How to Lead Productive Company Meetings Online

As the Coronavirus (COVID-19) forces more employees to work from home, businesses are adapting to new remote work business models as quickly and effectively as possible. Many of you are already adjusting to a workforce that performs some duties at home. Although technology makes this process easier, organizations are looking for ways to replicate their in-office culture, including moving face-to-face meetings to audio and video conference calls.
Technology-based meetings are not always the easiest to conduct, especially if you’re not accustomed to them. It can be more difficult to make sure everyone has a chance to speak up, to read body language, and/or to make sure that each attendee is paying full attention. We all know how easy it is to check email or browse online when no one can see you. So, if you conduct virtual meetings the same exact way you do in-person meetings, the result will likely be less engagement and therefore an inefficient use of your team’s time. By following these two simple steps, you can run productive video meetings where employees remain attentive, contribute, and finish the call ready to get things done.

1. Set clear expectations.

It’s important for the leader to set basic ground rules, such as asking attendees to join the call on time, closing out email and internet browsers, keeping their video on, and muting their microphones when they are not speaking. You might consider instructing employees to raise their hands when they want to contribute or ask questions. Setting clear expectations sets the tone for your team to be engaged, and shows that you respect their time and perspective.

2. Focus on dialogue and interactions.

During your virtual meeting, you’ll be sharing information just like you would in a face-to-face meeting. The information flow should be two-way — it is essential to encourage questions and discussion from all attendees. When planning the meeting, structure the agenda to discourage any one person from dominating the conversation. Predetermine which team members might be subject matter experts with information valuable to the group.
Now that we’ve discussed what you can do to ensure that your virtual meetings are as productive as your in-person meetings, let’s focus on one of the most important meetings: the Company Meeting. It’s likely that you’ve already led at least one Company Meeting to discuss the COVID-19 situation. Your staff members are living through uncertain times and are starving for information. Over the next several months, you’ll need to meet regularly with your entire team to discuss what’s happening currently (in your practice as well as the industry, your city/state, and the rest of the world), and what needs to happen moving forward. If your practice is currently closed, then your first Company Meeting upon reopening will be crucial in setting the stage for how your practice will emerge from this crisis and be successful in the future.
There are several key topics that Owners should cover during their upcoming Company Meetings:
  • The Current State: Where is our practice now and how are we preparing to come out of the pandemic?
  • The Future State: Where is the industry headed and what’s our company vision for how we will thrive?
  • The “New” Customer: How do we prepare for customers who may think differently about their needs and expectations? How will they define value?
  • The Comeback Plan: What are our steps to get back on track, and what are the expectations for each team member’s contributions moving forward?
  • Goals for 2020: What are the revised annual targets, and how do we plan to ramp up and recover lost business?
  • KPI Tracking: What are the key indicators that identify how we’re tracking progress toward our desired goals?
  • Mindset: How do we need to change the way we think about how we do our jobs?
  • Individual Productivity: How do we increase and track productivity while maintaining high levels of patient care?
  • Training: How do we ensure each staff member continues to develop his/her skills to be as efficient as possible while prioritizing patient care?

Consistency of communication is critical, so you should hold these meetings on a routine basis. Partner with your Consult YHN Account Manager to develop a schedule that works best for you and your team.

In future Company Meetings, revisit the same themes:

  • Discuss industry updates and the impact on the business
  • Reinforce the importance of what you do for patients
  • Reinforce the emergence of the “new” patient and his/her changing expectations
  • Emphasize what the goals are and how the practice is performing against those goals
  • Review your comeback plan and adjust as necessary
  • Emphasize everyone’s role in achieving the plan
  • Motivate your staff to reach the practice’s goals together as a team

As Owners and leaders, communication with your team is the most important element in helping your staff work through this crisis. Their lives have changed and they’re looking to you to lead them through the uncertainty. Their ability to handle anxiety and fear about the future is affected by what you say and how you act in navigating through an uncertain future. Right now, your words must lead to action. Now more than ever, your staff needs to know the “why” behind what they do to give purpose to their work and exemplary service to your patients.

If you have any questions about how to effectively conduct your Company Meetings, reach out to your Account Manager for guidance!

About the Author

Kenneth Gregory joined Consult YHN in 2014 and currently serves as a Training Manager in the West Region. He is a retail veteran, having previously worked for such giants as Target, Starbucks, and CVS in multiple leadership roles. Ken rarely puts pen to paper but is always thinking about how to make businesses thrive by leveraging the best asset within their four walls: their people. He works with field staff but is equally comfortable in front of audiology practice employees at all levels. Ken also loves an audience and enjoys being a classroom facilitator. While taking topics like this seriously, Ken likes to laugh at himself on occasion. However, his greatest gift might be his ability to get his three-month-old grandson to laugh.

Block Scheduling: Questions to Ask Yourself Now to Prepare for the Future

When building our new home, the first thing they put down was the foundation. Homes in Texas aren’t built with basements, so pouring a concrete slab seemed like it should’ve been a quick and easy process. But it took two whole weeks while I watched the contractors level, spread tension cables, pour the concrete, and conduct four inspections. I didn’t realize that Texas had such sandy and shifting soil. The proper slab, while not the most glamorous part of my home, was both the most complicated and essential piece. Without it, our beautiful new home wouldn’t be able to stand the test of time.

A hearing clinic is no different. Your business needs a sturdy foundation to withstand the shifting sands of an ever-changing industry. And few things have changed both the industry and business, in general, more than the Coronavirus (COVID-19).

The foundation of a practice’s success is its schedule. It provides the template for growth and helps to drive revenue and profit. The Consult YHN Block Schedule has been the bedrock of practices for over 25 years, and the need now is greater than ever. Although times have certainly changed, our Block Schedule process is both structured and flexible enough to remain a business-standard.

As part of a comprehensive comeback plan, Owners need to:

  1. Determine the “catch up” goals necessary to recover lost business and hit their revised 2020 financial targets.
  2. Calculate the number of revenue-generating appointments (or opportunities) required to recover the lost revenue and achieve the full year targets.
  3. Create the scheduling capacity to best serve customers and reach those goals.

The Block Schedule serves as the visual representation of the structure necessary to make your comeback plan work. Without it, practices risk making an uncertain financial situation even worse.

The Block Scheduling process is time-tested with proven results. The post-COVID-19 customer might have understandable concerns about being in close proximity to others in a waiting room. Practices must be sensitive to these concerns, and work with their Consult YHN Account Manager to determine how to address them.

When it comes to scheduling, below are items you should consider…

As you revise the Block Schedule template…

  • Do I need to think differently about the space in my waiting room? How should I schedule appointments to limit social contact?
  • Do I need to create different types of appointments to meet the needs of different patients where some are comfortable in my waiting room and some are not? How many onsite appointments do I need? How many virtual ones?
  • Do I eliminate walk-in hours to prevent multiple people from showing up at the same time and crowding my waiting room? Or do I leverage technology to conduct virtual walk-in hours and minimize customer overlap?
  • Is Telehealth a necessity for my business and my patients right now?
  • How long should each appointment be?

When implementing the Block Schedule…

  • What does my patient prioritization process need to look like? Where do I place new patients, existing patients, Out of Warranty patients, and repairs? Does everyone on my staff know the importance of each opportunity type?
  • Have I set expectations with my staff about having a sense of urgency to fill the opportunities on my schedule?
  • Are we using a waiting list to pull appointments forward to fill opportunities and to better serve our patients?
  • Should I think differently about having a companion for appointments? Should I require onsite Third Party companions, or should I also consider using video technology such as FaceTime, Zoom, or Google Hangouts?
  • How do we minimize no-shows and cancellations? Is my current process for confirming appointments effective?
  • Is my front office staff attending Consult YHN teletrainings to sharpen their skills on the Block Scheduling process?
  • How can learning and following the Professional Sales Presentation (PSP) allow my providers to effectively use appointment time and maximize the schedule’s potential?

When monitoring the effectiveness of your revised scheduling procedures…

  • Am I using the Daily Huddle to monitor staff behaviors and track scheduling outcomes?

At Consult YHN, we’re helping our Associates prepare their schedules to thrive in this new business environment. For many Owners, implementing a Block Schedule may have been uncomfortable or considered unnecessary in the past. But due to COVID-19, many “nice to do” processes are now “must do.”

The most successful practices will be the ones who commit now to making the changes needed for success in the future. Defining and implementing a Block Schedule will help you recover lost business and position your practice for long term success.

Contact your Account Manager to create your Block Schedule today!

About the Author

Kenneth Gregory joined Consult YHN in 2014 and currently serves as a Training Manager in the West Region. He is a retail veteran, having previously worked for such giants as Target, Starbucks, and CVS in multiple leadership roles. Ken rarely puts pen to paper but is always thinking about how to make businesses thrive by leveraging the best asset within their four walls: their people. He works with field staff but is equally comfortable in front of audiology practice employees at all levels. Ken also loves an audience and enjoys being a classroom facilitator. While taking topics like this seriously, Ken likes to laugh at himself on occasion. However, his greatest gift might be his ability to get his three-month-old grandson to laugh.

Planning for Success Starts with a Strong Foundation

In times of crisis people often ask, “How did we get here and what do I do?” The current business landscape is quite challenging to say the least. One of the biggest decisions Practice Owners have had to make is what to do with their people. Even while adhering to the shelter-in-place orders many states have mandated, some Practice Owners have still been able to keep people employed and working on projects at home. But many employees have been laid off or furloughed, waiting to return to work as companies take advantage of government assistance programs. Everyone needs to keep front of mind that while employees are laid off or furloughed (and therefore not being paid), they cannot perform any work-related duties.

As Owners take advantage of the programs that allow them to bring back their staff, they should ask themselves: 1) What have I learned from this experience? and 2) How do I prepare for the future? Working with their Consult YHN Account Manager, Owners need to define their comeback plan, considering:

  1. How do I review and reset the “catch up” goals necessary to recover lost business and hit our 2020 financial targets?
  2. How will business be different and what will we need to do to prepare to compete more aggressively for customers?
  3. How do we help every employee fully understand his/her role in achieving organizational success?
  4. What should we do now to develop the skills and increase the individual productivity of each employee?
  5. How do we train our team to capture more “opportunities” while still providing the highest quality of patient care?
  6. How do we create the staffing and scheduling capacity to best serve customers and drive revenue and profit?

Consult YHN is ready to help every practice with all six items. A key vehicle through which we do this is by providing weekly role specific training to improve individual skills that drive revenue and profit. Now is the time to build a strong foundation and train your staff on the skills which will make them more productive and efficient. Even if your staff is currently on furlough, we encourage Owners to join our teletrainings now in order to learn our approach and ensure accountability once employees are back in office and able to join us.  In order for practices to thrive in a post COVID-19 world, each staff member, including Owners, must be ready and able to contribute more than they ever have before.

Many companies may utilize online courses that cost money, an unattractive or even unviable option as they try to control and cut expenses during COVID-19. As members of Consult YHN, you can leverage our teletraining courses without any additional expense.

While this era of social distancing makes classroom events impossible, the Consult YHN teletraining program uniquely allows us to deliver high quality training for every role in your practice including Providers, Front Office Professionals, Directors of Operations, Practice Development Representatives, and Owners.

Led by our Account Managers via Skype, our teletraining program focuses on:
  • All the Right Things behaviors and scripting
  • Skill development to support organizational goals
  • KPI tracking
  • Best practice sharing
  • Peer networking
  • Addressing the needs and expectations of the post COVID-19 customer
We’ve all heard the old saying “when life gives you lemons you make lemonade.” The current situation is definitely a lemon, but there is a silver lining. The shelter-in-place orders mandated by many states provide practices the opportunity to step back and improve the processes, systems, and skills of the people in their organizations. It gives Owners a chance to determine what they want their business to look like when we emerge from this pandemic. We are ready to partner with you. Take a look at our weekly teletraining schedule and choose which events work best for you and your currently employed staff. As you bring people back, make our teletraining program part of their “onboarding” process. Our new world requires all of us to think differently about what it means to be prepared even in the most challenging times. Prepare your team to take on this and any future challenge.

About the Author

Kenneth Gregory joined Consult YHN in 2014 and currently serves as a Training Manager in the West Region. He is a retail veteran, having previously worked for such giants as Target, Starbucks, and CVS in multiple leadership roles. Ken rarely puts pen to paper but is always thinking about how to make businesses thrive by leveraging the best asset within their four walls: their people. He works with field staff but is equally comfortable in front of audiology practice employees at all levels. Ken also loves an audience and enjoys being a classroom facilitator. While taking topics like this seriously, Ken likes to laugh at himself on occasion. However, his greatest gift might be his ability to get his three-month-old grandson to laugh.

Four Steps to Create a Dream Team

The most important asset that you have as a business owner/manager is the people that work for you. The lesson I’ve learned from any underdog sports movie (i.e. The Mighty Ducks, Dodgeball, Cool Runnings, Step Up 2, should I keep going?) is that you can take a ragtag group of misfits and turn them into winners as long as they have the right attitude, an intense training montage, plus a leader and/or purpose that motivates them. But it doesn’t just happen in the movies—I’ve seen it done in clinics all over the country.
Here’s what it takes to build your own dream team right in your own practice (no sports equipment or rigorous physical activity required):

Step #1: Hire for capability and train for competency

This is the “attitude” element of our underdog team analogy. Soft skills like emotional intelligence and the ability to make good decisions are paramount to professional success. Regulating emotions and correctly interpreting the verbal and nonverbal behaviors of others is a key strength in building rapport and trust with patients. According to LinkedIn’s 2019 Workplace Learning Report, 57 percent of senior leaders say soft skills are more important than hard skills. An employee with a growth mindset has the capability for lifelong learning, which is at the core of agility, flexibility, and innovation. Training for competency comes in at Step 3.

Step #2: Communicate, communicate, communicate!

Vision – Share the company’s purpose. Make sure every employee understands the company’s mission, values, and vision. Working from a shared philosophy for a common cause gets people excited about their jobs. When should you do this? I’d recommend annually or semi-annually during a company meeting.

Expectations – The behaviors and outcomes that you want from your staff must be spelled out, in writing. There are two reasons for this. First, they can’t read your mind. Second, they probably aren’t going to remember a passing conversation that took place between seeing patients and/or answering phone calls. Let’s face it, most of us can’t remember what we ate for dinner two days ago or even how old we are (admit it—you have to pause and think about it for a second). Expectation conversations can be kicked-off during a company meeting and then should be reinforced during one-on-one meetings between your staff and their direct supervisor. If your practice doesn’t have designated direct supervisors, it needs to be defined – even if it’s that two employees officially report to the business owner.

Feedback – Feedback must be behavior-based and timely. Provide it the moment that it’s applicable (if appropriate) or shortly thereafter. Changing behaviors in your staff is kind of like raising kids. We must be patient, we must be consistent, and most importantly, we must look in the mirror to consider which of their behaviors might be reflections of our own (eek!). My four-year-old is notoriously bossy. At any hour of the day, I may hear her walk into the kitchen and demand: “I’m thirsty. I need milk!” My routine feedback (after a deep breath) is always, “Don’t you mean; ‘May I please have some milk?’” It didn’t take a sit-down feedback session, but she knows that I believe there is a better way to handle the request. So, if you observe an opportunity to make suggestions for improved behaviors, do so while the situation is fresh in both of your minds (but not in front of others—embarrassing someone is bad for morale). These verbal feedback opportunities can be reinforced with written reminders or formal performance reviews as well.

Accountability – The best tool for accountability is a Daily Huddle when everyone on the team comes together to discuss how they will pull their weight in accomplishing the businesses’ overall mission/goals that day. Those underdog teams who end up victorious don’t adopt an ‘every man for himself’ attitude—they rally together before every play/inning/period to talk about each person’s role and how they’ll work together. Your business’ day should be no different.

Step #3: Invest in employee development

Developing your people doesn’t have to be a significant monetary investment. It could mean setting aside the time to allow them to take advantage of Consult’s Telelearning and Employee Development Programs (EDPs). When they take part in training courses, ask them to come back and report on at least one takeaway from the session. If you’re expecting them to change behaviors post-training, encouraging continuous long-term improvements is a better strategy than expecting radical overnight success. If you hire the right people with a growth mindset, you can train them to do the job the way that you want them to do it.

Step #4: Recognize accomplishments (big and small)

When your staff does something right, don’t let it go unrecognized. Remember my daughter’s demanding ways and the immediate feedback that I’ve been giving her? Well, there’s hope for her yet. Now when she walks into the kitchen, four out of five times she’ll say, “Mommy, may I please have some milk?” To which I respond: “Thank you for asking so nicely, yes you may!” With that one sentence, I’ve given feedback, recognized her accomplishment, and made her feel good about herself, therefore increasing the likelihood of her continuing to behave in this manner. How do you apply that to your staff? Perhaps you might buy the office lunch if they meet the prior month’s sales goal. Or it could be as simple as saying, “I heard how you handled that phone call. You do a great job representing us over the phone. Thank you, keep it up!”

You might be thinking ‘four steps – easier said than done.’ The good news is that you don’t have to do it alone. The details within all of these steps are what the Consult YHN Account Managers help practices with every day. So, if I could add one final step it would be:

Step #5:  Ask for help! That is why we’re here, after all.

About the Author

Ridgely Samuel joined Consult YHN in 2005. She has held several positions within the sales and operations teams but has found her passion for developing others in her current role as a Training Manager. Ridgely has experience working as a financial analyst for a former Fortune 500 company, holds a degree in Business Administration from Wake Forest University, and is a certified Six Sigma Green Belt. When she’s not working or acting as a chauffeur for her two daughters, Ridgely can be found relaxing in a hammock with a novel, tossing tennis balls for her dog, or paddleboarding on the lake.

Facebook Ads: Top 5 Benefits & Tips for Getting Started

Over the last several years, businesses have seen a steep decline in the reach of their organic content on Facebook. This is because Facebook made changes to its algorithm to prioritize content shared by friends and family over marketers and businesses. Not surprisingly, the amount of paid advertisements on the platform has skyrocketed as a result.

So, why should your practice join them?

#1. Your target audience is on Facebook.

Facebook has billions of users around the world, most of whom check their Facebook page multiple times a day. Your patients are no exception. In fact, 75 percent of Baby Boomers use the platform.

#2. Facebook ads are inconspicuous, yet effective.

There’s a reason native advertising has become so popular—it works! Facebook ads look almost like any other post in a person’s News Feed except that they have small, discreet “sponsored” or “suggested” labels.

#3. Targeting on Facebook is precise.

The level of granularity you can achieve with Facebook’s targeting is exceptional. Facebook allows you to decide exactly who will see your ad, when they see it, and how they see it. You can target audiences by several customizable characteristics—behaviors, interests, age, location, language, and more.

#4. It’s affordable!

Facebook ads can cost a fraction of what other online marketing channels cost. In fact, you could spend $100 on a campaign and still reach over 20,000 people, depending on location. If you take advantage of Facebook’s audience targeting features, a small budget can go a long way and deliver results.

#5. You can achieve immediate, real-time results.

Unlike print ads or commercials, Facebook allows you to monitor your campaign performance in real-time, so if an ad is underperforming, you can adjust it at any time.

Before you start advertising on Facebook, there are two components you should understand first.

1. Boosted Posts vs. Facebook Ads

Facebook offers two types of advertising: boosted posts and ads. Deciding which ad is best for your practice is directly tied to your business goals. If your goal is to build brand awareness and increase your audience on Facebook, then you’ll want to boost a post. Boosting a post on Facebook places your post in the Newsfeed of relevant users outside of your current Facebook audience. This option helps promote your Facebook page and increase page likes and followers.

boosts vs  facebook ads

2. Facebook Ads vs. Google Ads

In general, marketing experts would recommend a practice have a solid Pay-Per-Click (PPC) campaign in place and then add Facebook advertising. It’s important to remember that individuals using Google and other search engines are actively searching for local services online via keywords whereas Facebook users are passive observers who are scanning posts and looking for photos of their grandchildren—not you. So, while Facebook ads might be less expensive, Google users are more likely to take action after clicking an ad.

So now that you know why your practice should advertise on Facebook and the key things to consider, let’s talk about how to create your first ad campaign.

How To Run a Facebook Ad

Step 1: Create a Facebook Business Manager account.
Facebook Business Manager is the central hub where businesses and marketers manage their Facebook pages, ad campaigns, and accounts. Through Business Manager you have access to Facebook Ads Manager, which is the platform you use to create, manage, and track your Facebook marketing campaigns.

INSIDER TIP: Facebook Business Manager is a complex labyrinth that wasn’t designed for the average small business owner. So, before you run your first campaign, be sure to explore the tabs in Business Manager and Ads Manager. Be prepared to do a little homework. Facebook Blueprint offers free mini courses to help you get started. Or, a better alternative: sign up for the Consult Digital Program and leave the heavy lifting to our experienced pros.
Step 2: Choose the objective of your campaign.
In Facebook Ads Manager, there are 11 marketing objectives, but let’s focus on the most relevant:

  • Traffic: Send ad-viewers to another destination, like your website. This is a good option if you utilize online appointment scheduling.
  •  Brand awareness: Reach potential patients who would be interested in your brand, service, or product. This is a good option if you’re new to Facebook and looking to attract more page followers.
  • Engagement: Increase engagement on your Facebook page by encouraging current followers to like, share, and comment on your content while also attracting new followers.
  • Lead Generation: Drive leads by requesting users’ email addresses in exchange for more information, like downloading a guide or signing up for an event. Ideal for building your database!
INSIDER TIP: If you run ads that send users to your website, make sure the Facebook pixel is installed on your website first. What could that be? The Facebook pixel is a snippet of code that can be easily added to your website to track lead conversions from Facebook and gain more insight into user behavior to help optimize future ad campaigns. Talk to your website provider and/or social media manager—they’ll know what to do.
Step 3: Target your ad.

In this section, there are three key areas of focus:

  • Location: Simply enter your practice’s zip code or drop a pin on the map. Then, decide within what radius you want to target users. For example, a 2-mile radius or 10-mile radius.
  • Placement: We suggest choosing: Automatic Ad Placement. This way, Facebook places your ad where it will be seen most by your target audience and perform best according to its algorithm.
  • Demographics/Audience: Use filters to create a custom audience and/or upload a list of emails from your database to target Facebook profiles that may be associated with those emails. Once you’ve created an audience that performs well, you can clone it (this is a dream come true in the advertising world!). The feature, “lookalike audiences,” allows you to take a custom audience and find similar users.

The “Detailed Targeting” section narrows down your audience to the individuals most likely to be interested in your services. If you’re specifically looking to reach private pay patients, choose a “Household Income” in the higher percentage of your selected zip code(s). To target current hearing aid wearers, select the filter for individuals who are interested in hearing aid manufacturers. Other interests/demographics to consider: Baby Boomers, grandparents/grandparenting, technology/tech, health/fitness/exercise, retired/retirement, and the list goes on.

INSIDER TIP: Depending on your location, the max radiuses we’d recommend targeting include: Metro: 10 miles | Suburb: 15 miles | Rural: 20 miles.
Step 4: Set your budget and schedule.

You have two budget options: daily or lifetime. By selecting daily, you dictate the budget spend for each day. By selecting lifetime budget, you select a price cap for the duration of your ad campaign, a date range, and the time of day you’d like your campaign to run, for example, 9am to 5pm.

How much should you spend?
That’s a great conversation for you and your Consult YHN Marketing Account Executive. Facebook ads have an average cost-per-click (CPC) of $1.86 and cost-per-thousand-views (CPM) of $11.20 across all industries. In other words, for every $10 you spend, you can expect 17 clicks. The average small business advertising spend on Facebook is between $1,000–$2,000 per month.

How long should you run your ad?
Another great question! There isn’t one specific strategy —it depends on the budget and goal of the campaign, for example brand awareness versus signing up for an event. In general, it takes 3-7 days to know if an ad is working.  

INSIDER TIP: Facebook user engagement increases by 18 percent on Thursdays and Fridays as well as on weekdays between 1- 4pm.
Step 5: Create your ad.

Format:
Facebook gives you three different format options: multiple images (carousel), a single image or video, or a collection of photos that will create a full-screen experience for viewers. For most practices, the single image or video option will be the most useful.

Media:
The media section is where you choose the media asset for the post, including images or videos. You can choose previously posted photos/videos or upload new ones directly from your computer. Remember: your ad needs to stand out from the other posts and if you decide to include text on your image, keep it to a minimum.

Facebook ads that contain images are 75-90 percent more effective.

Text and Links:
This section is for ad copy, including headline, call to action, and website link. Your headline should be short and sweet, for example: “Hear better today!” and your call to action should match your goal, for example “book now,” or “learn more.”

On the right side of the page is a live preview, including an option to “View More Versions” and check the format of your ad from a mobile device or desktop view.

Finally, your ad is ready for Facebook approval or you can choose to “Save As Draft” and come back to it later. Once your ad is running, you can review campaign performance in your Ads Manager dashboard.

INSIDER TIP: Our Associates see the most success boosting a post and/or running an ad tied to a Facebook event, for example, educational seminars, Lunch & Learns, etc. Once you create an event on Facebook, a “Boost Event” button appears at the top of the page. Follow the steps to set up. For the best results, boost and/or advertise the event for at least two weeks leading up to the event.

About the Author

Genevieve Amabile joined Consult YHN in 2019 and serves as a Marketing Account Coordinator. Prior to Consult YHN, she worked as a Social Media Coordinator for a staffing agency and interned with Seven Mile Publishing & Creative in Avalon, NJ. Genevieve graduated from Pennsylvania State University with a Bachelor’s degree in Communications in 2018. In her free time, she enjoys baking, reading, and listening to her favorite true crime podcasts.