irritating problems.

 

 

Most customers don't buy products, but they do buy solutions to problems that plague them. If your product solves a critical problem, pull out all stops to let your customers know.

 

 

3. Help your customers achieve significant goals.

 

 

This is the complement of the prior point. If you can clearly show that your product or service will make your customer's lives easier or better, your sales volume should shoot straight up.

 

 

4. Focus on your customer's needs, not your product.

 

 

Customers have limited interest in your product or company. But they have unlimited interest in their needs, solutions to their problems, and making their lives better. Concentrate on fulfilling their needs through the use of your product or service.

 

 

5. ALWAYS stress benefits.

 

 

Always concentrate on how your product will benefit your customers-both logically and emotionally. Hit the right hot buttons and your sales will skyrocket.

 

 

6. Repeat your key benefits in the beginning, middle, and end of your email, letter or brochure.

 

 

Tell your readers once, tell them again, and then tell them one more time. Remember, people buy benefits, not products.

 

 

7. Use the "4 to 1" rule.

 

 

Your sales copy should contain four "you's" to every one "I." Customers want to hear about their number one priority-themselves. One of the best ways to convey that you understand your customer's needs is to use plenty of "you" language.

 

 

8. Use a stop-them-in-their-tracks headline or first sentence.

 

 

Some letters and emails benefit from a headline while others don't. Either the headline or first sentence must be very powerful in order to convince your prospects that your letter is worth reading.

 

 

9. Use sub-headings liberally.

 

 

Subheads help break up long blocks of copy. They also act as a "hot point" outline to pull the reader through the key ideas of your email or ad.

 

 

10. Seize the reader's attention immediately.

 

 

Don't waster space building up to your blockbuster points. Start with them. You have only a paragraph or two to convince your prospects to keep reading your letter. Give them what they need to make sure they continue.

 

 

11. Flatter your reader.

 

 

These days people are much more sophisticated when it comes to advertising. They know that you got their name from a mailing list. You can turn this fact to your advantage by suing this kind of copy.

 

 

12. Share some "inside" information.

 

 

Direct mail offers a perfect opportunity to appeal to a person's need to feel special. An ideal way to do this is to share some exclusive information. Make it clear that this offer is being made only to them.

 

 

13. Issue a personal letter from the President.

 

 

People like to deal with the person in charge. Using this type of personal message builds confidence.

 

 

14. Never end a sentence at the bottom of a page in a sales letter.

 

 

Always use a broken sentence to carry your reader forward onto the next page of your letter or email.

 

 

15. Feature the offer.

 

 

Everyone loves a good deal. Your job is to design an irresistible offer and make it a key focal point of your letter or email. A strong offer can often be the extra incentive that will convert your "maybes" to real live orders.

 

 

16. Give something away for FREE.

 

 

Free samples, trials, demonstrations, consultations, or information are all exceptional ways of getting customers to give your product or service a hands-on try. Sometimes that is all it takes to close the sale.

 

 

17. Run a contest.

 

 

Give away a free enrollment in your seminar, a free subscription to your newsletter, or anything else that appeals to your buyers.

 

 

18. Use a special "before the price increases" offer.

 

 

If you plan to raise your prices, make your regular customers a special offer at the old price for a limited time.

 

 

19. Repeat your offer.

 

 

An irresistible offer can overcome customers reluctance. State it at least twice in your email or letter, and again on your order form.

 

 

20. Make a time-limited offer.

 

 

Offer a special deal for a limited period of time. And do just that-legally you can't continue a time-limited offer indefinitely.

 

 

21. Base your offer on a limited supply.

 

 

A close-out of your inventory can create strong demand. A limited supply offer can be used to designate exclusivity and prestige.

 

 

22. Offer a special deal to the first 100 people who order.

 

 

Or the first 25, 50, 250 and so on. But remember, the key here is to keep it to a meaningful limit as an incentive for customers to act quickly.

 

 

23. Make a charter offer.

 

 

This approach is ideal for new products, subscriptions,and service agreements. If your product isn't new, consider starting a membership club and offering charter members special benefits.

 

 

24. Make a "last chance" offer.

 

 

Last chance at this price, inventory close-outs, and last chance before a model change can all be used to successfully win more orders.

 

 

25. "Buy 1 get 1 FREE" always outpulls "2 for the price of 1."

 

 

Although the savings are precisely the same, the first format sounds like the customer is getting a better bargain.

 

 

As mentioned in the beginning, not all of these techniques will work for every mailing you create. The key is to review the techniques whenever you're planning a mailing. Pick the ones that apply to your situation and put them to work.

 

 

In part two you'll learn about boosting the pulling power of your mailings.

 

 

In the meantime you have plenty of ideas to apply in your marketing. So go to work and try them out!

 

 

 

 

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  • Have you checked out Joe's Latest Blog?

         0 comments
      The Technician Shortage Is Our Fault, And It's Time We Own It
      Nearly every day, I hear shop owners complain: "There's a technician shortage. We can't find qualified people. There's no one out there." If that's true, then who's to blame?
      The industry? The schools? The government? I don't know how you feel, but who promised us an endless supply of qualified technicians?
      Another common complaint is that young people do not want to work in the trades. Well, if that were true, then why are other trades such as HVAC, electrical, and plumbing growing? What are they doing that the automotive industry is not? 
      Here's the reality we need to face: We do have a problem, but we shouldn't look for someone or any entity to rescue us. Not the government. Not the trade schools. Not the recruiting companies. No one owes us a workforce. If we want great people in our industry, it's up to us. At some point, we need to own up to the truth: Building a pipeline of qualified technicians is our responsibility.
      In this blog article, I will break down the key reasons we are in this situation today and what we, as an industry, can do to solve the technician shortage. Are you ready to look in the mirror?
      Have We Pushed Technicians Away?
      Let's take a look at flat-rate pay. True flat rate, which pays a technician only for the hours they produce, is a controversial pay plan that emphasizes high production levels and creates a competitive work environment that, if not properly controlled, can lead to increased mistakes and a decline in morale and team spirit. Additionally, the stress and physical demands placed on technicians as they age are not favorable to long-term employee retention. What do we do with technicians as they grow older into their fifties and begin to slow down? 
      I have heard all the arguments and pros and cons of flat-rate pay, and I am not going to judge any pay plan. Let the facts speak for themselves. True flat rate has changed in most areas around the country and has evolved into a pay plan that gives technicians some pay guarantee.
      Many shop owners have learned that team morale, along with the opportunity to earn income, is important to technicians and to the company's long-term success. But let me ask you: how many technicians have left or been pushed out over the years because of the old flat-rate pay system?
      Another issue is the workplace environment. I remember being grateful to be hired as a young technician at a local repair shop. While very thankful, the work environment was not ideal. The shop owner kept the bay doors open year-round (I am from New York) unless it rained or snowed. He felt that if the bay doors were closed, customers might think we were closed for business. We had no heat and no hot water. Many of the jobs were done outside, year-round,  in all types of weather. The starting pay was minimum wage, with no benefits, sick days, or vacation pay. 
      Now, again, I need to point out that I was truly grateful for the opportunity this shop owner gave me. I learned a lot working there, and the experience was pivotal in my career. But looking back, I wonder how many people were discouraged by these working conditions?
      While the physical demands of the repair workplace are daunting, perhaps even more critical is the culture. Too many of my generation shop owners preached the mindset of "my way or the highway." We were the business owners, after all. We started our companies, took all the risks, and provided jobs. Why shouldn't we be the ones to set the ground rules our way?   
      Many of us found over the years that the "my way or the highway" mentality was a sure way to isolate employees and make them more likely to look over the fence for greener grass. In other words, it led many technicians to seek employment elsewhere, where they felt they could be appreciated and recognized for their hard work. The issue, however, was that there wasn't much green grass around. Disappointment after disappointment, bouncing from repair to repair shop, eventually led to despair. So, I ask you: were workplace conditions a contributing factor in today's technician shortage?
      Another factor that we are all well aware of is the complexity of the modern automobile. When I started, the work was mostly physical, and you were required to master essentially three vehicle models: General Motors, Ford, and Chrysler. Let's fast-forward to today. The evolution of automotive technology, along with the extensive training and tools required, has outpaced the typical technician's pay compensation, with no clear career path. Again, leading to frustration and insecurity about the future.
      Here is the bottom line: people don't leave their job; they leave their experience. We must do a better job. 
      The News Isn't all Bad; Your Next Steps to Fix the Technician Shortage
      To fix the technician shortage, it will take a combined effort from everyone in the automotive industry, particularly automotive shop owners. Shop owners are in the perfect position to make the greatest impact, not only on their businesses but also on the future automotive workforce.
      First, shop owners must become better leaders and understand that their ultimate success is directly dependent on the people they assemble around them. Any shop owner who mistakenly believes they can build an empire solely on their abilities is destined for serious disappointment. Business owners who think like this will eventually plateau. Without the collective contributions from a team of qualified people, your business will stall; it will not continue to grow.
      Create a workplace that attracts top talent: a clean, professional, well-equipped facility designed to support productivity, teamwork, and a career, not just a job. Build a great reputation in your community by getting involved locally. Become the auto repair shop that people take notice of as "the" place to work.
      Next, shop owners must become more financially knowledgeable. Knowing your numbers and what you need to achieve for a strong bottom-line profit is essential to paying technicians the money they need and deserve. Profit will also allow you to compete with other trade industries by providing a benefits package that has real take-home value and security.
      When it comes to culture, this is where the rubber hits the road. People crave recognition, praise, and a sense of purpose. Despite what you hear, people are not just money-motivated. Once people feel secure in their financial situation, retaining and motivating technicians can only be achieved by connecting with them on an emotional level. You cannot show enough appreciation. Give out praise for a job well done as if your business depended on it, because it does.
      As technicians age, we need to have a place for them. Expecting a 58-year-old to perform like a 35-year-old is unrealistic. We need to be more focused on career pathing. Provide training, skill development, and coaching to develop leaders and mentors within our older workforce. While their bodies may have slowed, the knowledge they have gained is priceless. 
      Our future is dependent on young people entering our industry. We need to give more young people opportunities. Every shop owner across the country should consider hiring an apprentice, then build an apprentice training plan and career path for them. If every shop did this, we could solve the technician shortage within five years. Get involved with the trade schools and high schools in your area. Look into the NAPA Apprenticeship Program. Don't sit on your hands with this one. Do it today.
      Lastly, don't get left behind. Commit to ongoing training for all your employees. Keep up to date with tools and equipment tailored to your business model. Don't try to be all things to all people and all vehicles. Identify your core profile customer and the vehicles they drive, and become an expert on those vehicles and the services you offer.
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      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • By carmcapriotto
      Thanks to our Partners, NAPA Auto Care and NAPA TRACS Watch Full Video Episode Host Carm Capriotto welcomes Chris Lawson, founder of Technician Find, to discuss one of the biggest challenges facing independent auto repair shops today: finding and keeping great technicians.
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