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Why Your Organization Should Use Salary Benchmarking

Harvard Business

A key solution lies in salary benchmarking — using aggregated market data to establish competitive pay rates. payroll processing company revealed that access to robust benchmarking tools doubled the probability of firms setting the “right” salary. Recent research in collaboration with a leading U.S.

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Important Sales Benchmark for Your Consulting Firm

David A Fields

Based on data collected from lead generation firms and shared with us by hundreds of consulting firms, one sales benchmark, in particular, warrants your attention: the likelihood of cold, outbound lead generation (or, similarly, advertising) to result in a project for your consulting firm. Fields Consulting Group.

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Help Your Team Measure Customer Experience Data More Accurately

Harvard Business

But it’s important for your team to understand the context in which data is being used to make company-wide decisions. It looks like this: A shortcoming with the balanced scorecard is that it gives companies a “false sense of data.” Scaling Your Team’s Data Skills. Help your employees be more data-savvy.

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Figuring Out Your Billing Rate as an Independent Consultant

Successful Independent Consulting

Other tips: Benchmark your rate to increase your confidence. If the search doesn’t return hourly rates, convert the salary data using the method above. I was happy, and the client believed they were getting a fair price. Do an internet search such as “typical hourly rate for change management consultant in [your location].”

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2020 Database Strategies and Contact Acquisition Survey Report

This report aims to highlight the current state of B2B database and contact acquisition strategies and organizations’ goals to leverage data to fuel their go-to-market strategies in 2020 and beyond. New tactics to acquire data to reach marketing goals. Database benchmarks for education and resource prioritization.

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How to Develop a Data-Savvy HR Department

Harvard Business

Our research for the book The Power of People showed that HR professionals can be broadly categorized into one of three groups with respect to their current analytical capability: Analytically Savvy — These are HR professionals who are formally trained in analytics techniques and are adept at working with data and interpreting analyses.

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Missing the AI Boat: The High Cost of Staying Behind

Chad Barr

This kind of tailored experience is now a benchmark—and a reminder of what’s possible when businesses embrace AI. Data Insights : Tools like Google Analytics or Tableau to extract actionable insights. Task Automation : Platforms like Zapier or Microsoft Power Automate to streamline repetitive tasks.

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