Employee recognition has been a hot topic, creating a buzz in all industries. A report released by the human resources association WorldatWork stated that in 2017, 85% of companies surveyed have employee recognition programs in place. But are all recognition programs created equal? Let’s explore the differences between public and private recognition, why you should implement an employee recognition program, and how LevelEleven can help!
The difference between public versus private recognition
Although any form of recognition is better than none, let’s break down the differences between public and private recognition.
Private recognition is when someone is celebrated for their performance or accomplishments in a 1-on-1 setting. This could be a boss giving an employee a bonus for great performance, sincere kudos during a coaching session, or even an email telling an employee that they’re appreciated. In a study funded by an employee motivation firm Make Their Day, it was found that private recognition given by managers has found to be motivational for 88% of employees surveyed
Public recognition is when an entire organization makes a concentrated effort to celebrate employee performances and accomplishments as a whole. In the same study conducted by Make Their Day, 76% of respondents found peer praise very or extremely motivating. Public recognition ensures that not only managers but coworkers are also aware of key accomplishments and celebrate their team members accordingly.
The benefit goes beyond the individual
Recognizing people for their good work and strong efforts sends an extremely powerful messages to the recipients, their work teams, and all other employees. Referencing the survey released by Make Their Day, 70% of respondents reported their most meaningful recognition “had no dollar value”. Consequently, it makes sense that these effects would multiply if recognition is given in front of peers. Public acknowledgment sets off a chain of events, leaving employees feeling happier longer as the news of their accomplishments spread organization-wide, leading to boosted morale and increased productivity.
How LevelEleven can help
Using a Performance Management Platform such as LevelEleven is a fantastic way to ensure your employees feel publicly recognized and celebrated for their accomplishments.
LevelEleven’s Channel11 feature offers a platform for public recognition. By using custom splashes and videos chosen by each individual employee, the entire organization is made aware of a goal being hit. This not only counts as recognition that boosts employee morale, but it also generates positive energy within the office environment — boosting individual and team productivity.
LevelEleven’s Scorecard is another form of public recognition that also encourages healthy competition. Allowing team members to track their own progress as well as their peers, Scorecard provides opportunities to provide encouragement as contributors get closer to their goals. This establishes a culture of recognition within your organization.
Take your workplace recognition to the next level. Request a free, personalized demo of LevelEleven today!
Are you micromanaging your team? Although you may feel like you’re doing what’s best for everyone by monitoring all aspects of your department, that’s far from the truth. Micromanaging can lead to low employee engagement, higher stress levels, increased employee turnover, and a sense of dread in the office. So how do you tell if you’re micromanaging? Here are some signs:
You avoid task delegation – no matter how small
You discourage your team to make lower-level decisions
You’re constantly sending emails to check on employee progress
If any of these traits sound like your workplace habits, you might be a micromanager. According to a Trinity Solutions survey published in Harry E. Chambers’ book My Way or the Highway: The Micromanagement Survival Guide, 79% of respondents revealed that they had or were currently experiencing micromanagement in the workplace. On top of that, a staggering 85% of respondents said that their morale was impacted negatively by being micromanaged.
Although there are plenty of resources available to change your ways, you might not have to. Getting a performance management platform is an effective fix for micromanagers to help them relax and focus more on their daily responsibilities while still being able to monitor their employee’s day-to-day progress. Still not convinced? Here are some creative ways you can transform your micromanagement tendencies into productive guidance using LevelEleven’s Performance Management System:
Keep your finger on the pulse of your company’s daily activities from a single dashboard
Know instantly when team members are falling behind via your manager scorecard while letting your employee’s dashboards remind them what they need to do to stay on track. LevelEleven empowers sales leaders to course-correct sooner, so your team can meet their goals. Real-time data allows you to check on reps’ performances without the endless progress checks, emails, and hovering trips to their desks.
Focus on employee growth with coaching notes
Coaching and developing your reps is crucial to organizational success. Instead of manually analyzing your reps’ every move to prepare for your coaching sessions, LevelEleven snapshots and stores your rep’s KPIs, doing the heavy lifting for you. Tailor your coaching templates to get the information you want out of your reps, plus provide action items at the end of your sessions. Let them know ahead of time your focus and they’ll do the same. That way, everyone is prepared all within one system, native to Salesforce.
Keep your employees motivated with contests and scorecards
Stop hovering to make sure your team is being productive. Instead, create a contest and let them get to work. Spin up an automated sales contest in only six easy steps around any behavior tracked in Salesforce. Motivating your team with healthy competition is a proven way to increase productivity and drive results. The best part? Managers can view real-time standings and see how the entire team is performing from one dashboard, all within Salesforce.
Interested in disguising your micromanaging? Request a free, personalized demo of LevelEleven today!
The end of the year is a particularly challenging time for salespeople for many reasons. Not only are they rushing to close the last deals before year end, but they are also dealing with the busy holiday season. Then there’s the possibility their prospects will be on vacation. A deal may be close to closing as the holidays approach and then, out of nowhere, the prospect goes dark! Although closing the deal by year-end has passed, that doesn’t mean that it’s time to give up. It’s time to get started!
Get a head start on your competitors
The rush to close deals by the end of Q4 doesn’t transfer over to Q1 for most companies. Get ahead of your competitors by starting the new year just as strong as you finished the previous. This also offers the opportunity to approach your prospect with a new technique. Start the conversation by asking what their organization’s goals are in the new year. This positions you as a trusted partner, there to support their goals, instead of just another salesperson attempting to get their business. This tactic is helpful in protecting your deal from your competitors, as you have already become a valuable part of their company’s planning and decision-making process in the new year.
Identify their priorities for the year
Ask your prospect what their plans and goals are for 2019. This exemplifies your intentions to help them find a solution that works for their specific organization. If they are planning on participating in trade shows, work your cadences around these events to give them space when needed. Another bonus of this technique is the opportunity to use their plans to your advantage. Are they going to a trade show near you? Meet up to talk in person about your solution, their goals, and how the two can work together.
This tactic also opens up the opportunity to provide more value to your prospect. If they are attending an event outside of their usual area, contact them about how your solution can help them in these situations as well as throughout their continued growth.
Try connecting with them utilizing different channels
Are your emails and phone calls being left unanswered after the holiday season? Maybe it’s time to try something new. Using other channels such as LinkedIn is a good way to get a prospect’s attention. While many prospect’s email inboxes and voicemails stay full, leaving many messages unanswered or deleted, social media inboxes are a different story. Getting a message on social sites also brings more excitement to the prospect than an email or voicemail, increasing the likelihood of an answer. In fact, reps that use this technique are 80% more likely to reach their quota. However, this technique should be used with caution to prevent the prospect from feeling harassed.
Send an email that has nothing to do with your product
This is most effective after you have a built a rapport with your prospect. Get their attention by talking to them about their interests outside of work, such as their favorite sports teams, restaurants, or movies. This can act as a well-needed break from the grind of catching up on everything after the holidays. Building relationships with your prospects will also position you as a trusted advisor and friend, making them feel like they are replying to a real person instead of a generic pitch.
Personalized your approach so it can’t be ignored
This tactic requires knowledge of your prospect or taking the time to dig through their social media accounts. Try sending them a blog post or a piece of collateral relating to what they’ve been posting about. This makes your prospect feel like they are important to you and convinces them that you have gone above and beyond your job to make them feel valued.
Although prospects can go dark anytime throughout the year, the holiday season makes staying in touch particularly challenging. Mixing up your tactics and platforms of communication used can go a long way towards regaining your prospects attention and closing the deal in 2019.
Start 2019 off right with LevelEleven’s Performance Management Platform. Motivate, engage, and develop your sales team to reinforce the fundamental behaviors that lead to results. Request a personalized demo today!
As 2019 approaches, the talk about “New Year’s Resolutions” starts coming up. Instead of lecturing on the healthy habits and time-saving practices you should take with you into 2019, I’m here to do the opposite. In celebration of 2019, here are 19 habits that you should leave behind so you can up your selling game in the new year.
Selling to every prospect you come across
The more time you spend on prospects that wouldn’t be a good fit, the less time you have for right-fit prospects. Your time is precious and should be used wisely.
Lack of communication with other departments
Looking to close a deal? Maybe your customer team has some success stories or marketing can provide collateral for reference. You won’t know if you don’t ask!
De-prioritizing coaching sessions, learning, and training
Have you heard the phrase “you learn something new everyday”? Well, it’s true and neglecting professional development will catch up to you in the long run.
Lack of planning
Having a concrete plan for the day helps avoid productivity lags and saves you from forgetting about key objectives.
Skimping on research
Nothing looks worse than a seller obviously having no knowledge of the prospect on a call. Take a few minutes to research the company, it will help you to understand their struggles and needs better.
Not prospecting enough
Prospecting is not the most glamorous part of a salesperson’s job but it is necessary. A full pipeline now leads to a successful salesperson in the future.
Letting others control your calendar
Are your coworkers grabbing open time on your calendar for meetings while your prospects are suggesting times that just don’t work for you? Take back your calendar, being in charge of your own time will result in higher productivity and job satisfaction.
Saying “yes” to everything
Saying yes to every whim of a prospect may help close the deal in the short-term, but your empty promises will come back to haunt you.
Multi-tasking during calls and meetings
We get it, your workday can be overwhelming, but answering emails and scheduling meetings during a call will only hinder your productivity. Stay focused on the task at hand and give your prospects the time you owe them.
Starting from scratch with every email
This is a sure way to slow productivity. Have a template for your most frequently sent emails that allows you to enter personalization when necessary. This saves you time and prevents grammatical errors.
Taking rejection personally
Doing so is the fastest way to derail your productivity and crush your morale. Rejection is part of the job and the best thing you can do is move on and learn from it while continuing to work toward your goals.
Acting like a know-it-all
Many salespeople think they must have all the answers. In reality, being honest about your uncertainty but reassuring that you will get the correct answer is usually more appealing to prospects. It shows honesty and a dedication to sharing the best information
Sitting all day long
Sitting down generally brings bad posture. This can negatively affect your mood and therefore your pitches. Stand up and walk around to stay on your toes and refresh your brain.
Giving up too soon
Did one of your prospects go dark? Don’t be too quick to give up, keep touching base and you may be surprised. Giving up way too soon is a sure fire way to lose a deal.
Blaming others for your losses
Whether you’re blaming the prospect’s CEO for saying no in the end, your team for not supporting you, or your manager for not coaching you, stop. Take responsibility for your actions and their outcomes.
Forgetting prospect conversations
Writing down key points of conversations with prospects can go a long way. Bringing up a favorite sports team that a prospect mentioned to you is a sure way to show them that you’re listening and you care about the deal and relationship.
Talking without listening
You have two ears and one mouth for a reason. Listen to your prospects pain points and then speak to how your solution can help them, not the other way around.
Not preparing for pushback
Objections are part of the sales process. Identify the most common ones for your specific company and have answers ready.
You prospected, emailed, called and now you have a demo set. Why ruin it by being tardy? Your prospects time is important and being late tells them that you don’t think it is.
Looking for ways to improve your team’s performance in 2019? Register for our Virtual KPI Workshop, Friday, January 11th at 1 PM EST!
It’s nearing the end of Q4 and you’re pushing your team hard to meet the organization’s end-of-year goals. You put extra effort into motivating your team, holding weekly meetings to push them to hit quotas. You expect to rely on your top performers to finish out the year strong.
But there is one problem…your team is more sluggish than usual. Your top performers are even disengaged and unproductive and you’re worried about year-end, more than ever.
Sound familiar? Your employees might be burned out.
As a manager, your employees, well-being should be one of your top priorities. Without them, where would your organization be? Burnout isn’t always easy to spot and often hides in plain sight. We’ve covered ways to prevent burnout, but today, we are talking about how to recognize burnout in your employees before it’s too late.
Signal #1: They’re Disengaged
Are some of your team members withdrawing from collaborating with each other, giving feedback, and offering creative suggestions? They may be burnt out.
What to look for:
Boredom with activities that were once interesting
Lack of communication with coworkers
Withdrawing in meetings when their track record demonstrates they’re usually helpful or engaged.
Signal #2: Increased Sensitivity
Knowing your employees personality traits is key to recognizing this sign of burnout. Some people are naturally more sensitive, and that’s okay! However, if your employees begin acting increasingly sensitive in conversation and it’s out of character, it might be a sign that they’re burned out.
What to look for:
Unable to tolerate or listen to constructive criticism
Short or limited patience for tackling challenging tasks
Getting stuck on minute details
Signal #3: Decreased Quality of Work
If you observe a consistent “on their game” employee starting to slack, don’t be too quick to discipline them. Although the perception seems laziness is the new normal, this issue could run deeper. Burnout can make people feel overworked even if they’re not. They may also lose their enjoyment and passion for their job, severely affecting their quality of work.
What to look for:
Decrease in the amount of sales or projects completed
Increased customer complaints regarding follow through or customer service
Missing key deadlines
Signal #4: Exhaustion
Another common sign of burnout is constant exhaustion. This isn’t necessarily due to a lack of sleep. It is more physical, mental, and emotional exhaustion that can severely affect performance. Making sure your employees take care of themselves both physically AND mentally will combat this warning signal.
What to look for:
More frequent absences
Inability to concentrate
Signal #5: Isolation
Being burned out makes someone no longer wish to deal with much of anything because everything is perceived as too exhausting. If you notice that a usually chipper employee has withdrawn from conversation or sticks to themselves around the office, they may be experiencing burnout.
What to look for:
Avoidance of co-workers and social opportunities
Glued to their desk
The most important point in recognizing burnout in your employees is taking action. A company’s most valuable resource is its employees, and burnout can quickly deplete your team. After observing signs of burnout, make sure to give your employees time to refresh their bodies and minds. Whether it’s a fun office activity or decompressing over coffee, cut them a little slack, and make sure they know you are there as a manager who cares to offer support when necessary.
Are you looking for a way to keep your employees motivated and prevent burnout? LevelEleven is here for you!
Here at LevelEleven, we are dedicated to consistently improving our product suite to suit both our present and future customer’s needs. One feature request we hear often is the request for Channel11 to have the ability to countdown to different days or events. Although Channel11 has always had the ability to countdown to the end of contests, this new feature is not tied to your contests and is therefore fully customizable.
This new feature allows your team to countdown to events or days that are important to them, creating a pleasant sense of anticipation. This is great for workplace morale as having something to work towards or look forward to can build more discipline and motivation in one’s daily routine. As human beings, we crave having something in our future to be excited and optimistic about.
Looking for ideas on how to use this new feature? Here are five ideas to get you started!
Countdown to an office event
Our team recently attended a Detroit Pistons game and using the countdown clock definitely helped build excitement. Even on the day of, seeing how many hours until the big game made the workday fly by much faster.
Countdown to the holidays or days off
Put this new feature to use right away and countdown to the holidays this season. Either choose a specific day to celebrate, such as a holiday luncheon or even countdown to the few days off around the holidays. Either way, this action can help give your team the extra push to finish out Q4 strong!
Countdown to events in your team members lives
Is someone having a baby? It is someone’s work anniversary? How about a birthday? Kick off a countdown and make the day more special! This not only builds excitement for the specific employee, it builds awareness with your other employees resulting in them all celebrating together!
Countdown to the end of the year/month/quarter
Whether you’re looking to add a sense of urgency to year-end business or just trying to get your team pumped for wrapping up 2018, this is another great use for the countdown clock.
Countdown to conferences
One of the biggest Salesforce events of the year, Dreamforce is definitely countdown worthy. This not only creates excitement for the event, it ensures that your team is on track and ready to go!
Are you looking for ways to keep your employees engaged? Request a demo, see this feature live, plus many more engagement tools!
The number of blogs, articles, and studies on the benefits of contests to motivate your team are endless (there are even a couple of blogs from us on the topic). This is great because the studies don’t lie. People are competitive. Contests not only push your team to do their best, they also make the workday fun and challenging. There is one slippery slope, sometimes healthy competition turns toxic. How? When contests only reward and encourage top performers.
In any team, there are top, middle, and bottom performers. Although contests are great for motivating every tier to do their best, the bottom performers are going to get demotivated after seeing the same people win week after week. This is why that contests need a makeover — they shouldn’t be just about wins. Here are some ways that you can use contests to motivate more than just the best people on your team week to week.
Reward based on most improved
This can be for two different types of team members; the ones who have been struggling, and the ones who are new to the organization. Designing contests around performance improvements instead of hitting the same team goal is a great solution to this challenge. Look at your individual team members performance over the last month. Set personal goals for each, and then track their percentage to goal as the week continues. This takes away all of the glory from the high performers and recognizes those that are really improving but still aren’t reaching the pinnacle.
Encourage those who aren’t on top
This can be done in a number of ways. The simplest would be to give out rewards for not just first place, but second and third as well. This shows your team that you are recognizing everyone’s contributions, even if they aren’t on top. Getting a smaller prize for winning second or third can also act as a motivator to try harder the next week and win that bigger prize.
Also, take more time with the reps that you notice are struggling to hit their numbers. Being last in every contest can have a major negative effect on your team members and positive encouragement can help keep that at bay. Really take time to examine not only what they are struggling with but the reason behind their struggle. This shows your team that you care and that they are able to improve.
Don’t make every contest about “wins”
Contests can be made around a variety of goals and key performance indicators. Try changing up the goals of your contests from the usual. Do you typically focus on new business meetings? Try focusing on calls instead. This can work to reward those who are stronger at specific skills while also opening management’s eyes to who is excelling and who is struggling depending on the goal. Not only will this give an inside look into exactly where each member is excelling (or struggling), it will also show your team that all behaviors matter and are being recognized and rewarded.
With that, go forth and create contests that are useful and motivational to your entire team! Although competition is a great motivator, it is not always the best way to improve performance across the board. Ensuring that your whole team is involved, encouraged, and on track is key to closing the year strong.
Looking for ways to add some healthy competition to your team?
With the end of the year, project deadlines, and the holidays approaching, it would be an understatement to say that life gets hectic. Although this time of the year can bring plenty of quality time and cheer, it can also throw off your work-life balance. This can lead to burnout, negatively affecting both your personal and professional life.
What is burnout? According to Psychology Today, burnout is a state of chronic stress that can lead to physical and emotional exhaustion; cynicism and detachment; and feelings of ineffectiveness. This is a result of stress and pressures building in one’s personal and professional life, and it often leads to a disastrous state of mind where one may find it difficult to bounce back. The annual turnover for salespeople is 20% and although burnout is often dismissed as a “part of the job,” this doesn’t have to be the case.
Burnout doesn’t happen suddenly. It slowly creeps into life as a result of repeated neglect to oneself. The good news? Burnout can be spotted and prevented with minimal time and a little effort before it’s too late.
Signs of Burnout
Forgetfulness or impaired concentration and attention
Anger / increased irritability
Detachment from family, friends, and favorite activities
What you can do about it
Conduct a daily, mental check-in: This seems so simple but is often overlooked. Checking in on oneself daily, weekly, and monthly ensures that you have a pulse on your own well-being. This prevents falling too deep into the burnout trap.
Make time for things you love: Although work is important, so is having a life outside of the office. Taking time to do things for yourself. This helps reset your mind and helps you ready to perform your best at work.
Look for a mentor: Sales can be an isolating profession that is hard for non-sales people to understand. Finding yourself a mentor not only helps to improve your performance, it also gives you someone to share your frustrations with and bounce ideas off of. This wards off feelings of isolation.
Take care of your body: This includes drinking enough water, sleeping a proper amount of time, and consistent exercise. Taking care of your body ensures that your whole being is ready for whatever life throws at you, even during the holiday season.
Keep it simple: Trying to do too much at once will only leave you with many things that are half done. Prioritize your day by making to-do list. This helps you get the most important items done without getting overwhelmed or not giving your best effort.
Maintain Perspective: No matter the holiday, it’s a brief period in the year. Although shopping for gifts, attending family gatherings, AND working can be a lot all at once, know that soon it will all be over and life will be back to normal.
In the business world, burnout can sometimes seem unavoidable, but it doesn’t have to be! Take time for your body and mind while also making sure that your priorities are in order can help keep burnout at bay. Happy Holidays!
A President’s Club (PC) is synonymous with success. A sales representative who has achieved a President’s Club Title highlights their success and achievements regardless of their industry. Organizations across many verticals use this exclusive club to reward the very best of the best plus motivate the rest of their team members with the dream of one day joining the club themselves.
But what makes a successful President’s Club? How should an organization go about implementing and maintaining one? Here at LevelEleven, we are frequently asked by organizations for best practices and how to most effectively run a great President’s Club. Here are 5 best practices to consider when planning your President’s Club.
1. Have a Goal for Initiating a President’s Club
When creating a PC, ask yourself if your organization and your team are ready for this type of initiative. Do you already have contests and rewards in place? Is your organization large enough to support this type of club? President’s Club is meant to truly reward the very top performers within your organization and should be viewed as a tier of exclusivity that pushes team members to continuously achieve. With that being said, it is not a “cool kids club” and the goal is to create a motivational incentive. Be sure to build out your PC in a way that compliments your existing culture.
2. Establish a Timeframe
How does your organization currently operate and compensate its reps? I once worked for a company that was month to month and you could join the PC if you achieved a certain percent above quota consistently for three months in a row. Consider how long you want your timeframe to last. Most common President’s Clubs run for an entire year. Although organizations and industries are different, be sure to have expirations on how long President’s Club members stay in the club without hitting the goal again.
3. Who Can Become a President’s Club Member?
President’s Clubs used to be reserved for the very best salespeople. However, many organizations are using this recognition to reward other areas of their business. We have seen President’s Clubs ranging from Customer Service teams to IT teams. Think about which teams would benefit from having a PC. Just make sure to reward only the very best from those teams you are considering.
4. Rewarding Members of Your President’s Club
Most people are familiar with PC members being sent on extravagant all-expense paid vacations to some tropical island as a reward. This may work for some organizations, but it should be something representative of your team’s culture and distinctive enough to be desirable from a rep’s perspective. Most teams only consider the main prize, however, be sure to include other exclusive smaller rewards to drive consistent excitement and engagement. One common example of a smaller reward is hosting quarterly lunches with your C-Suite. It combines your leadership and the very best of your reps who have first-hand experiences with the good and bad of your organization. Having them mingle brings together the best of both worlds for an organization. Other rewards can be as simple as an addition of President’s Club to their title, or as complex as a new comp plan. Design rewards that blend well with your company’s culture and give your reps a desire and motivation to join the President’s Club.
5. How to Administer and Implement a Successful President’s Club
We get asked all the time how organizations can more effectively run contests as well as increase visibility and excitement for their reps. At the end of the day, a President’s Club is simply a long contest with a few select winners. Organizations use LevelEleven’s automated contest engine to proactively highlight how reps are pacing in real time and help celebrate their wins. This works especially well when tied to a TV component such as with our Channel11. Channel11 is able to broadcast any contests in and out of the office including ongoing President’s Clubs.
President’s Club can be regarded as a big deal for those familiar with the concept. It’s well known between industries as the highest standard of success. Don’t be shy to use your President’s Club as a recruiting tool to highlight how you reward your top talent. It also is a phenomenal tool for rewarding and retaining your top performers. Be sure to integrate your PC into your already existing culture.
The answer lies in whether the solution was built natively on the force.com platform. Here’s three commonly asked questions on what being a “Salesforce native” solution truly means and what are the advantages of going native.
What does “native” mean?
Companies often talk about being “Salesforce native” but what exactly does that mean? If a solution is truly native, then it means that it is built on the force.com platform. This means that data and data processing occurs within the customer’s instance of Salesforce instead of on 3rd party servers. Native solutions must also abide by best practices established by the CRM giant and the security settings managed by your system administrator. Think of a Salesforce native solution as an extension of your CRM. It improves what you already know and love about Salesforce.
Native or not – where is my data held?Salesforce Native Solutions
If an AppExchange solution is native, it runs within your instance of Salesforce and your data is never processed by 3rd party servers. This is a positive for a variety of reasons.
First, since your data never leaves your instance of Salesforce, you minimize the risk of a data breach. Furthermore, the AppExchange addresses security concerns by puts these solutions “through an exhaustive security review. With AppExchange, organizations can use apps with confidence, knowing that they support the highest level of security and best practices in the industry.” Salesforce native solutions provide the same reliability, security, and infrastructure that you have come to expect from the #1 cloud CRM system in the world. With the majority of fortune 100 companies already using Salesforce, you can trust that your data is secure.
Second, Salesforce native solutions provide a more seamless and real-time user experience. Because your company’s data does not need to be sent and/or manipulated by a 3rd party server, you can expect better performance and real-time access to your data. Salesforce native solutions can also easily be integrated with other native solutions to further enrich your experience.
These apps live outside of the Salesforce platform which comes with some challenges, namely the security of your data. If an app is not native, your data must be transferred to a third-party server which may not have the same security standards and infrastructure as Salesforce.
Non-native apps also pose the risk of their servers going down even when the Salesforce server is operational. This can create added complexity by introducing multiple Service Level Agreements (SLAs) and/or multiple data processors (and sub-processors). These complexities will only get more challenging in the brave new world of GDPR compliance. In some cases, you may need to invest more money into a consultant to integrate everything together.
What does this mean for my company?
Do your homework when you are evaluating new technologies to integrate with Salesforce CRM. Given the choice between a Salesforce native solution and a non-native app, it is almost always better to go with a native experience. This doesn’t mean that all non-native apps are necessarily security risks, but it will require additional time and effort to ensure security compliance and proper integration of all the pieces. Salesforce native solutions help make your experience seamless. In the end — why integrate when you can go native?