Email 1
Subject Line: The zero dollar A/B test that saves you cash
Preview Text: Run this A/B test to avoid losing money�
Body Copy: Before you begin running any paid ads at all, there’s a split test that you should do.
It ensures that you don’t waste money on an ad that isn’t good enough to convert well.
To do this $0 A/B test, read your ad copy out aloud and measure it against the following criteria:
1. Audience: The specific group of people you want to reach with your sales copy. An example
is small business owners who want to grow their business to 7 figures.
2. Clear problem: The challenges the small business owners who want to grow their business
face regularly. It is what is keeping them from growing as much as they would like.
3. Company or service: This is the solution your audience is looking for. It is either you, your
business, or your product/service.
The grading scale is Yes, No, and Maybe. If your ad mentions none of the above three things, it
is a No. Do not run it. You’ll waste money if you do.
What if you measure your ad against this criteria and it scores a Maybe? That happens when
only one of the above criteria, for example the problem, is in the content of your ad.
In that case, you may choose to run it. The ad can work even though there’s nothing in it that
directly calls out the audience or explains what your company or service is all about.
What if your ad contains 2 out of the 3 things on the list? Then the ad is good and even more
likely to convert well.
An ad that contains all three of the things on the list is a winning ad. It will convert very well,
especially if you have gotten other things in your marketing right.
If your ad scores a 3 out of 3 — Congratulations! But there’s more involved in running your
online business right.
Talk soon.
Uche.
Email 2
Subject Line: How to manage remote teams for business success (Part 1)
Preview Text: Tips you can use right now
Body Copy: Remote working is one of the best things to happen to the business world. You
likely agree.
But how do you ensure that your remote team gets the job done and grows your business?
These tips will help:
☑️ Give them the resources they need.
This can include software, computers, headsets with microphones, tables, chairs, and so on.
Alternatively, you can make sure that they have these items before you onboard them.
☑️ Actively communicate regularly.
Good communication is important. It is what makes teams understand each other and work
together smoothly. It can also help to avoid misunderstandings and tensions.
☑️ Set clear tasks and expectations.
A fuzzy goal is a goal that no one can easily reach. It is easy to do something entirely different
when the goal or expectation is not clear, and that is the last thing you want in your business.
What other tips can help you manage your remote team? Especially in a way that will help your
business thrive?
Wait for the next email.
Talk soon.
Uche.
Email 3
Subject Line: How to manage remote teams for business success (Part 2)
Preview Text: Make your team thrive with these tips
Body Copy: I talked about some ways to manage your remote teams so as to ensure that
everything goes smoothly. As promised, here are some additional things to do:
☑️ Use a task-based approach
One of the best things about remote working is the flexibility it gives your staff. Don’t take that
away from them. Nobody wants a boss who is always looking over their shoulder, as it were, to
be sure that the work is going well. Instead, focus on tasks — the end results.
☑️ Do lots of sharing
Information that might be helpful to the team should be freely shared. Don’t wait until the last
minute to do so. There’s no room for hoarding information that someone might need.
☑️ Be available to help
From time to time, team members may need some help. Maybe they are new on the job or are
experiencing some challenges. If they know they can always get non-judgemental help, they will
be more likely to reach out. The work will go smoothly as a result.
☑️ Measure employee engagement
The more engaged your staff are, the more likely that they will be productive, valuable team
members. Regularly measure how engaged they are and look for ways to improve that
engagement.
Wishing you all the best!
Talk soon.
Uche.
Email 4
Subject Line: Sales Development Rep & Business Development Rep: Any Difference?
Preview Text: Hint: One is an outbound marketing specialist
Body Copy: Many business owners mistake a Sales Development Rep (SDR) for a Business
Development Rep (BDR).
Even though the exact job roles can be a bit confusing, knowing the difference will fetch you
more bang for your buck.
It will help you get actual professionals who know their true job roles and are more likely to be
skilled at it. This is the difference between the two:
Sales Development Reps (SDRs) are expected to handle inbound leads. They attend to all the
prospective customers who show some interest in your company, product, or service.
Their job is to dive deep into discovery of the leads that come in. They try to understand their
needs and expectations, including how hot/ready-to-buy the leads are. They do everything they
can to guide those leads towards hopping on a call with the team.
The job of a Business Development Rep is a little different. Instead of waiting for leads to come
their way, they take the initiative to search for leads through outbound prospecting. Their focus
is targeting people who may be interested in what is on offer. They also cold call people,
including old leads, and try to get them to book a call with the team.
Some level of specialization comes into play here. Use this knowledge the next time you want to
hire new remote team members.
Talking about hiring, have you booked a call to talk about this with us yet? You can do that here
- https://bit.ly/3Pe19Bo
Talk soon.
Uche.
Email 5
Subject Line: The 21 Rules For Managing Remote Teams (Part 1)
Preview Text: Rules every business owner should live by
Body Copy: Do you have any rules or principles you live by? Almost everyone does. In the
world of business, you can’t afford not to. Here are 21 rules you should follow when it comes to
managing remote teams:
1. Compensate for the things remote working doesn’t encourage.
It’s hard to do a lot of things when you’re working remotely. One of them is that casual chat by
the water dispenser, coffee maker, or lunch room. People get to talk freely and be themselves.
These are some of the things that your staff may desire.
2. Encourage casual in person interaction because that’s how the magic happens.
As a continuation of point 1, it is important to note that those casual interactions usually give
birth to great ideas. The fun, relaxed atmosphere reveals certain ideas and insights that can be
the answer to big problems, plus inspire marketing campaigns or business initiatives.
3. Teach all to be wary of information overload.
Information overload is a real problem. Our laptops, phones, and other devices send us work
emails, app notifications, and so on. All of this happens so many times in a single day. It can be
very distracting and can reduce productivity. Set times for reading emails and if possible, turn off
unnecessary notifications.
In the next email, we’ll discuss more rules for managing remote teams.
Talk soon.
Uche.
Email 6
Subject Line: The 21 Rules For Managing Remote Teams (Part 2)
Preview Text: Ignore them at your own risk
Body Copy: This is the second part of this email series. In it, we’ll explore more rules to live by
if you want to successfully manage remote teams. Let’s continue with the 4th rule.
4. Establish the different levels of communication and their hierarchy.
Video call: When you want to explain something to the team, perhaps make adjustments to
some work they have done, it is best to use video call. In fact, it should be the go-to medium of
communicating anything at all to your remote team. Video chat is number one in the hierarchy of
best ways to communicate.
Audio call: If for any reason it is impossible to use video chat to pass a message, use audio
chat. It is number two in the hierarchy of best ways to communicate.Think huddle on Slack,
WhatsApp voice calls, etc. They all fit the description.
Chat room: There are chat rooms on Slack, for example. Chat rooms are the third in the
hierarchy of best ways to communicate. When you can’t hop on a video call or audio call, you
can either go to a chat room or send a direct message to the person you want to talk to.
Email: Email is the very last in the hierarchy of best ways to communicate. Use it only as a last
resort when it is impossible to use the other three at the top. It is usually cold and formal. Which
is why it should be reserved for only official notifications.
In my next email, we’ll talk about the importance of audiovisual communication. We’ll also
continue with the fifth and other rules to live by if you want to successfully manage your remote
team.
Talk soon.
Uche.
Email 7
Subject Line: The 21 Rules For Managing Remote Teams (Part 3)
Preview Text: Do you know them?
Body Copy: This is part 3 of the 21 Rules For Managing Remote Teams Series. If you want to
maximize your ROI when it comes to your remote workers, you should pay attention. We’ll dive
into the 4th rule.
5. Use Audiovisual communication.
Audiovisual communication involves pictures and sound. It can be dynamic in the sense that the
emotions and body language of the sender changes. All of those changes are captured so that
the message has maximum impact.
When communicating with your remote teams, use tools like Screencast, Loom, and Vidyard;
especially if you want to show them text and pictures at the same time. With these tools you can
record your computer screen, voice, and facial expressions — all at the same time. It makes it
much easier for your team to understand what message you want to convey.
6. Subscribe to at least one video conferencing tool.
There are many video conferencing tools available right now. There’s Skype, Zoom, Google
Meet, Microsoft Teams, and many others. It’s important to subscribe to one or more of these
tools. When one fails, you can always switch to another.
Remote teams need to have a way to see and hear each other clearly. It makes collaboration
much smoother. Goals are easier to crush when that happens.
In my next email, we’ll talk about one thing you must have on your schedule if you want to be
successful at managing your remote team.
Talk soon.
Uche.
Email 8
Subject Line: The 21 Rules For Managing Remote Teams (Part 4)
Preview Text: You can’t afford to ignore them
Body Copy: In my last email, we said we’d talk about one thing you should always have on
your schedule in order to succeed at managing your remote team. It is your team meeting
schedule. That takes us to number 7 on the list.
7. Establish a meeting schedule.
To thrive as a business owner with a remote team, you need to fix weekly, monthly, quarterly,
and yearly meetings well in advance. Those meeting dates should be set in stone, as it were.
Almost nothing should make you miss them. It will help you have regular review and team
bonding sessions, despite the fact that you may all be scattered across the world.
8. Insist on effective collaboration.
Collaboration is the lifeblood of remote working. The distance pales into insignificance when
there’s effective collaboration in place. No egos or bossy attitudes are allowed. All should share
and work together. Google Docs and Google Sheets come in handy here. Everyone can work
on it and see what other team members have done in real time.
9. Use a project management tool.
Trello, Asana, Base Camp, ClickUp, and others come in handy. They are all good tools for
project management suitable for both big and small remote teams. They make it easy to assign
tasks, plus see what everyone is working on easily.
What is the place of systems in managing remote teams? We’ll discuss that in my next email.
Talk soon.
Uche.
Email 9
Subject Line: The 21 Rules For Managing Remote Teams (Part 5)
Preview Text: Learn and implement�
Body Copy: In this email, we’ll find out the place of systems in profitably managing remote
teams. This is part 4 of The 21 Rules For Managing Remote Teams series. Let’s get right into it
with point 10.
10. Develop and implement systems
If you run a small company, you may not realize how important systems are. But when your
company churns out 20 to 50 or more ad campaign materials or some other services per day,
you start to realize it.
Systems prevent you from making mistakes in production and service delivery. They help you
maintain a high standard — which is very important for client satisfaction. Making sure that
everything your company produces is run through a checklist is one way to do this.
11. Make work hours flexible
Remote work is best done when your staff have the freedom to work when they want. You can
still track their work hours if you want, but giving them some flexibility is a great idea. Remember
that you may have people working from halfway across the world. As long as deadlines are met
and weekly meetings are attended, all’s good.
12. Overlapping time zones
This should always be put into consideration when hiring. No matter which part of the world you
choose to hire remote workers from, there should be some time overlap during working hours so
that the team can have important meetings and team bonding sessions.
Since we’re on the subject of sessions, there’s one team session you also need to include in
your plan for managing remote staff. We’ll discuss it in my next email.
Talk soon.
Uche.
Email 10
Subject Line: The 21 Rules For Managing Remote Teams (Part 6)
Preview Text: Lead with these rules
Body Copy: This is part 6 of The 21 Rules For Managing Remote Teams series. In my last
email, I promised to talk about an important session with your team that needs to be part of your
plan. Let’s dive in.
13. Let staff give reviews of each other’s performance
This may sound a bit weird but it’s all about getting different viewpoints for the sake of clarity.
Use different parameters like helpfulness, passion, willingness to cooperate, quality of work,
plus all the standard stuff. Let coworkers on the same level rate each other. Let their managers
rate them. Also, let junior staff rate them. Do that until everyone rates each other.
14. Test new hires with short term work
Always test new hires with short term work before bringing them on full time. This is not to say
that the candidate does not have the required skills and experience. It is only a way of seeing
how they work with your team and whether they are a good fit for you. Of course, the short term
work should be fully paid for no matter what you decide.
15. Make your pay good enough
Remote workers tend to be highly skilled people. If you want to keep them, you should pay them
well. Of course, good pay is relative to your industry and your business revenue at the moment.
Find out what others are paying and make yours somewhere in the middle at least — that is if
you can’t make it top of the range.
But besides money, there are other things to consider if you want a high-performing remote
team. I’ll talk about them in my next email.
Talk soon.
Uche.
Email 11
Subject Line: The 21 Rules For Managing Remote Teams (Part 7)
Preview Text: Heed them and thrive
Body Copy: The concept of rules may not sound pleasant to you but when you remember that
it’s all for the benefit of your business, you feel reassured. As promised in my last email, let’s
hop on to other things you need to nurture a high-performing remote team.
16. Hire people who fit the remote work profile
Remote workers need certain skills to be effective. Some of them are introvertedness, attention
to detail, ability to think independently, ability to take action alone, etc. They also need to be
comfortable working alone. Get employees who fit this profile.
17. Meet in person at least once a year.
The importance of holding a team meeting at least once a year cannot be underestimated. It
brings the entire team together and gives them a chance to relax and bond. Staff can get to
know each other’s background, personality, and hobbies better in a casual setting.
18. Give monthly, quarterly, or yearly performance bonuses.
The good thing about bonuses is that it encourages employees to work harder to meet and
exceed company goals. They put in their best and employ all their creative abilities to do so.
This benefits both them and the company.
This takes us to the last email in the The 21 Rules For Managing Remote Teams series. Look
out for it.
Talk soon.
Uche.
Email 12
Subject Line: The 21 Rules For Managing Remote Teams (Part 8)
Preview Text: Let them guide you
Body Copy: This the last email in The 21 Rules For Managing Remote Teams series. We’re
going to talk about 3 more rules for managing remote teams.
19. Make promotions regular.
Your remote team doesn’t want to be stagnant in their career. They want to grow into other
positions and take on more responsibilities. Of course, they also want more pay. Give them
these things and they’ll be a happy motivated team.
20. Reduce or eliminate office politics.
Excessive office politics is the number one killer of employee morale. It can make engaged,
motivated staff become distant and lose all motivation to work diligently. Put policies and
practices in place to prevent this as much as possible.
21. Develop a big relatable vision that unites everyone.
Big ideas are attractive. They can unite people from different backgrounds and beliefs. When
your company vision is tied to a good big idea, it is easy to get employees to believe in it. The
result will be staff who can relate with the company vision and are happy to work towards it.
There you go — those are The 21 Rules For Managing Remote Teams. I hope you got more
than a few tips from it that you can use right away.
Talk soon.
Uche.
Email 13
Subject Line: How to scale your marketing agency to 7 figures
Preview Text: Must-have tips
Body Copy: If you own a marketing agency and you want to scale it to 7 figures, this is for you.
I’ll share some tips you can use to do that. Ready? Let’s go.
☑️ Focus on a great process
A great internal process will help you reach your goals. It will determine what you do, how you
do it, and when you do it. Get your employees to follow that process. You will have a firm
foundation on which to build a 7 figure business if you do.
☑️ Document the processes
As you implement the process, you may discover that it has some weaknesses. Those flaws will
be evident in the way your company functions. It is your responsibility to make adjustments to it
and document those adjustments. That way, you’ll be able to easily implement those changes to
the process.
☑️ Niche down
Niching down is an important part of growing a 7 figure business. You get to focus on that
industry and zero in on improving your process for servicing that specific industry. This also
gives you a chance to improve on the skills needed. When you work with clients in only one
industry for a while, you get better at it, and even get better results over time. That in turn gives
you the leverage to charge higher prices which increases your revenue.
In my next email, we’ll talk more about how to charge more without scaring away your clients.
Talk soon.
Uche.
Email 14
Subject Line: How to scale your marketing agency to 7 figures (Cont’d)
Preview Text: Learn and grow
Body Copy: My last email was about how you can implement processes, document those
processes, and niche down in order to grow a 7 figure marketing agency. Let’s talk about two
simple things you can do to get your agency to 7 figures.
☑️ Increase prices
This is as simple as it gets. If you used to charge $2,000 for a service, charge $3,000 or more
instead. It also allows you to get more staff or those with better skills to service those clients.
The trick is knowing how to increase your prices without losing your clients.
Do this: Offer an upgraded version of your service with more features. This is one way to charge
more. Tell them what increase in leads and sales will come as a result. You can also tell them
the business growth in numbers they can expect to have as a result. Another way to go about it
is to create a new product or service and introduce it to them. Talk about how much better
things will be for them if they use it. Charge a higher price for that product or service.
☑️ Hire great people
Another simple and often underrated thing is the quality of people you hire. When you employ
people who have the right skills and experience, your clients get better quality work. Start with
your hiring process — make it a good one. That way, you have a higher chance of employing
people who can actually solve your business problems and meet your needs.
One way to be sure you get great quality people who can deliver on the job is to contact one of
our recruitment consultants. Book a call here - https://bit.ly/3Pe19Bo
Talk soon.
Uche.
Email 15
Subject Line: Why your lead generation isn’t working as well as it should
Preview Text: Here’s what you’re doing wrong
Body Copy: If you’ve been trying to get more leads for your Saas company or marketing
agency and haven’t had a lot of success, this one’s for you. There are at least three things
you’re doing wrong.
1. You’re not providing good leadership
It’s true that lead generation is best left to the specialists — those with the skills in this exact
form of marketing. Still, if you’re not leading that effort, you’re setting yourself up for failure as a
business owner. Your voice and beliefs determine the tone of the messaging and power of the
offer presented to prospective clients. Share this with the lead generation team and let them do
their job. Don’t try to micromanage them.
2. You’re not using a system that is easy to replicate
The best systems are not only easy to use but also easy to replicate. If your team members find
your lead generation system hard to understand or use, it’s not good enough. If you can’t
replicate it and use it to scale your business, it is also a sign that it isn’t the right system for your
team. Work on creating a better and simpler system.
3. Your copywriting is not good enough
Some business leaders believe the sales messages on their website, ads, and emails should
please them. That is far from the truth. Your copywriters are skilled at writing messages that
appeal to your target audience, not you. When you micromanage them, they tend to focus more
on pleasing you than reaching the hearts and wallets of your ideal customers. Not skipping the
research stage (which makes up the greater part of the work) and doing plenty of split tests can
help copywriters improve conversion rates.
Work on these three points and you’ll see a lot of improvement in your lead generation and
growth. Talking about growth, there’s one thing that is easy to ignore but might be killing your
business right now. I’ll tell you all about it in my next email.
Talk soon.
Uche.
Email 16
Subject Line: How Zoom fatigue might be killing your business
Preview Text: Are you seeing these signs?
Body Copy: Since the start of the pandemic, we’ve been attending one Zoom meeting after
another. Is Zoom fatigue turning off your prospective clients? Use the list below to find out.
Remember, if it affects you there’s a good chance it also affects other business owners — your
clients.
� You feel a little panic inside you when someone requests a zoom meeting
Despite attending so many Zoom meetings, do you suddenly feel nervous when someone asks
you to meet with them on Zoom? Maybe you start thinking about what you’ll wear or how you’ll
look on camera. Your clients and prospective clients may feel the same way. This could be
making them less likely to meet with you.
� You choose Zoom for things that can be discussed over the phone
Many people today seem to be addicted to using Zoom. But wait a second, there’s still the good
old cell phone. Think about whether it’s necessary to meet on Zoom or just have a phone call
instead, especially if you only need to talk to one or two people.
� You feel everyone’s always looking at you and you have to look at them too
The problem with using Zoom is that you feel everyone’s always staring at you while in a
meeting and you feel the pressure of having to stare at them too. That leaves everyone in the
meeting in a constantly tense, self-conscious state of mind. Not many clients like to be in that
state.
To beat the fatigue, try these:
Don’t feel that you always have to log into Zoom to hold a meeting
There are always many options. There’s Slack where you can do a huddle (voice call) or just
chat via text. Other options like WhatsApp voice calls and cell phone calls are also great.
Let people choose between Zoom and voice calls
People love to be given some options. Dignify them with that. Ask whether they would prefer a
voice call or a Zoom video call. There’s a good chance that they’ll choose the voice call.
Apps are meant to help you grow your business and not run it. If you use them wisely, you make
it more likely that you’ll achieve the growth you want.
Talk soon.
Uche.
Email 17
Subject Line: How to stop working yourself to the bone
Preview Text: These tips can help�
Body Copy: Running a marketing agency or a Saas company is not an easy job. There’s
operations, marketing, sales, and client fulfillment to be done.
As the one in charge, you may want to be everywhere doing everything, especially in the early
stages of your company’s growth. Here are some things you can do to stop working yourself to
the bone.
(i) Automate as much as possible
Things like your marketing, data reporting, customer support, invoice processing and more, can
and should be automated. You’ll save yourself a lot of man-hours and money if you do so. Look
at your processes and take note of repetitive tasks. They are easy to automate — freeing up
time for you to focus on other critical tasks.
(ii) Don’t become indispensable
A lot of employees dream about being indispensable at work. It makes it possible for them to
command a higher income. But if you’re a business owner, you don’t want to be indispensable
in the eyes of your team. It can prevent the growth of your company and its team members.
Instead, you want your team to function smoothly and grow without you. When your team
grows, your company grows.
(iii) Establish authority in your industry
One way to establish authority is to publish a book that deals with a big problem in your niche. It
places you as one of the people worth listening to in your industry. You’ll get extra leads as a
result of this.
Another way to do this is to offer your product or service for free to a big widely-known business
in exchange for a testimonial. Big brands will feel safe working with you when they see that
another big company has worked with you.
Growing a business takes time but using these tips will make it happen faster. In my next email,
I’ll explain 5 myths that are preventing you from getting the level of growth you desire.
Talk soon.
Uche.
Email 18
Subject Line: 5 myths that are keeping you from reaching your agency goals
Preview Text: You probably believe some of them
Body Copy: The marketing agency business is full of difficulties. In the midst of that, you have
revenue goals to reach, among other things. Not many people know that there are certain myths
holding them back and keeping them from reaching their goals. I will talk about 5 of those
myths.
Myth 1: Niching down will cause you to not have enough clients
This one is easy to believe but still harmful to your growth. You get a certain number of leads as
an agency owner, and you feel that if you offer fewer services to a specific industry you’ll have
little or no clients. The reverse is true. Yes, you might have fewer clients at the beginning, but
they’ll be better paying and higher quality clients. In no time, you’ll have a lot of clients to work
with.
Myth 2: You’re not a good business person
This is self-doubt. It happens to the best of us. It’s important to remember what you have
accomplished so far. Think of how you started your business and what you’ve achieved since
the beginning. That’ll help boost your confidence and inspire you to do more. Remember that if
you weren’t a good business person, your business wouldn’t have lasted this long.
Myth 3: You need to offer every service to be successful
This myth is connected to the first one about niching down. The truth is that you don’t need to
have a huge overworked team offering every service imaginable to every business out there to
be successful. In fact, you’re more likely to be unsuccessful if you try to do that, especially when
you’re just starting out.
In my next email, I’ll explain the other 2 myths that might be holding you back from reaching the
success you desire.
Talk soon.
Uche.
Email 19
Subject Line: 5 myths that are keeping you from reaching your agency goals (Cont’d)
Preview Text: Don’t believe any of them
Body Copy: My previous email talked about some myths that hold business owners like you
back and prevent them from meeting and exceeding their goals. Right now we’re going to look
at 2 more myths. Let’s get right to it.
Myth 4: If you raise your prices you will lose clients and get no new leads
This is one myth a lot of people believe. They think that all their clients will run away and no new
ones will come their way (rhyme intended) if they raise their prices. The truth is that increasing
your prices is one way to get bigger, better quality clients. Current clients who appreciate the
value of the amazing results you’re getting them will stay. Those who don’t will leave and make
room for better ones.
Smart business owners don’t worry too much about prices. They know that value and ROI are
far more important. These things are what separate the small players from the big ones all over
the world.
Myth 5: You need to be at every client meeting to grow your business
Those who believe this myth think that their clients love them so much that they want them to be
at every meeting and on every project. But this is far from an act of love. It only shows that you
have either not trained your team members sufficiently or you have not given them room to take
on heavy responsibilities. Neither of these is good for your business and for your personal
freedom.
Which of these myths have you ever believed to be true? Do you have any other myths to add?
Hit me up and let me know!
Talk soon.
Uche.
Email 20
Subject Line: 6 Strategies For Growing Your Agency Quickly
Preview Text: The little things that matter the most
Body Copy: While growing your marketing agency is a long game, there are some things you
can start doing right now to grow your business quickly. I’ll talk about 3 of them now and the rest
in my next email.
� Do The Unscalable
As the number of your clients goes up, you tend to get a little too busy to do basic things like
meeting in-person, following up on leads, and letting your clients and leads enjoy personal
interaction with you.
These often overlooked things are important. They can make you get talked about in certain
circles as a great, humble person who is easy to work with.
They also enhance your reputation and even get you more clients. Not too many people want to
work with a distant, cold business owner. Nice to remember that.
� Give them what they want
Sometimes, prospective clients approach you and try to get you to offer them a service you
don’t really want to. It might be a good idea to go along with it and give them that service, if you
can. Later, you can sell them on your main services. This can be a good way to get them to
experience your brand and what you have to offer. It will be easier to get them to subscribe to
your main services at that point.
� The 80/20 Rule
This rule, also known as the Pareto Principle, states that 20% of your efforts will result in 80% of
your results. By extension, 20% of the things you do in your business will account for 80% of
your revenue. If you offer many products or services, 80% of them will be responsible for 20% of
your income. The lesson is simple. Find what really moves the needle in your business and zero
in on that.
Have you seen the 80/20 rule at work in your business? Shoot me a reply if you have.
Talk soon.
Uche.
Email 21
Subject Line: 6 Strategies For Growing Your Agency Quickly (Cont’d)
Preview Text: Smart people will save this email�
Body Copy: This email is a follow-up to my last one about strategies for growing your
marketing agency quickly. We’ve already talked about 3 of them, let’s get right into the
remaining 3.
� Play within your zone of strength
Your zone of strength is all about those jobs you do best because you’re really good at them. It
can be marketing, client fulfillment, or anything else. Do more of those tasks you totally crush
and watch your business really take off. Feel free to delegate other tasks you’re not that good
at.
� Niche down
If you’ve ever heard that there’s money in niching down, you heard correctly. As a small
business owner, if you want to play in the big leagues, you just can’t be a one-stop shop for all
that clients want. You won’t even gain respect or recognition that way because it’s extremely
hard to do great work when you’re doing every kind of work. Niche down to a particular industry
or a few industries, a type of service, or both.
� Be ready to outspend the competition
Let’s say your competitors are spending $10,000 a month on Facebook, Google Search ads,
and so on. It’s your responsibility to spend more if you want to be ahead of them. Over time this
adds up to a lot and you’ll likely end up being miles ahead of the competition. That’s a sign that
you’re doing well.
I’m guessing you want to continue doing well in the weeks, months, and years to come. Stay
with me and I’ll hook you up with the best tips and tricks you need to do so.
Talk soon.
Uche.
Email 22
Subject Line: 7 Hacks to Turbocharge Your Marketing (Part 1)
Preview Text: Are you ready?
Body Copy: Whether you run a Saas company or a marketing agency, you want growth.
Marketing is a key way to get it.
I really wish you all the growth and success you wish for yourself. This is why I’ll be sharing 7
hacks you can use to turbocharge your marketing.
1. Harness the power of more
A lot of people complain about not getting enough traction on their social media videos, posts,
and blog articles. But one thing they don’t understand is the power of more.
In the marketing game, you need to do a lot before you can expect to start seeing the results
you want. In other words, you must do the Minimum Effective Dose of marketing to begin. That
means a lot of content and advertising for starters.
After some time, you hit the Sweet Spot where you get a ton of leads, sales, referrals, etc —
everyone wants to be here. But to get here you must invest a lot of time, effort, and money. The
investment is usually worth it many, many times over. This is where you find companies that do
hundreds of millions to billions of dollars a year in profit.
The next stage is called Diminishing Returns. At this point, you’ve done all you possibly can.
You’ve run Google ads, Social Media ads, distributed a lot of content, etc. Your revenue begins
to decline. Remember, this exciting journey started with just doing more marketing.
2. Marketing rule of 7
Simply put, the rule is that for you to make a sale of your product or service, your target
audience must have contact with you at 7 touch points. For example, they may see your ad
online, read a blog post about what you’re offering, watch a podcast that you host, read a free
checklist you wrote, and so on.
At all those touch points, they’re getting more convinced that you can and will solve their
problem. The product or service you’re offering becomes much more irresistible and they end
up buying it. This rule of 7 forces you to do more marketing as mentioned earlier and ensures
that you get results. For higher-priced items, you can expect to reach your audience at 7 to 14
touch points.
Want more? No worries. I promised and I’ll deliver. My next email will talk about some more
hacks you can use to fire up your marketing.
Talk soon.
Uche.
Email 23
Subject Line: 7 Hacks to Turbocharge Your Marketing (Part 2)
Preview Text: Never forget them
Body Copy: As promised, this email will talk about some more hacks you can use to
turbocharge your marketing. Check your email folders if you missed Part 1. The third hack I
want to share with you is…
3. The exposure effect
Closely related to the Rule of 7 in my last email, the exposure effect is all about the role that
exposure plays in marketing. People have to see you show up on different platforms over time
before they buy from you. They must be exposed to your products and the benefits of what
you’re offering them.
You can’t be doing the barest minimum when it comes to marketing and expect to get any
significant number of sales. It just doesn’t work that way. The more you expose your audience
to your content the more likely you are to crush those sales goals. This takes us to the 4th hack.
4. Don’t go broad go deep
Don’t make the mistake of trying to reach everyone with your marketing. It won’t bring you the
sales you want. You’ll probably get little or no sales if you do that. One reason is that your
message will be too weak because it appeals to no specific customer. Your marketing content
will not address the unique problems of any particular type of customer.
Never be afraid to focus on a specific type of customer and the problems they have. When you
do focus on them, you give them the feeling of being understood. People like being understood.
Which is why this one hack will fetch you a boatload of money.
In my next email, I’ll talk about the rest of the hacks you can use to turbocharge your marketing.
Talk soon.
Uche.
Email 24
Subject Line: 7 Hacks to Turbocharge Your Marketing (Part 3)
Preview Text: Ready. Set. Go.
Body Copy: This is the last email in the 7 Hacks to Turbocharge Your Marketing series. I’ll
make it as quick and sweet as I can. Ready?
5. Create an ideal customer avatar
An ideal customer avatar is a clear description of the core customers you want to reach. Their
age, location, income, political beliefs, religious beliefs, plus their problems, hopes, and dreams
especially as it relates to your product or service. This helps you craft the perfect, most
persuasive messages that will get them to buy.
6. Miracles and misery
This point digs deep into what your ideal customer avatar should contain. Miracles are the
biggest dreams of your ideal customers. What can you do for them that would make life like a
dream come true? That is what they really want.
They would pay almost anything they can to live that dream. Fit your product or service into that
picture and you have a great marketing campaign all lined up.
Of course, misery refers to things that keep them up at night and make life a living hell for them.
You can also present your product or service as the way out of that living hell.
7. Benefits vs features
The characteristics of your product or service are its features. The benefits of those features are
really what your potential customers are interested in. They want to know how it can take them
from their misery to the life of their dreams. Never mistake a benefit for a feature or vice versa.
Your marketing message will be far more powerful if you put both of them into consideration.
There you go. Those are the 7 hacks you can use to turbocharge your marketing right away.
Use them wisely.
To your success!
Uche.
Email 25
Subject Line: Hot Social Media Marketing Tips for 2022 and Beyond
Preview Text: Viral content is not the answer
Body Copy: Who doesn’t want to get current marketing tips. I know I do. Which is why I love to
share the ones I’ve learnt.
You see, while many people are looking for the best way to create viral content on social media,
the one thing I’ve learnt is to always stick to best marketing practices.
☑️Sticking to marketing principles is key. First of all focus on your audience, use what you know
about them to craft your message, and go to the media platform where they can be easily found
in their numbers.
❌Don’t start by worrying about the message or media platform. That’ll be a big mistake.
☑️Use video content. It is proving to be the best format for social. It is more engaging and
memorable. Think about creating short Facebook and Instagram stories that use storytelling to
promote your products and services.
About Facebook — generally, people 35 years of age and above are more likely to be active on
the platform. It is a little old school so younger people are not very active on it.
Instead, those below 35 years of age prefer to spend most of their time on Instagram. Even
younger ones are on Tiktok.
☑️Young women are the largest group of people you will find on Pinterest. If you want to get their
attention with your marketing, create content on Pinterest.
☑️Use Twitter for tech, news, or software-related content. If you run a Saas company or work
with companies in the Saas niche, remember this.
☑️If you want to reach a wide group of audiences in different categories, use YouTube. People
of all demographics are on YouTube. But remember to stick to the marketing principles I
mentioned at the beginning while you’re at it.
Talking about marketing principles, did you know that there are certain psychological marketing
triggers you can use to sell more and grow your agency or Saas company? I’ll tell you all about
them in my next email.
Talk soon.
Uche.
Email 26
Subject Line: Some Psychological Triggers That Will Help You Sell More
Preview Text: Use them to beat your competition
Body Copy: The mind is the most powerful tool in the human body. Marketers just love to use
that power to their advantage.
I’ll share with you the ways some of the virtual assistants I work with use psychological triggers
to do successful marketing. You can use them for your company’s marketing too.
1. The Halo Effect - This psychological trigger simply means that first impressions set the tone
for a great client relationship. Good first impressions can also make your customers think well of
you even when you mess things up later. So carefully plan your initial customer interactions —make them pleasant and helpful.
2. The Serial Position Effect - What this means is that the first and last things in your message
are the most memorable and make the most impact. This is why you should pick your strongest
messages in the first and last position if you want your audience to take action. Those
messages might be in a video, podcast, or email format.
3. The Recency Effect - Someone did say that “out of sight is out of mind.” This is so true in the
content space. We give more importance to the most recent thing we’ve seen or heard. It
doesn’t matter whether it’s an ad or short video or blog post. We are much more likely to think
about and take action on something we recently saw or heard. The lesson? Stay at the forefront
of the mind of your audience by regularly sharing content.
Want more psychological triggers you can use to take your marketing up a notch? Stick with
me.
Talk soon.
Uche.
Email 27
Subject Line: Psychological Triggers That Will Help You Sell More (Cont’d)
Preview Text: 7 Figure Growth Marketing Tips
Body Copy: In my last email, I talked about 3 psychological triggers that can help you connect
better with your audiences and sell more. Let’s talk about some more of them now.
4. The Exposure Effect
The more you see an ad or hear friends and strangers talk about a company or product, the
more likely you are to think about and buy the product. It’s just human nature. It means that with
more exposure to content related to your business, service, or product, you have a far better
chance of staying in the mind of your audience and making more sales. As you already know,
that’s the whole point of starting a business in the first place!
5. FOMO
People hate losing. They want to win at life, in business, and in their careers. They hate it when
others are getting ahead in life while they’re stuck somewhere they shouldn’t be. When we see
others getting a big opportunity, we want to join them and not miss out. It’s also called the Fear
of Missing Out (FOMO).
To take advantage of this psychological trigger and sell more, put deadlines, real countdown
timers, or list the number of slots you have left — in the case of a service.
6. The Compromise Effect
When you give people options, they tend to become a little confused. The Compromise Effect is
a way to get them out of that dilemma and make them choose what you want them to choose.
Here’s how to do it: When putting up a product or service for sale, put the mid-priced one in the
middle, then put a lower-priced option, and a higher-priced one. You can even put a “most
popular” tag on the mid-priced one.
Bargain hunters will go for the mid-priced one, and people who think a higher price equals more
value will go for the costlier one. This way, you help your audience escape their dilemmas and
you sell more —- everyone wins!
In my next email, we’ll talk about the concept of Anchoring and how it can help you sell more,
plus 2 other emotional triggers you can take advantage of.
Talk soon.
Uche.
Email 28
Subject Line: Psychological Triggers That Will Help You Sell More (Cont’d)
Preview Text: Gain an unfair advantage with these
Body Copy: Hey,
So I promised to talk about the concept of Anchoring plus how it can help you do grow your
business. All of these tips I’m sharing are gotten from years of working in the online space with
virtual assistants. Let’s get right into it.
7. Anchoring
Anchoring has to do with giving people a frame of reference or “anchor” when it comes to
pricing. The first price your audience sees becomes that anchor. Any other lower prices on your
website or sales page become more inviting — like a great, must-have deal. This is why the first
price they see on your sales page should be way higher than the other price.
8. Choice Overload
This happens when you give potential customers too many choices. They become paralyzed
with the fear that they will make the wrong choice. They don’t even know what will be a good
choice for starters. What happens in the end? No sale! To avoid this, don’t give them more than
2 or 3 choices taken from what you know about them.
9. Framing
Framing is positioning your offer in a way that makes it most attractive to your audience. It has
to do with being emotionally intelligent and looking at this things from a positive perspective.
For example, if a doctor tells a cancer patient that they have a 20% chance of recovery and
another doctor tells them that they have an 80% chance of dying, which one do you think will
make the patient happy and hopeful? You guessed right. The first one.
Frame your marketing messages with plenty of emotional intelligence and empathy and you’ll
sell more. Want more golden nuggets? Stick with me.
Talk soon.
Uche.
Email 29
Subject Line: Psychological Triggers That Will Help You Sell More (Cont’d)
Preview Text: Don’t sleep on this
Body Copy: We're still on the subject of psychological triggers that take your marketing to the
next level. The next trigger is the IKEA Effect.
10. The IKEA Effect
This takes place when your audience is somehow involved in the creation of your product or
service. It is drawn from the fact that people who buy furniture from the Swedish company,
IKEA, have to assemble it before they can use it.
When you get your audience involved in the creation process, they place more value on the end
product. You can do this by asking for comments and feedback on various platforms. The key is
getting them engaged and making them feel like a part of everything.
11. The Pygmalion Effect
The basis of this psychological trigger is the fact that your expectations of others can influence
their behavior. In other words, when you think your clients or prospective clients are smart,
respectful, and want to buy from you, you’ll treat them that way. This, in turn, will influence their
behavior and make them what you think they are.
You become very much like a prophet as your thoughts become a reality. In the end, you’re
happy and your clients are happy because they were treated well.
12. Confirmation Bias
Confirmation Bias is the tendency of people to interpret what they see and hear in a way that
confirms their already existing beliefs. It doesn’t even matter that the overall tone of a piece of
content is neutral. People will look for ways to interpret that content as a confirmation of their
beliefs and thoughts on any subject matter.
When you use this knowledge to create content that resonates with people, you’ll connect
strongly with them and gain their trust.
I’ll talk about the last 3 psychological triggers you can use in your marketing in my next email.
Uche.
Email 30
Subject Line: Psychological Triggers That Will Help You Sell More (Cont’d)
Preview Text: Let them guide you
Body Copy: The last 3 psychological triggers you can take advantage of are the Peltzman
Effect, Bandwagon Effect, and Blind Spot Bias. Let me break it down for you.
13. The Peltzman Effect
This theory is that people are likely to take more risks when they feel protected. Cars are made
with seat belts. But did you know that race cars have a different and safer type of seat belt
called a harness? They really do. The aim is to make the drivers feel safer and more
comfortable while racing. That’s one example of this effect.
In your marketing messages, try to make use of guarantees and testimonials to make prospects
feel that it’s safe to trust you and buy from you. In case you didn’t know, testimonials can really
motivate a potential customer to make that purchase. This brings us naturally to the Bandwagon
Effect.
14. The Bandwagon Effect
Testimonials are basically evidence that others, who are like your target audience, have used
your product or service and gotten the results you promised.
The more testimonials of people who are in the same industry or have the same company size
as your ideal target audience, the better. That way, the bandwagon effect comes into play, and
your ideal target audience just jumps on the bandwagon and buys from you. But watch out for
the blindspot.
15. Blind Spot Bias
The Blind Spot Bias occurs when people clearly see the biases of others but are unaware of
their own biases. It is easy to study others and what makes them tick but very difficult to do the
same for ourselves.
This means that you CAN easily be affected by all the psychological and emotional triggers I
have listed without realizing it. If you can, then your audience can too. So go out there and start
using them to take your marketing to the next level.
To your success!
Uche.
Email 31
Subject Line: The dos and don’ts of hiring a virtual assistant (Part 1)
Preview Text: What to do and what to avoid
Body Copy: As you already know, my business is to link you with the right VAs (virtual
assistants). Ones that will take your marketing agency or Saas company to the next level. One
of the many things I’d love to share with you includes these dos and don’ts of hiring a VA:
❌Don’t just pick a VA from any country. Think about the cost, time zone, and other factors.
☑️Do pick a country or region, as the case may be. Use your budget to determine whether you
want to hire from the Philippines, Africa, and so on.
☑️Do be prepared for the onboarding process before you hire a VA (virtual assistant). It makes
for a smoother and more successful start.
❌Don’t hire them and start to think about how to onboard them. Software, processes, and so on
will need some getting used to. This may take some days or weeks.
☑️Do set clear expectations and boundaries. Remember: You’re hiring people from another
continent. They may have beliefs, expectations, and cultural values that are unlike yours.
❌Don’t assume that because a VA has years of experience and great skills they have the same
thoughts as you regarding boundaries and expectations.
☑️Do have an idea of the hourly rates for the country you’re hiring from. There are a lot of VAs in
different countries and across continents. They also have vastly different hourly rates.
❌Don’t start the hiring process without learning about the average rate in the countries you
want to hire from. It prevents you from either overpaying or underpaying.
If you want to get the most out of your next set of VAs, don’t forget to apply all this advice. But
don’t get me wrong — there’s more.
Talk soon.
Uche.
Email 32
Subject Line: The dos and don’ts of hiring a virtual assistant (Part 2)
Preview Text: Rules to guide you
Body Copy: I promised to share some more hiring dos and don’ts with you. Let’s get right to it.
Here it goes:
☑️Do be specific about what you’re looking for in a VA. They have different skill sets and may be
unable to do certain things that you want to be done. You can’t have a jack-of-all-trades who will
actually be good at everything.
❌Don’t think that for instance, a copywriter must have SEO writing skills. Copywriters may also
have SEO skills but that is usually not their forte. You will also find that a number of them don’t
do any SEO at all. Spare yourself the heartache of suddenly finding out this in the middle of a
task.
❌Don’t get your heart set on one person too quickly. There’s a variety of talent out there.
Interview or at least screen a decent amount of them before deciding on one person. When you
do so, you avoid losing talents that can really make a difference in your business.
❌Don’t start an interview without learning a bit about the language, culture, and background of
the candidate. It shows that you care about them and respect them.
Remember: As you’re interviewing the candidate, they are also interviewing you. They look out
for red flags as well as signs that you’re a great person to work with.
❌Don’t be oblivious to the holidays of the candidate. Some of them take those holidays
seriously. They may expect you to respect that.
When you take those holidays into consideration, especially after hiring them, you prove that
you’re a decent employer. That means more great testimonials and social proof for you — all of
which will boost your brand.
In my next email. I’ll talk about the kind of emotions you should bring into the relationship
between you and your VA.
Talk soon.
Uche.
Email 33
Subject Line: The dos and don’ts of hiring a virtual assistant (Part 3)
Preview Text: Ready to get a winning team?
Body Copy: To keep my word about the “emotions conversation”. Here’s something you need
to know about your feelings and hiring a VA:
❌Don’t get mad when your VA doesn’t get you right away. We all have different backgrounds
and misunderstandings are bound to occur as a result. Your VA may misinterpret what you said
at some point.
Never get mad when this happens. Instead, learn from it the art of communicating effectively.
Embrace mistakes and lead your team with all the grace and empathy they need.
❌Don’t assume your VA has understood what was said at a meeting. Whether it’s a client
meeting or an in-house meeting, discuss what was shared after the meeting ends.
It’s best to get your VA to take notes and share them with you later, if possible. The notes will
also be the basis for creating action points.
❌Don’t be bossy when it comes to your interactions with your VA. When they see you as a
demanding boss they’ll be on the edge. It gives them that feeling that you’re always looking over
their shoulder.
☑️Do create a relaxed work culture that is focused on results with some room for flexibility. Show
that you care about your VA and they’ll care about you and your business too.
If you’re ready to put together a winning team that drives growth for you, book a free
consultation here - https://bit.ly/3Pe19Bo
Talk soon.
Uche.
Email 34
Subject Line: 3 Of The Biggest Mistakes People Make When Hiring a VA
Preview Text: Don’t make them
Body Copy: A lot of business owners make mistakes when hiring a VA (virtual assistant). I
don’t want you to make those same mistakes. That’s why this email will focus on 3 of the
biggest mistakes people make when hiring a VA. Here they are:
Not having an SOP before hiring a VA.
Not having a Standard Operating Procedure is one big mistake. It leaves you without any
knowledge of what you can get your VA to start doing right away. A lot of time is spent on letting
them figure it out on their own.
When there’s no SOP in place, you might expect something from your VA but they end up doing
something completely different. Of course, the story ends in frustration and a huge waste of
time. On to number 2.
Focusing on only hard skills.
Hard skills are things like web design skills, computer programming skills, and social media
marketing skills. Don’t get me wrong, hard skills are great. They are what you need to get your
business running. But to make it run smoothly, you need to care about soft skills too.
Soft skills are things like problem-solving, communication, critical thinking, and time
management. What happens when you hire a VA who can’t manage their time properly or
doesn’t communicate well? You quickly get overwhelmed with work. So as you check for hard
skills, give equal thought to soft skills. Let’s go to the next one.
Not working with a Virtual Assistant hiring agency.
You can go to a freelancer platform and hire a bunch of VAs to help you out. It may seem like a
quick and easy option. But that choice comes with no guarantees.
You can spend a lot of time doing that and end up starting the hiring process all over when it
doesn’t work out. What happens to your business in the meantime? You guessed right — it
takes a hit.
It’s always a good idea to use a staffing agency that links you with VAs and gives you a
guarantee. Want to learn more about that option? Let’s talk here - https://bit.ly/3Pe19Bo
Uche.
Email 35
Subject Line: What I’ve learned from years of hiring virtual assistants
Preview Text: This is the best way to hire
Body Copy: After years of hiring VAs (virtual assistants) for myself and my clients, I’ve learned
a lot of things. Want to grab some of those lessons? Sit tight.
1. Be sure you’re ready to hire a VA. It takes time to onboard a new VA. Even if you have a
prerecorded guide, there will likely be questions to answer and feedback to gather. You need to
be ready for all this.
That means you can’t wait until you’re totally swamped with work before you start looking for a
VA. Some foresight and planning are what you need. Be ready to walk them through things, and
expect it to take about 3 months for them to settle down and begin working at a normal pace.
Let’s take the second one.
2. Anticipate and list challenges they will experience while handling tasks. You’ve been
working in your business for a while. You encountered challenges and setbacks. A new VA
likely won’t know those challenges that are unique to your business. This is why you should
anticipate those challenges and have a document, or a video, explaining how to scale those
hurdles.
When you do so, your new hire won’t need to reach out to you for help when they face those
problems. This will save you a lot of valuable time. Additionally, if you value your precious time,
you’ll stay away from unvetted VAs.
3. Stay away from unvetted VAs. In many cases, these types of VAs can steal your
information or that of your clients. Imagine how much trouble that can cause you and your
clients. Sometimes, they also become your competition after learning the ins and outs of your
business.
Remember: Your VAs probably live in another country and continent. To feel safe and actually
BE safe, you need to hire only vetted VAs.
This is one of the reasons I set up Staffaro — to take care of your safety and security concerns.
All our VAs are vetted and trustworthy. Plus you can rest assured that they are highly skilled.
You can sign up for a vetted VA here - https://staffaro.com/pricing/
Talk soon.
Uche.
Email 36
Subject Line: How to manage cross-cultural remote teams
Preview Text: The rules for success
Body Copy: Virtual assistants or remote workers have one characteristic among others — they
can be from different countries and cultures. This can cause problems. Here’s how to avoid
them.
� Overcommunicate
To avoid misunderstandings and the frustration that comes as a result, encourage
overcommunication within your team. Check in with them often to be sure you’re all on the same
page.
Let everyone ask a lot of questions and never be afraid to say they don’t understand anything.
The work is the reason you’ve all come together, so give it your best shot. But as you do that,
remember to take breaks. This brings us to the next point.
� Beware of burnout
Hard work is great but overworking for long stretches of time will lead to burnout. To avoid this,
take regular breaks and vacations. Make this a requirement for your team members so no one
uses working for years, without taking a vacation, as a way to show their devotion to the
company. Trust me, you don’t want that kind of competition on your hands. Let’s talk about
respect.
� Respect time zone differences
VA or remote workers come from different locations and time zones. Take note of what time it is
in their part of the world before you send that Slack message or make that call. You want a
motivated team on your hands, not an overworked and disrespected one. Carefully pick meeting
times after consulting as many people as possible.
When working with virtual assistants or remote workers, you need to apply these rules if you
want to get the most out of them.
To your success!
Uche.
Email 37
Subject Line: B2B Marketing Strategies Your VA Should Know
Preview Text: Teach your virtual assistant this
Body Copy: When you run a virtual staffing agency like I do, there are some things you get to
understand after years of managing virtual marketing assistants.
Whether you manage a Saas company or marketing agency, as long as you sell to other
businesses, these strategies will help you.
☑️ Build your brand with value-driven content
Online or offline, everyone loves to get valuable things – things that help them in one way or
another. I’m talking about helpful social media posts, blog posts, webinars, and so on.
Figure out what problems keep your ideal clients up at night and talk about them in your
content. Remember to make your tips as practical as possible.
☑️ Target employees of your ideal clients
Instead of creating content for a broad audience, target the employees of your ideal clients. The
key is to focus on the decision makers. Make sure the content you share is not common
knowledge.
☑️ Optimize for search engines
Search engine optimization will make you easily found by potential clients who are looking for
answers to questions around the problem your business solves. Stay visible and you’ll win in the
long term.
☑️ Don’t ignore Facebook, Google & LinkedIn ads
Facebook advertising is an affordable way to get attention. You get unparalleled targeting
options. There’s retargeting and lookalike audiences to make use of. Combine them with
Google and LinkedIn ads to get maximum results.
☑️ Email marketing is key
Contrary to popular opinion, email marketing is not dead. It is still a valuable tool that generates
$42 for every $1 spent on the average. Use storytelling and relevant content to get the best
results.
Not sure your VA (virtual assistant) knows these strategies already? You should talk to me
ASAP. Book a day and time here - https://bit.ly/3Pe19Bo
Talk soon.
Uche.
Email 38
Subject Line: Never make these 5 mistakes with your VA
Preview Text: Read this before hiring a virtual assistant�
Body Copy: Yes, we make mistakes all the time. It’s what makes us human. But there’s a
difference between accidentally hitting your little toe against a wooden chair and making
mistakes in your business.
(Even though I feel like the first mistake is more painful.)
These mistakes I’m going to talk about can cripple your business. Which is why you might want
to pay attention and never make these mistakes. Here they are:
❌Treating your VA like they’re disposable.
Nobody joins a company and wishes they were treated like they’re disposable. It just never
happens. We all want to feel valued. Even though we’re all disposable, we don’t want anyone
rubbing it in our faces.
When you believe your VA can be replaced any moment, it sets you up for failure in so many
ways. You won’t be willing to put some time and effort into making the relationship work. Any
difficulties will be an excuse for you to end the contract. You end up going through so many VAs
without finding what you might call a “good fit.”
The next mistake has to do with rates.
❌Paying the lowest rates.
Paying the lowest hourly rate may seem like a smart thing to do in the short term. But you might
end up with VAs without the level of skills you need. The ones who have better quality skills
usually charge a bit more.
I know you want to save on recurring costs. But looking for the right blend of fair price and
quality skills is the best thing to do. That's how to get value for money. Talking about money, the
next mistake is all about profits.
❌Putting profits before people.
You want your business to be profitable. That’s why you’re even thinking about hiring a VA. You
want help to grow your business. But focusing on profits alone, without any regard for the
people that make those profits possible, is a big mistake.
The people are the goose that lays the golden egg. Treat them like that precious goose and
they’ll care for your business like never before. Let’s talk about expectations.
❌Having unrealistic expectations.
Just as you expect certain things, your VA has their own expectations of you. But you might
have unrealistic expectations. Do you expect your VA to make no mistakes, finish work in record
time, or understand everything you say right out of the gate? That’ll be very unrealistic.
Sometimes, we cause our own problems when we do this. This is why self-reflection is
important. That takes us to the last but not the least on the list is…
❌Not doing any self-reflection.
When you don’t take the time to reflect on your attitudes, motivations, mistakes, and behaviors,
you can’t learn from them. You become blind to huge errors that need to be fixed.
What happens over a few months? Those mistakes become business problems and can cripple
your business.
If you found this list helpful and think you know someone who would love to get tips like these,
forward this email to them and tell to sign up at the bottom of this page - https://staffaro.com/
Talk soon.
Uche.
Email 39
Subject Line: Say this at your first meeting as a new remote team manager
Preview Text: There’s no better way to start
Body Copy: Imagine what it's like to meet with your new remote team members for the very
first time.
It can make you nervous. But whether you’re meeting them in-person at a retreat or virtually,
what you say can have a huge impact on your team’s success.
With that in mind, here are some things you should say and a few things you should never say:
1. Don’t share your “grand plan to take the company to the next level.”
Too many people make this mistake. They try to show how smart they are or assert their
dominance. But hey, this is your first meeting with your new team. Don’t make it about you and
your goals. Instead…
2. Show humility.
Nobody likes a know-it-all. Do everything in your power to never come across as one. Show that
you are humble and willing to accept help. Trust me, you’ll need a lot of help to succeed in
managing your new team.
Your team can tell you what’s working and what’s not working. Show them that you believe this
new relationship will be beneficial for both parties.
3. Use an icebreaker.
Feel free to crack a good joke to lighten things up. Tell them personal details about yourself and
try to get to know them on a personal level.
The goal is to be liked and trusted. That’s the way to get the best out of your new team and
smash your goals.
But wait. Even though they see you as a new manager, your team members still have leaders
among themselves — fellow team members whom they trust and respect.. They’ve probably
been together for a long time and they’ve had a chance to bond.
Should you try to break this bond or present yourself as a “new leader”? I’ll talk about that and
more in my next email.
Talk soon.
Uche.
Email 40
Subject Line: Say this at your first meeting as a new remote team manager (Cont’d)
Preview Text: It’s the way to succeed
Body Copy: My last email was all about how to approach that first meeting with your team as a
remote team manager.
I promised to talk about what you should do about the strong bonds between your remote team
and their informal leaders — fellow team members whom they trust and respect.
Should you try to break that bond or at least weaken it? The answer is no.
4. Instead, get your team’s “leaders'' on your side.
Gain their trust and respect. In turn, they’ll get others to like and trust you.
It’s important not to ask for permission to do anything but rather try to get your team to buy into
whatever you want to do.
5. Ask about what’s working and why they think it’s working.
You’ll have a deeper understanding of the processes if you do that. At the same time, ask about
what’s not working and why they think it’s not working.
Ask about what they would like to change within the team and what they would never want
changed and why. You don’t want to ruin what’s working just fine do you? This is why the
“change everything cos I’m the new boss” mindset is wrong.
6. Have an open door policy.
As you do this, never say “my door is always open, feel free to share anything with me.” That is
not the way to get strangers to trust you and come to you.
Say instead: “I hope to meet with each of you one-on-one to discuss our processes and
problems in a few weeks, plus what I can do to help you personally succeed.
This will help you gain their trust, plus give you valuable things to write in your report to your
own manager.
I hope you found this helpful. Until next time, keep winning!
Uche.
Email 41
Subject Line: How To Manage Difficult Employees
Preview Text: Hint: Start with the root cause
Body Copy: I’ll bet you don’t want your team to have the challenges that “difficult employees''
bring. But instead of firing them, here’s what to do to possibly change things for good.
The first step is getting to understand what makes them act the way they do. Let’s start with the
team members who always complain.
The Complainer
Every time there’s a problem, this type of staff member will complain. You can easily predict
what they’ll do. Even when things are generally good and there’s only a little bit of trouble, this
character type will still complain.
They always see the negative side of things. If you don’t handle this problem fast, your team’s
morale and performance will be weakened.
Start by thinking about what could be the cause of the complaints.
Could it be that the complainer feels overwhelmed with their workload?
Might they be truly overwhelmed with work?
Or maybe they lack the confidence needed to carry out their duties.
Tactfully find out. Then do what you can to help them manage their time better. This may mean
reducing the workload or assigning someone to handle some of it.
You also need to change their perspective. Gently lead them towards thinking about solutions
instead of complaining. We all get paid to solve problems, after all.
But enough of the complainers. Let’s talk about another distinct type of team member.
The Yes Man
This type of employee might look like a great team member on the surface. They always take
one for the team. They say yes to all tasks, even favors.
But the problem is that they can’t be trusted because they don’t deliver on their promises. Your
team can be miles behind on projects because of this. Some factors that could cause a staff
member to be a yes man include poor planning, or people-pleasing habits.
It could also be that they had harsh managers in the past who never gave them room to express
themselves and bare their minds.
Here’s how to address this problem: Teach them about planning and setting clear expectations.
Include the consequences of not following up on their work commitments. That way, they’ll be
more careful about what they say yes to, and feel a deeper sense of responsibility.
I’ll talk more about employee character types and how to manage them in my next email.
See you soon.
Uche.
Email 42
Subject Line: How To Manage Difficult Employees (Cont’d)
Preview Text: Read this before you fire them�
Body Copy: I always try to keep my promises. I said I’ll continue this email series and here we
are.
Still on the subject of managing difficult employees, let's look at some more character types and
how to handle them.
The Know-It-All
This person wants to give an opinion on anything and everything — including topics they know
nothing about.
They frustrate everyone and can divide the team into those who support them and those who
don’t. Who wants that?
Here’s what to do: Tell them how much you value their work and the effort they put into it.
You’re giving them the validation they need. But don’t overdo it or you’ll feed their excessive
need for validation.
Use respectful words to tell them how their actions affect the team. Choose kind words but be
firm. There’s a good chance that’ll solve the problem.
Let’s hop to the next character type.
The Help-Me-Solve-My-Problem Person
This is a staff member who is always running to you to solve problems they should deal with on
their own.
Every little issue is a chance to send you an email or have a long chat with you. There are many
possible root causes of this. One of them is that the person may not have the skills needed to
solve the problem.
Have they been well trained? Do they need more training?
Another possible cause is that they don’t have any confidence in their abilities to handle the
problems they face.
But there might be another reason. What if you’ve been micromanaging them so they feel the
need to come to you to solve every problem? That’s something to think about, isn’t it?
To deal with this, ask this person to think about 2 or 3 different solutions to the work problem
they’re facing. Tell them to come back to you and explain those solutions one at a time.
When you do this, you’ll build confidence in their abilities and also train them to think
independently of you.
I have to pause here. Let’s continue this amazing subject soon.
Take care.
Uche.
Email 43
Subject Line: How To Manage Difficult Employees (Cont’d)
Preview Text: Prepare yourself with this
Body Copy: Just as there are great employees, there are also problem employees. I want to
talk about two more types of these difficult employees and how you can manage them. This is
the 3rd email in the series. Let’s continue.
The Gossiper
This type of staff member is a lively, likable person. Which is probably why people tell them
personal things about themselves. The gossiper takes all that information and spreads it, often
twisting the facts.
This can be a big problem for the team. When embarrassing stories about team members are
spread, trust levels and harmony will fall to an all-time low. It can also cause big quarrels.
Here’s what to do: Be sure to lead by example and don’t be part of spreading or starting any
gossip. If you have done so in the past, quit doing so. That’ll give you the moral standing to
insist on a gossip-free workplace.
One more thing. Be open about what’s happening at all times so people won’t turn to gossip for
info. In moments of crisis or uncertainty, team members can become anxious. Different false
stories about what is going on can begin to circulate. Share information promptly and regularly
to avoid this.
The next type of difficult employee is the passive aggressive one.
The Passive Aggressive Person
This individual displays both passive and aggressive communication styles. They may appear
passive and unconcerned about issues, but in reality, they are deeply worried and angry about
those things.
You may see their aggression shown in indirect ways such as deliberately delaying the
completion of a work project. Sometimes sarcasm or the silent treatment is the language of
choice for this person.
To deal with this, encourage the person to communicate openly and let them know that you care
about them and their work. Additionally, show them how to do so, instead of just telling them to
do so. Do this by expressing yourself clearly and respectfully in all situations, even when you’re
upset.
If none of the advice above works, it may be time to let the difficult team member go.
Humans will always act differently in the workplace. Understanding the why, the how, and the
what of it all is the key to managing all personality traits and getting the most out of your team.
But if you want a team of recruitment professionals to do it for you, sign up for a free
consultation here - https://bit.ly/3Pe19Bo
Talk soon.
Uche.
Email 44
Subject Line: Dealing with victim mentality in the workplace
Preview Text: Take note of the signs
Body Copy: When life seems overwhelming, we tend to see ourselves as mere victims instead
of people with the power to make things happen.
What gives room for the victim mentality in the first place? It happens when we don’t fill our idle
time with enough productive work.
Someone once said, “an idle mind knows not what it wants.” When your team members are not
engaged productively, they are more likely to see themselves as victims.
What are some signs of the victim mentality?
1. Blaming everyone but themselves.
This is a big sign of the victim mentality. They see nothing wrong with themselves but everything
wrong with others, even when it is clear that they bear some responsibility.
2. Justifying their lapses in judgment.
They are quick to justify whatever wrong they’ve done, no matter how unjustifiable it is. They cut
themselves a lot of slack but don’t do the same for others.
3. Spreading negative thoughts and converting others.
Seeing themselves as victims in almost every situation gives them a negative outlook on life.
This causes them to easily spread that negativity to other team members.
4. They spread rumors.
This goes together with point 3. Those with the victim mentality may spread false or partially
false stories that tear others down.
Important point to note: People like these take their attitudes everywhere they go. It doesn’t
just stop unless they change it. So never ignore it. But don’t overreact either.
What should you do?
☑️ Meet with them and ask why they got involved with the company in the first place. The goal is
to rekindle their passion for the company and their job.
☑️ Next, ask whether those reasons still matter to them right now.
If their answer is yes, the relationship is salvageable. If it is no, prepare to dig deeper.
☑️ Ask, about what things happened in the past that made them feel differently.
There may have been a little misunderstanding or disagreement that you know nothing about.
Ask whether they would like their relationship with the business to get better.
If their answer is yes, good. If it is no, feel free to either fire them or ask them to take a few
months off.
But there’s one trend you should always study.
I’ll talk about it in my next email.
Uche.
Email 45
Subject Line: Dealing with victim mentality in the workplace (Part 2)
Preview Text: Things you need to know
Body Copy: In my last email, I said the next thing I’ll talk about is a trend you should always
study when it comes to dealing with victim mentality in the workplace.
As you already know, this mentality is not the most positive and empowering one to have on
your remote team. Let’s get right into the “trend” you should watch out for.
When trying to understand the cause of your valuable remote team member’s victim mentality,
study the trend or pattern of their behavior. Were they always like this? Or did it happen
suddenly?
Ask those they work directly with whether they have always had a negative or complaining
attitude. If they have always been that way, then it’s a sign of a deeper issue that you may not
be able to handle. It’s best to show them the way out, if that’s the case.
If they suddenly changed, then it could be bad associates rubbing off on them, a change in life
or work circumstances, or something similar.
The best thing about this entire process is that if they express a desire to improve in their
attitude and way of thinking, the problem can be solved. At this point, look for an audio or hard
copy book that will help them and ask them to read it.
Let them tell you how long it will take them to finish reading it and check in on them after they’re
done reading. It’s now time to meet with them to discuss the lessons learnt from the book and
tell them to explain to you what changes they promise to make going forward.
It’s important to note that the team member in question must genuinely feel that you care about
them for this whole process to work. Be patient with them if there are a few slips into the same
old negative behavior.
Either way, everything will be fine if both you and your team member have the right mindset.
You’ll also reach your business goals. Talking about business goals, how can you realistically
set employee goals that get results? This will be the topic of my next email.
Talk soon.
Uche.
Email 46
Subject Line: How to Set Employee Goals That Get Results
Preview Text: Facts about goal setting
Body Copy: As I promised, let’s talk about how to set employee goals that get results.
Everyone talks about setting goals. But not many people talk about how to make those goals
reachable. This is the first thing to do if you want goals that actually work.
1. Link employee goals to team and company goals
Every great company thrives on team effort. No single person can take all the praise. This
means that for your company to make progress, the effort of each person on the team should
contribute to what the team and company as a whole wants to achieve.
Each member of the team should clearly see how their daily tasks make the larger team and
company goals a reality. It gives them a sense of purpose and makes them feel that they are a
part of something bigger themselves. But make sure your employees' goals are SMART.
2. Pick SMART goals
SMART stands for Specific, Measurable, Achievable, Relevant, and Time-Specific. Picking
SMART goals ensures that it is fair and clearly understood.
An example is a goal as simple as “Growing Company Revenue By $100,000 In The Next 12
Months By Winning At Least 5 New Customers Per Month.”
This goal is specific because the income goal is clearly defined. It is also measurable because it
talks about how many new clients are needed each month. Getting 5 new clients each month is
not an impossible task, so the goal is also achievable.
What about the “Relevant” and “Time-Specific” part? For a team member in the sales
department, the goal above is very relevant. Lastly, the goal is time-specific because it gives a
time frame for reaching the $100k revenue goal.
Let’s talk about ownership.
3. Let team members set their own goals
To give your team members a sense of dignity and ownership of their goals, let them be the
ones to set their goals. Do this:
☑️Explain what the team and company goals are and why they are important.
☑️Ask each team member to set SMART goals for their job role — goals that enable the team
goals to be achieved.
☑️Guide and support each team member. Don’t forget to make the goals fair according to each
person’s experience and pay grade.
The next thing to do if you want to set employee goals that get results is to plan in advance. I’ll
explain in my next email.
Talk soon.
Uche.
Email 47
Subject Line: How to Set Employee Goals That Get Results (2)
Preview Text: Goal setting that works
Body Copy: As you probably know, reaching set goals doesn’t happen by chance. It all starts
with proper planning. Continuing from where I stopped in my last email, the 4th thing to do if you
want to set employee goals that get results, is to plan a way to reach those goals.
4. Plan how to reach the goals
This is the hard part. But it must be done if you want to reach your goals. You can either leave
the planning to each staff member, coach each team member on how to plan, or get others
involved in the planning process. It all depends on the strengths and experience of your team.
Remember that people will underperform and others will outperform others. Proper planning will
help you reduce underperformance. It will also give each person a roadmap to success. The
next step has to do with measurement.
5. Plan how to measure progress
Planning how to measure progress is what makes everything count. There’s no point setting
goals if there is no way to measure progress. Measurement also helps everyone know the areas
they’re doing well, and the areas they need improvement. That way, adjustments can be made.
A third party from another department should be involved to monitor and measure progress,
plus bring fairness and avoid disagreements. Yes, I’m hinting at rewards. Rewards and
consequences are part of it all. This takes us to the next point.
6. Use the carrot and stick approach
This acts as an incentive for team members to reach and exceed their goals. The carrot and
stick approach is basically a way of giving a reward (carrot) or a negative consequence (stick),
after measuring progress.
It is most effective when all the other steps have been taken and managers are very supportive
of their team members. High achievers should be rewarded while underachievers who have
been properly guided and supported should face the consequences.
Don’t make the mistake of assuming it is only money that should be given to high achievers.
Promotions, holiday trips, gifts, and praises also work. Ask them what they would prefer.
The next step is to never lose focus. I’ll talk about that in my next email.
Uche.
Email 48
Subject Line: How to Set Employee Goals That Get Results (3)
Preview Text: The power of focus
Body Copy: In business, results are everything. They are what separate winning businesses
from failing ones. I promised to continue this subject of how to set employee goals that get
results. Let’s move to the 7th point.
7. Never lose focus
In today’s fast-paced business world, priorities can change and goals can be delayed. But it’s
important to never lose sight of your main goals. That’s the only way to stay grounded and keep
moving forward.
Don’t let urgent but not as important tasks take the place of your goals and projects that lead to
that goal. Use notes and whiteboards to remind everyone of their goals. While goals are vital, it
is also important to be ready to adapt. This takes to the next point.
8. Always be adapting
Change is the only constant thing in life and in business. Sometimes, more important goals
overshadow less important ones. That’s okay. Business needs also change. That’s okay. What
you should ever forget to do is align those new goals with team and individual employee goals.
So long as you are making progress in business, be comfortable with change. Try to reassess
your goals each quarter. But don’t forget about personal objectives.
9. Don’t forget personal objectives
Your team members have their own goals. Some want to be promoted to a certain level within a
time period. Others want to acquire some new skills. There are still others who want to make a
certain amount of money in a year or two.
Ask about their goals or objectives and look for ways to put them into the picture when setting
individual and team goals. If you care about your team, they’ll care about the company.
To your success!
Uche.
Email 49
Subject Line: How to put more fun into your virtual meetings
Preview Text: Do it to increase employee engagement
Body Copy: Yes, it’s great to work remotely with talented people from around the world. But it’s
also hard to make the work environment fun.
I’m only going to focus on a small aspect of that topic – how to put more fun into your virtual
meetings. I’ll start by talking about the different states of mind people at virtual meetings have.
They are:
�Critics - They are always happy to point at what’s wrong at meetings but won’t lift a finger to
do anything about it. They also love to talk about why the meeting is boring or too long or too
short. They bring a negative vibe.
�Consumers - These are just passive attendees. All they do is listen to what’s being said.
They’ll quietly read any material shared without asking questions or making any contributions.
�Contributors - These types of people see themselves as stakeholders. They take
responsibility by asking questions, making comments, and sharing different perspectives at
meetings. They go above and beyond what a critic or consumer would ever do.
☑️Connectors - These are the ideal type of people you want in your virtual meeting. They
connect team members to one another. They also explain ideas in a way that almost everyone
understands and buys into those ideas.
The best recipe for a fun, and meaningful virtual meeting is to create opportunities for people to
contribute wholeheartedly and to connect with people and ideas. That’s why connectors are
important. Makes a lot of sense doesn’t it? As a team lead, are you a connector?
Still on the topic of injecting fun into your meetings, do these:
☑️Keep the focus away from yourself and on the ideas, people, and thoughts shared at the
meeting.
☑️Ask people to pick up or draw an object that represents who they are. It’s a fun, creative way
to get team members to get to know each other.
☑️Insist on breaks to stretch or workout together over video conferencing.
That said, there are some dos and don’ts of virtual meetings. I’ll talk about them in my next
email.
Uche.
Email 50
Subject Line: The Dos and Don’ts of Virtual Meetings
Preview Text: Use them to get the most out of your meetings
Body Copy: For every action you take in business, there are rules. When you stick to them, you
make it more likely that you’ll get the most out of that action.
Virtual meetings aren’t any different. Pin these dos and don’ts of virtual meetings somewhere so
you never forget them ☑️Do make meetings about outcomes
What is the goal for setting up that virtual meeting? Do you want to decide on how to tackle a
difficult project? Are you looking for practical ideas for a task? Be specific. That’ll put you a step
closer to actually reaching your goal.
❌Don’t make meetings about a time slot
Too many people name a meeting its time slot. 9 to 9:30am meeting, 12 to 12:30pm call, and so
on. It kind of tells you what’s going on in their minds. They also have a fixed 15 to 30 minute
time slot that they subconsciously want to fill. No meeting should be about time but about
purpose.
☑️Do make your presentations interactive
When creating your slides, decks, and so on, be sure to make them interactive. Include polls,
quizzes, and other things that call for audience participation. You can also give room for
questions and feedback from time to time.
❌Don’t make them just for reading or viewing
Never make your presentation just for your audience to read or watch. It makes it boring and
you’ll never get to know what’s going on in the minds of your audience if you do so. Make it
more like a 2-way conversation.
☑️Do set realistic expectations
Something as simple as asking people to turn on their cameras at a virtual meeting can be said
in a way that will make it easy for them to obey. In this example, you can realistically explain
how colorful and fun the meeting will be if everyone turns on their cameras.
❌Don’t force people to take any action
If you want people to agree on something that they have never heard of, you may be asking for
too much. There’s no need to force people to turn on their cameras or do anything at a meeting.
Instead, appeal to their sense of reason.
But what should you do when people arrive late to your virtual meeting? I’ll talk about that and
so much more in my next email.
Uche.
Email 51
Subject Line: The Dos and Don’ts of Virtual Meetings (Cont’d)
Preview Text: Increase fun and productivity with them
Body Copy:
Email 52
Subject Line:
Preview Text:
Body Copy:
☑️Do start meetings…
❌Don’t