Alright – so today we’ve got the honor of introducing you to Natalie Henley. We think you’ll enjoy our conversation, we’ve shared it below.

Natalie, appreciate you joining us today. We’d love to hear your thoughts about making remote work effective.

Before the pandemic, we were remote 50% of the week in-person 50% of the week. During the pandemic, we made the decision to go remote full time and we never looked back.

It’s been great, we’ve be able to:

1. Run best-in class virtual meetings with clients
2. Create more efficiencies
3. Build up things like virtual brainstormig
4. Develop a process for virtual team building (e.g. Zoom happy hours, slack channels, virtual holiday parties, etc.)
5. Recruit more diverse talent across the country

Great, appreciate you sharing that with us. Before we ask you to share more of your insights, can you take a moment to introduce yourself and how you got to where you are today to our readers

I got into this industry right as it was really forming, right in the middle of the 2009 recession, after leaving a market research firm.

At the time nobody really understood how to use social media for business, so I got a job in a small Digital Marketing agency and started a social media department, then learned SEO, got Google Ads certified and grew it from there.

I was really able to help businesses outpace expected growth because I had such a strong data & analytical background, and was able to really grow my career exponentially from there.

We’d love to hear the story of how you built up your social media audience?

We started out with a brand that wasn’t well known and as a B2B a harder audience to build. I think the first thing we decided was to have a personality, have a little fun and not take ourselves too seriously. The second big choice was to make sure we had a channel worth following and content worth sharing. Then finally we wanted our social media to be as authentic and real as possible.

Do you have any insights you can share related to maintaining high team morale?

1. Build specific outcomes and what you want someone to achieve, and let them chart the course for how they get there.

2. Always make sure employees feel comfortable being authentic, honest and telling you when something isn’t working or you are messing something up.

3. Building morale isn’t one-size fits all, take the time to build a culture that works for different types of people (e.g. you can’t just host happy hours all the time, not everyone likes to drink and not everyone is an extrovert).

Contact Info:

• Website: www.V9digital.com
• Instagram: https://www.instagram.com/volume_nine/
• Facebook: https://www.facebook.com/volume9inc
• Linkedin: https://www.linkedin.com/company/621107/
• Twitter: https://twitter.com/volumenine
• Youtube: https://www.youtube.com/user/volume9inc