Provingxetentcy: Making Easy Money

Pinger’s disruptive Textfree service is heading to Europe, and it’s doing it with the help of hottest buzzword around: gamification.

Pinger has managed to build a huge userbase in the United States by offering free text messaging without any major catches: users are given their own, real phone numbers, and they can send and receive text messages with any phone. And, most important — the app works on the iPod touch, which doesn’t otherwise have SMS functionality built-in. Pinger also launched a free voice calling service in December but lets users make free phone calls and earn minutes by completing basic offers. Pinger makes money off of these offers and by running ads in its mobile apps— to the tune of billions of impressions a month.

But the SMS situation in Europe makes international expansion a difficult affair. Cofounder Greg Woock explains that in the US, when a text message is exchanged both the sender and recipient ‘burn’ one of their texts — in other words, they’re both paying for it. Things are different in Europe, where only the sender pays for the text. The recipient pays nothing, but the carrier of the recipient does pay the sender’s carrier a few Euro cents. Yes, it’s a little confusing.

Woock says that this model doesn’t normally lend itself well to a free texting model, because Pinger could wind up owing carriers boatloads of cash if its users are receiving more texts than they’re sending. We’re talking many many millions of dollars owed if it could build a userbase as sizable as the one they have in the US.

But Pinger came up with as solution: it’s going to use game mechanics to ensure that users are sending and receiving the same number of text messages. That way Pinger will be paying European carriers the same amount the carriers are paying Pinger. The net result: Pinger can run a texting service that’s free of charge, and it can place ads on top of it through its mobile applications, the same way it has in the US. In theory Pinger could actually use the game mechanics to ensure users are sending more texts then they’re receiving, which would wind up with Pinger actually making money from the carriers.

The game mechanics themselves sound pretty straightforward: users are presented with a meter that’s at 100% when you’ve sent and received an equal number of text messages. If you send a message, that percentage drops a bit. Receive one, and it goes up. Pretty easy.

But what happens when you’ve dropped to 40% and are worried about being able to send more texts? The trick, Woock explains, is to tap into your social graph (he says the company consulted with Zygna for advice on this front). Textfree will prompt users to post updates to their Facebook News Feed inviting their friends to send them text messages, which in turn will boost their meter. I’d imagine this would be a little weird to see initially (“hey guys, please send me text messages!”) but no more so than a Zynga game that prompts you to ask your friend for helping watering some virtual plants.

I asked Woock how the European carriers felt about the model. He says that all of the carriers they’ve spoken too have been very supportive and see an opportunity for incremental revenue. And he adds that Pinger has applied for patents on the meter system that drives the equal flow of texting.

Pinger’s mobile app will be launching in a small test in Germany in the coming weeks (they want to make sure the model works). Assuming that goes well, it will be expanding throughout Europe in the near future.

We’re in business, so we don’t get to sit the tough seasons out and come back when it’s all better. Despite the economy, the small business owner still has serious management issues to address. We can tackle them head on, grow our businesses and ourselves–or we can ignore them, but that could eventually put us out of business. Success is the goal, and the better the team, the better the business.

Here are three suggestions to help you take care of your team, so that they can take care of your clients.

1. Focus on the little steps and everyday strategies.

Your team is no good if you can’t keep them focused. And you can’t keep them focused if you can’t keep yourself on track. Have you ever tried to build a business with your eyes glued to the television? It doesn’t work. In the same vein, jumping from one task to the next without focus and an ongoing sense of completion is just as unproductive. You’re busy, but so is a cat when he’s chasing his tail.

In “It’s All About the First Downs,” Diane Helbig gives some great tips to help you grow your business in “baby steps.” Instead of focusing on that big, amazing, and sometimes overwhelming plan, she has you shift your focus to the little steps. If we address the day-to-day details consistently, then we will eventually arrive at our big goals.

Diane says, “I’ve been confronted with people who are having trouble focusing.” She believes the “root cause is…an inability to see a big idea in small pieces.” I like what she says, because I believe your company’s future rests in your ability to manage the details of the dream, the day-to-day elements. In fact, the more focus you have on the daily strategies of your company, the more focus you can expect from your team.

Making the shift from the big idea to a daily grind that will get you where you want to be isn’t always easy. But Diane’s advice will get you started.

As you focus your team—and reap the benefits from it—you’ll probably want to find a way to reward them.

2. Try a new kind of raise: performance-based pay rewards.

You can’t grow your business without your team. So how do you take care of them if you are in a situation where you have just enough cash flowing to keep the doors open? Anita Campbell discusses performance-based raises in “Should You Pay for Employee Performance?”

You can’t give raises with money that you don’t have. So, if they make it, then you pay it. Anita explains, “A good pay-for-performance plan will focus on the aspects of employee performance that increase sales and profits. As a result, there will be more money available to pay employees for their performance.”

In the article, Anita tells you the type of employees that are most likely to appreciate this plan, as well as suggestions on how to implement pay-for-performance, including the advisors that can help you set it up.

Anita says, “When handled properly, a pay-for-performance program can motivate employees,” and that can move your business forward. Just keep in mind that your team needs to know the rules of engagement and it’s up to management to make that clear upfront and document it.

When it comes to performance, some people just don’t live up to it, and tough decisions have to be made. That brings us to point number three.

3. Fire what doesn’t work; hire what does.

In high school, college and the rest of life we try out for sports, audition for plays, interview for jobs, etc. We have to qualify for what we want, and the older we get, the higher the standards. We aren’t babies anymore—so we’re also long past being rewarded for being cute and cuddly. Everyone can’t or won’t perform at the level that your company needs and requires, and you have to do something about it.

In “3 Things to Consider When Hiring and Firing,” John Mariotti gives some well-balanced advice on firing team members without disrespecting them or breaking their will. He says, “Firing people is no fun at all—at least it shouldn’t be—but it is necessary.” John also advises us to “Always remember that it takes two errors to create a failed employee:

an employee who doesn’t perform in the job, and

the supervisor who put them in a position to fail.”

I try to remember that making the tough decisions can set us up to succeed where others fail.

From Small Business TrendsManaging Staff in a Tough Economy: Who Do You Fire, Who Gets That Raise?

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Provingxetentcy

Monday, August 1, 2011

Making Easy Money

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