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How to Build and Maintain Workforce Resilience, According to Experts



To understand the importance of resilience in the workplace, let’s start with an example.

Let’s say your company has just been acquired by a major corporation. This means your organization is about to undergo some major changes — including your workplace culture, leadership structure, and even your team’s goals and objectives.

When it comes time to deliver the message to your marketing team, however, you’re surprised by their reactions. While there is some trepidation, most of your employees are upbeat, positive, and excited about the new opportunities and challenges ahead of them.

Their reaction doesn’t mean they aren’t also hesitant, nervous, or unsure of the future. It simply means that your team feels secure, confident, and capable of taking on those new challenges, whatever they may be.

This is the power of workforce resiliency.

Here, we’ll dive into why workforce resiliency is one of the strongest predictors of long-term employee satisfaction and retention. Plus, how to build a more resilient workforce, according to leaders who’ve done it.

What is workforce resilience?

To understand workforce resiliency, we first need to define what resiliency is.

As Merriam-Webster defines it, resiliency is “an ability to recover from or adjust easily to adversity or change”.

Essentially, a resilient person is someone who can adapt well to life’s unexpected challenges, stresses, and uncertainties.

Birdeye’s Head of People & Culture Camille Boothe told me, “When I think about resilience, certain thoughts come to mind — like adaptability, the ability to recover quickly, inner strength, and the ability to navigate challenges with a positive state of mind.”

So … what does resiliency matter for the workplace?

Workforce resiliency is, simply put, a group of employees who feel stable, secure, and capable of handling a workplace’s challenges, daily stresses, and organizational changes without losing engagement or motivation.

As Boothe puts it, “Why is resiliency important in the workplace? Because many employees cite workplace stress as the #1 stressor in their lives. That is why building a strong culture of resilience is essential for the success and well-being of employees.”

To put workforce resiliency into context, consider the past two years: Most businesses have made large-scale changes as a result of the pandemic.

Many companies shifted to an entirely remote lifestyle, and then shifted again towards hybrid or in-person once restrictions had been lifted.

Some leaders quit; while others made drastic changes to their strategies, goals, and future vision.

And yet … some businesses saw much higher turnover rates than others. Why is that?

Ultimately, the more resilient your workforce is, the more adept they are at handling business changes and industry shifts without feeling too much frustration, distrust, or uncertainty over how those changes will impact their livelihood.

Essentially, resiliency builds the opportunity for flexibility.

On the flip side, a non-resilient workforce is one that feels vulnerable, mistrustful of leadership, or tired and de-motivated. These are the workers who are most likely to quit, or who feel incapable of handling workplace changes with any sense of confidence or security.

Workforce resiliency is a strong component of long-term employee retention, and can help you build and maintain an effective and engaging workplace culture even when difficult situations arise. It’s important to consider workforce resiliency as the necessary backbone of any effective, strong company culture. Without resiliency, all the beer-on-tap and ping pong tables in the world can’t deter your employees from leaving.

How to Build and Maintain Workforce Resilience According to

Benefits of Workforce Resilience

If you’re still unsure of the benefits of workforce resiliency, let’s consider the data:

All of which is to say: Work can be hard, and it can be particularly difficult to remain productive at work when an employee’s life is shifting dramatically as a result of unforeseen circumstances (like, say, a pandemic).

Resiliency, then, can help mitigate these stresses by providing a ‘safety net’ around the employee and helping them remain focused, positive, and engaged even during stressful times.

So — that’s all well and good. But, as a leader, how do you build resiliency? And, perhaps even more importantly, how do you maintain it?

How do you build workforce resilience? 

1. Bake it into your employee initiatives. 

To start, I spoke with leaders across organizations at Birdeye, Plecto, Alyce, Casted, and HubSpot to uncover tactical methods for developing resiliency in your workforce.

Boothe told me, “At Birdeye, we value resiliency and seek to develop that skill within our teams every day. We coach patience, empathy, control, and seeing change as an opportunity rather than a setback.”

She adds, “We recognize the factors that lead to resilience include optimism, balancing difficult emotions, and a sense of safety in a strong support system,” Boothe told me, adding that they’ve focused on three key initiatives at Birdeye to strengthen resiliency.

These include: 

  • Focusing on physical and mental health. Birdeye provides unlimited PTO and mental health days companywide for employees to rest and rejuvenate as needed. This gives employees a mindset to stay relaxed, even in the face of stressful situations.
  • Flexible work schedules. Birdeye is in a primary work-from-home mode which allows employees to gain better work-life balance and stress management.
  • Employee Resource Groups (ERG)/Social Connections. Birdeye builds relationships and connections for employees to leverage for support, as well as participate in forums and discussions on Mindfulness and Meditation.

Boothe adds, “We see resiliency as a competitive advantage and feel that building resilience is just good business sense.”

Along with employee resource groups, you might consider looking into trainings specifically focused on building resilience.

Birdeye Head of People on Workforce Resilience

Additionally, you might consider offering your employees the chance to choose which employee benefits matter most to them, and enabling them to invest in whichever perks would best suit their lifestyles. 

As Alyce’s VP of People, Tori Oellers, told me, “The ‘power of choice’ is a core tenant of our platform. and we see first-hand how successful campaigns can be when you put the choice in the hands of recipients. We take that same philosophy with many of our benefits.”

She adds, “Rather than carving out various specialized programs and partnerships, we have made it simple by allocating budget to various stipends that provide our team the power of choice to utilize the benefits in a way that is supportive for them as an individual.”

Oellers told me, “Recognizing and operationalizing ways to recognize your people as individuals ensures that each person is getting what they need to be successful and foster resiliency.”

Finally, providing educational resources for your leaders to train themselves on building agility in the face of adversity can help you effectively strengthen resiliency from the top-down. The Agility Factor, by Christopher G. Worley, Thomas Williams, Edward E. Lawler III is a good option for helping your leaders’ uncover how to build agility — and thus resilience — within an organization.

2. Emulate resiliency as a leader.

To build resilience in your workforce, you’ll want to emulate it as a leader. For instance, let’s say you’re delivering the difficult news that leadership has decided to cut budgeting for a marketing project that’s already in-the-works.

As Jordan DiPietro, VP of HubSpot Media, told me, “Your team is always looking to you as their leader for guidance, strategic direction, and advice — and they’re also looking to you as an emotional compass. If you get way too high, or way too low, they will ride those waves with you.”

He adds, “As someone leading a massive team, I’ve needed to figure out a way to stay more even-keeled. For some people that’s easy because they are naturally steady and composed. However, I tend to be less equable — so I have to work hard to not let that reflect in my leadership.”

To remain steady during stressful or tumultuous times, DiPietro recommends leaders aim to minimize meetings and outward communication on days when they’re feeling overly stressed. On the flip side, he suggests leaders also attempt to curtail too much excitement — while it’s important to celebrate your team’s successes, you don’t want to go overboard with your emotions in either direction. 

DiPietro adds, “The one thing you can count on is that business will ebb and flow, and there will always be peaks and valleys. The more you can smooth those out for your team, the more resilient they will act throughout those times.”

Additionally, as a leader you can emulate resiliency by modeling flexibility. As Lindsay Tjepkema, CEO and co-founder of Casted, told me, “At Casted, we prioritize flexibility and allowing team members to choose what a flexible workday looks like to them — whether that’s working the conventional 9 a.m to 5 p.m., taking long lunches to attend a favorite workout class, logging off earlier some days to spend time with kids before they go to bed, or whatever suits each individual.”

Tjepkema adds, “If we want our teams to believe that we value flexibility, we have to model it. I share my own needs for flexibility openly with the team. They know if I have a hair appointment or a family event. When they see me or another leader communicating our availability and using that flexibility, it empowers them to do the same.”

Ultimately, your resilience as a leader is contagious. In fact, highly-resilient team leaders have direct reports who experience 52% less burnout, and have roughly 80% lower intention of leaving the organization.

jordan dipietro on workforce resilience

3. Focus on the physical and mental health aspects of resiliency.

Did you know people are 3.5X more likely to be resilient if they have good physical health?

Providing your employees with the resources necessary to remain strong phsyically — including fitness reimbursements, flexible work schedules to go on walks or runs during lunch, and even fun workplace fitness competitions — is vital for ensuring long-term resiliency.

For instance, as CEO and Co-founder of Plecto, Kristian Øllegaard, told me, “We’re an ambitious company and thrive on striving to be the best, so contests are a natural fit for the team. Most recently, we challenged the whole company to a push-up competition! The motivation to get involved and outperform colleagues was felt company-wide. This kind of fun-loving team spirit is what makes Plecto the place to be, where we build resilience and genuine relationships.”

If your workers are burnt out, exhausted, and depleted, they won’t have the energy to take care of their physical health, and it will ultimately take its toll on your employees, and your bottom-line.

Additionally, mental health is just as important as physical. Resiliency requires a healthy mindset where people are open to change and don’t dwell on the potential negative outcomes. This can only happen through practice.

Mindfulness and yoga are two effective opportunities to practice building resiliency, so consider how you might provide these options through a discounted mindfulness app subscription, or by bringing yoga to the office.

Additionally, therapy can be incredibly helpful for those who struggle to adjust to change, so perhaps you can try offering services such as Modern Health to your team for further mental health consultations.

Finally — encourage your team to take time off. As DiPietro puts it, “People are more resilient when they have had time to relax and reset! Nobody is meant to grind and not take breaks. The mind needs to untether from work and people need to feel like it’s okay to completely unplug without their team or performance suffering.”

He adds, “Leading by example isn’t enough here. Instead, every few months I ask each of my direct reports, ‘Hey, when is your next vacation?‘ If they don’t have one planned, I follow up in each one-on-one until they make plans. I have found that the directness of my approach gives my reports the feeling of freedom to actually take time off — because if they don’t, I’m going to keep bothering them about it. Force your employees to take time off. You will be rewarded for it!”

4. Practice transparency within your organization as a whole.

No matter how resilient your workforce is, they won’t feel comfortable or optimistic about company-wide or team-wide changes if they don’t understand the why behind the change.

This is where transparency comes into play. While you don’t have to over-explain, divulge confidential information, or apologize for your decisions, your team does deserve to understand the background context of the change and how leadership hopes it will impact the future of the company.

Øllegaard adds, “Since the beginning, business transparency and celebrating success have been at the heart of the Plecto culture. It’s no secret when it’s a record-breaking (or slower) month at Plecto. It’s hard to ignore the TVs around the office with dashboards of each team’s key performance metrics, which are broadcasted for everyone to see. What’s important is being completely transparent about how the company is performing.”

For instance, let’s say your CMO has issued a re-org — and, as part of the change, your social media team will move from under the Content Team VP to under the Brand Strategy VP.

When you deliver this news to your team, you’ll want to explain the context behind the decision.

For instance, you might say, “We’ve decided it makes more sense to have the social team live under Brand Strategy, since the Brand Strategy teams share a common goal of brand awareness. By contrast, most other Content teams share the goal of lead generation, which doesn’t make as much sense for our team’s purpose.”

Ultimately, transparency can build trust, which goes a long way towards making your employees comfortable, and even excited, about upcoming workplace events.

Workforce Resilience Examples

Finally, let’s dive into a few examples of workplace resilience to see how this looks in practice.

1. Staying calm with last-minute requests.

Your SEO team is getting ready for the holiday season when your VP tasks you with a major request: Please put together a memo of your 2023 vision, including areas of opportunity and pre-existing at-risk content, within one week.

When you tell your team, they immediately jump into action. They decide to stay after work, order takeout, and prep the doc together. Your employees are energized and confident that they can meet the deadline, and they’re excited about the challenge. By the end of the week they’ve created a flashy, engaging, compelling 2023 vision, and they can’t wait to hear the VP’s thoughts.

Why This Exemplifies Resilience

Even though the request is last-minute, your team feels comfortable handling the shift in priorities. A low-resilience team would’ve felt discouraged, frustrated, or uninterested in working on the task so close to the holidays, but this high-resilience team was able to shift their mindset quickly and look at the task from a more positive perspective: as a chance to impress leadership and get excited about the year ahead.

2. Taking risks and seeking out new challenges.

On Tuesday, your direct report comes to you with a pitch deck she’s put together in which she’s outlined why it’s a good idea to embed YouTube videos into existing blog posts.

It’s risky — your blog team hasn’t tried incorporating videos before, so there’s no prior evidence that it will be successful. However, your direct report has data from other brands to showcase how videos can increase blog traffic and time-on-page.

Why This Exemplifies Resilience

Risk-taking is all about willingly venturing into unknown territory … something a low-resilience person is unlikely to do. In this case, your employee is demonstrating resilience by showcasing her open-mindedness to test out new ideas and innovate, as well as her engagement and commitment to your team’s success. A low-resilient employee would likely feel less engaged and less willing to take risks.

3. Remaining positive and upbeat.

When you tell your employees your director is leaving your company for another role, they are saddened by the news. She has been an effective leader for the team for a number of years.

However, they are not fearful, mistrustful, or anxious. Instead, they understand this is the best next step for the director, and suggest ideas for a goodbye party. The vibe is ultimately positive and optimistic.

Why This Exemplifies Resilience

When a beloved leader leaves the company, it’s always a sad experience, but high-resilience employees can see the bright side of the situation and don’t dwell on the potential negative outcomes they could experience in their own roles as a result of the director’s departure. Instead, they trust your leadership and the organization at-large will continue to meet their expectations.

4. Handling constructive feedback well.

In a recent performance review, you tell your employee that he’s been underperforming. He’s missed a few deadlines, and recently arrived unprepared to a meeting with a client.

Your employee is unsurprised by this information, and responds calmly: “I really appreciate you taking the time to talk about this with me. I will give what you’ve said serious consideration, and reach out next week to plan a follow-up where we can discuss how I can improve my performance.”

Why This Exemplifies Resilience

A highly-resilient employee is likely effective at positive self-talk and harnessing optimism in the face of adversity. Additionally, resiliency enables people to handle rejection more smoothly by seeing it as an opportunity to grow.

Ultimately, you can’t always control the situations that arise in your workplace. But what you can control, if you’ve laid a foundation of resilience, is how your team reacts to those changes. The more resilient your employees are, the more likely they are to be happy, engaged, and motivated at work.

Taking the time to teach and foster resilience in your workforce isn’t easy, but in the long run, it will enable your team to more efficiently and willingly handle all the challenges thrown their way.

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How to Increase Survey Completion Rate With 5 Top Tips



How to Increase Survey Completion Rate With 5 Top Tips

Collecting high-quality data is crucial to making strategic observations about your customers. Researchers have to consider the best ways to design their surveys and then how to increase survey completion, because it makes the data more reliable.

→ Free Download: 5 Customer Survey Templates [Access Now]

I’m going to explain how survey completion plays into the reliability of data. Then, we’ll get into how to calculate your survey completion rate versus the number of questions you ask. Finally, I’ll offer some tips to help you increase survey completion rates.

My goal is to make your data-driven decisions more accurate and effective. And just for fun, I’ll use cats in the examples because mine won’t stop walking across my keyboard.

Why Measure Survey Completion

Let’s set the scene: We’re inside a laboratory with a group of cat researchers. They’re wearing little white coats and goggles — and they desperately want to know what other cats think of various fish.

They’ve written up a 10-question survey and invited 100 cats from all socioeconomic rungs — rough and hungry alley cats all the way up to the ones that thrice daily enjoy their Fancy Feast from a crystal dish.

Now, survey completion rates are measured with two metrics: response rate and completion rate. Combining those metrics determines what percentage, out of all 100 cats, finished the entire survey. If all 100 give their full report on how delicious fish is, you’d achieve 100% survey completion and know that your information is as accurate as possible.

But the truth is, nobody achieves 100% survey completion, not even golden retrievers.

With this in mind, here’s how it plays out:

  • Let’s say 10 cats never show up for the survey because they were sleeping.
  • Of the 90 cats that started the survey, only 25 got through a few questions. Then, they wandered off to knock over drinks.
  • Thus, 90 cats gave some level of response, and 65 completed the survey (90 – 25 = 65).
  • Unfortunately, those 25 cats who only partially completed the survey had important opinions — they like salmon way more than any other fish.

The cat researchers achieved 72% survey completion (65 divided by 90), but their survey will not reflect the 25% of cats — a full quarter! — that vastly prefer salmon. (The other 65 cats had no statistically significant preference, by the way. They just wanted to eat whatever fish they saw.)

Now, the Kitty Committee reviews the research and decides, well, if they like any old fish they see, then offer the least expensive ones so they get the highest profit margin.

CatCorp, their competitors, ran the same survey; however, they offered all 100 participants their own glass of water to knock over — with a fish inside, even!

Only 10 of their 100 cats started, but did not finish the survey. And the same 10 lazy cats from the other survey didn’t show up to this one, either.

So, there were 90 respondents and 80 completed surveys. CatCorp achieved an 88% completion rate (80 divided by 90), which recorded that most cats don’t care, but some really want salmon. CatCorp made salmon available and enjoyed higher profits than the Kitty Committee.

So you see, the higher your survey completion rates, the more reliable your data is. From there, you can make solid, data-driven decisions that are more accurate and effective. That’s the goal.

We measure the completion rates to be able to say, “Here’s how sure we can feel that this information is accurate.”

And if there’s a Maine Coon tycoon looking to invest, will they be more likely to do business with a cat food company whose decision-making metrics are 72% accurate or 88%? I suppose it could depend on who’s serving salmon.

While math was not my strongest subject in school, I had the great opportunity to take several college-level research and statistics classes, and the software we used did the math for us. That’s why I used 100 cats — to keep the math easy so we could focus on the importance of building reliable data.

Now, we’re going to talk equations and use more realistic numbers. Here’s the formula:

Completion rate equals the # of completed surveys divided by the # of survey respondents.

So, we need to take the number of completed surveys and divide that by the number of people who responded to at least one of your survey questions. Even just one question answered qualifies them as a respondent (versus nonrespondent, i.e., the 10 lazy cats who never show up).

Now, you’re running an email survey for, let’s say, Patton Avenue Pet Company. We’ll guess that the email list has 5,000 unique addresses to contact. You send out your survey to all of them.

Your analytics data reports that 3,000 people responded to one or more of your survey questions. Then, 1,200 of those respondents actually completed the entire survey.

3,000/5000 = 0.6 = 60% — that’s your pool of survey respondents who answered at least one question. That sounds pretty good! But some of them didn’t finish the survey. You need to know the percentage of people who completed the entire survey. So here we go:

Completion rate equals the # of completed surveys divided by the # of survey respondents.

Completion rate = (1,200/3,000) = 0.40 = 40%

Voila, 40% of your respondents did the entire survey.

Response Rate vs. Completion Rate

Okay, so we know why the completion rate matters and how we find the right number. But did you also hear the term response rate? They are completely different figures based on separate equations, and I’ll show them side by side to highlight the differences.

  • Completion Rate = # of Completed Surveys divided by # of Respondents
  • Response Rate = # of Respondents divided by Total # of surveys sent out

Here are examples using the same numbers from above:

Completion Rate = (1200/3,000) = 0.40 = 40%

Response Rate = (3,000/5000) = 0.60 = 60%

So, they are different figures that describe different things:

  • Completion rate: The percentage of your respondents that completed the entire survey. As a result, it indicates how sure we are that the information we have is accurate.
  • Response rate: The percentage of people who responded in any way to our survey questions.

The follow-up question is: How can we make this number as high as possible in order to be closer to a truer and more complete data set from the population we surveyed?

There’s more to learn about response rates and how to bump them up as high as you can, but we’re going to keep trucking with completion rates!

What’s a good survey completion rate?

That is a heavily loaded question. People in our industry have to say, “It depends,” far more than anybody wants to hear it, but it depends. Sorry about that.

There are lots of factors at play, such as what kind of survey you’re doing, what industry you’re doing it in, if it’s an internal or external survey, the population or sample size, the confidence level you’d like to hit, the margin of error you’re willing to accept, etc.

But you can’t really get a high completion rate unless you increase response rates first.

So instead of focusing on what’s a good completion rate, I think it’s more important to understand what makes a good response rate. Aim high enough, and survey completions should follow.

I checked in with the Qualtrics community and found this discussion about survey response rates:

“Just wondering what are the average response rates we see for online B2B CX surveys? […]

Current response rates: 6%–8%… We are looking at boosting the response rates but would first like to understand what is the average.”

The best answer came from a government service provider that works with businesses. The poster notes that their service is free to use, so they get very high response rates.

“I would say around 30–40% response rates to transactional surveys,” they write. “Our annual pulse survey usually sits closer to 12%. I think the type of survey and how long it has been since you rendered services is a huge factor.”

Since this conversation, “Delighted” (the Qualtrics blog) reported some fresher data:

survey completion rate vs number of questions new data, qualtrics data

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The takeaway here is that response rates vary widely depending on the channel you use to reach respondents. On the upper end, the Qualtrics blog reports that customers had 85% response rates for employee email NPS surveys and 33% for email NPS surveys.

A good response rate, the blog writes, “ranges between 5% and 30%. An excellent response rate is 50% or higher.”

This echoes reports from Customer Thermometer, which marks a response rate of 50% or higher as excellent. Response rates between 5%-30% are much more typical, the report notes. High response rates are driven by a strong motivation to complete the survey or a personal relationship between the brand and the customer.

If your business does little person-to-person contact, you’re out of luck. Customer Thermometer says you should expect responses on the lower end of the scale. The same goes for surveys distributed from unknown senders, which typically yield the lowest level of responses.

According to SurveyMonkey, surveys where the sender has no prior relationship have response rates of 20% to 30% on the high end.

Whatever numbers you do get, keep making those efforts to bring response rates up. That way, you have a better chance of increasing your survey completion rate. How, you ask?

Tips to Increase Survey Completion

If you want to boost survey completions among your customers, try the following tips.

1. Keep your survey brief.

We shouldn’t cram lots of questions into one survey, even if it’s tempting. Sure, it’d be nice to have more data points, but random people will probably not hunker down for 100 questions when we catch them during their half-hour lunch break.

Keep it short. Pare it down in any way you can.

Survey completion rate versus number of questions is a correlative relationship — the more questions you ask, the fewer people will answer them all. If you have the budget to pay the respondents, it’s a different story — to a degree.

“If you’re paying for survey responses, you’re more likely to get completions of a decently-sized survey. You’ll just want to avoid survey lengths that might tire, confuse, or frustrate the user. You’ll want to aim for quality over quantity,” says Pamela Bump, Head of Content Growth at HubSpot.

2. Give your customers an incentive.

For instance, if they’re cats, you could give them a glass of water with a fish inside.

Offer incentives that make sense for your target audience. If they feel like they are being rewarded for giving their time, they will have more motivation to complete the survey.

This can even accomplish two things at once — if you offer promo codes, discounts on products, or free shipping, it encourages them to shop with you again.

3. Keep it smooth and easy.

Keep your survey easy to read. Simplifying your questions has at least two benefits: People will understand the question better and give you the information you need, and people won’t get confused or frustrated and just leave the survey.

4. Know your customers and how to meet them where they are.

Here’s an anecdote about understanding your customers and learning how best to meet them where they are.

Early on in her role, Pamela Bump, HubSpot’s Head of Content Growth, conducted a survey of HubSpot Blog readers to learn more about their expertise levels, interests, challenges, and opportunities. Once published, she shared the survey with the blog’s email subscribers and a top reader list she had developed, aiming to receive 150+ responses.

“When the 20-question survey was getting a low response rate, I realized that blog readers were on the blog to read — not to give feedback. I removed questions that wouldn’t serve actionable insights. When I reshared a shorter, 10-question survey, it passed 200 responses in one week,” Bump shares.

Tip 5. Gamify your survey.

Make it fun! Brands have started turning surveys into eye candy with entertaining interfaces so they’re enjoyable to interact with.

Your respondents could unlock micro incentives as they answer more questions. You can word your questions in a fun and exciting way so it feels more like a BuzzFeed quiz. Someone saw the opportunity to make surveys into entertainment, and your imagination — well, and your budget — is the limit!

Your Turn to Boost Survey Completion Rates

Now, it’s time to start surveying. Remember to keep your user at the heart of the experience. Value your respondents’ time, and they’re more likely to give you compelling information. Creating short, fun-to-take surveys can also boost your completion rates.

Editor’s note: This post was originally published in December 2010 and has been updated for comprehensiveness.

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Take back your ROI by owning your data



Treasure Data 800x450

Treasure Data 800x450

Other brands can copy your style, tone and strategy — but they can’t copy your data.

Your data is your competitive advantage in an environment where enterprises are working to grab market share by designing can’t-miss, always-on customer experiences. Your marketing tech stack enables those experiences. 

Join ActionIQ and Snowplow to learn the value of composing your stack – decoupling the data collection and activation layers to drive more intelligent targeting.

Register and attend “Maximizing Marketing ROI With a Composable Stack: Separating Reality from Fallacy,” presented by Snowplow and ActionIQ.

Click here to view more MarTech webinars.

About the author

Cynthia RamsaranCynthia Ramsaran

Cynthia Ramsaran is director of custom content at Third Door Media, publishers of Search Engine Land and MarTech. A multi-channel storyteller with over two decades of editorial/content marketing experience, Cynthia’s expertise spans the marketing, technology, finance, manufacturing and gaming industries. She was a writer/producer for and produced thought leadership for KPMG. Cynthia hails from Queens, NY and earned her Bachelor’s and MBA from St. John’s University.

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Revolutionizing Auto Retail: The Game-Changing Partnership Between Amazon and Hyundai



Revolutionizing Auto Retail: The Game-Changing Partnership Between Amazon and Hyundai

Revolutionizing Auto Retail The Game Changing Partnership Between Amazon and Hyundai

In a groundbreaking alliance, Amazon and Hyundai have joined forces to reshape the automotive landscape, promising a revolutionary shift in how we buy, drive, and experience cars.

Imagine browsing for your dream car on Amazon, with the option to seamlessly purchase, pick up, or have it delivered—all within the familiar confines of the world’s largest online marketplace. Buckle up as we explore the potential impact of this monumental partnership and the transformation it heralds for the future of auto retail.

Driving Change Through Amazon’s Auto Revolution

Consider “Josh”, a tech-savvy professional with an affinity for efficiency. Faced with the tedious process of purchasing a new car, he stumbled upon Amazon’s automotive section. Intrigued by the prospect of a one-stop shopping experience, Josh decided to explore the Amazon-Hyundai collaboration.

The result?

A hassle-free online car purchase, personalized to his preferences, and delivered to his doorstep. Josh’s story is just a glimpse into the real-world impact of this game-changing partnership.

Bridging the Gap Between Convenience and Complexity

Traditional car buying is often marred by complexities, from navigating dealership lots to negotiating prices. The disconnect between the convenience consumers seek and the cumbersome process they endure has long been a pain point in the automotive industry. The need for a streamlined, customer-centric solution has never been more pressing.

1701235578 44 Revolutionizing Auto Retail The Game Changing Partnership Between Amazon and Hyundai1701235578 44 Revolutionizing Auto Retail The Game Changing Partnership Between Amazon and Hyundai

Ecommerce Partnership Reshaping Auto Retail Dynamics

Enter Amazon and Hyundai’s new strategic partnership coming in 2024—an innovative solution poised to redefine the car-buying experience. The trio of key developments—Amazon becoming a virtual showroom, Hyundai embracing AWS for a digital makeover, and the integration of Alexa into next-gen vehicles—addresses the pain points with a holistic approach.

In 2024, auto dealers for the first time will be able to sell vehicles in Amazon’s U.S. store, and Hyundai will be the first brand available for customers to purchase.

Amazon and Hyundai launch a broad, strategic partnership—including vehicle sales on in 2024 – Amazon Staff

This collaboration promises not just a transaction but a transformation in the way customers interact with, purchase, and engage with their vehicles.

Pedal to the Metal

Seamless Online Purchase:

  • Complete the entire transaction within the trusted Amazon platform.
  • Utilize familiar payment and financing options.
  • Opt for convenient pick-up or doorstep delivery.
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Hyundai’s Cloud-First Transformation:

  • Experience a data-driven organization powered by AWS.
  • Benefit from enhanced production optimization, cost reduction, and improved security.

Alexa Integration in Next-Gen Vehicles:

  • Enjoy a hands-free, voice-controlled experience in Hyundai vehicles.
  • Access music, podcasts, reminders, and smart home controls effortlessly.
  • Stay connected with up-to-date traffic and weather information.

Driving into the Future

The Amazon-Hyundai collaboration is not just a partnership; it’s a revolution in motion. As we witness the fusion of e-commerce giant Amazon with automotive prowess of Hyundai, the potential impact on customer behavior is staggering.

The age-old challenges of car buying are met with a forward-thinking, customer-centric solution, paving the way for a new era in auto retail. From the comfort of your home to the driver’s seat, this partnership is set to redefine every step of the journey, promising a future where buying a car is as easy as ordering a package online.

Embrace the change, and witness the evolution of auto retail unfold before your eyes.

Revolutionizing Auto Retail The Game Changing Partnership Between Amazon and Hyundai

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