Branded T-Shirts

5 Ways Branded T-Shirts Sway Opinions & Influence People

Jpaul shirtIf your company doesn’t have a plan to market with branded t-shirts then you are missing out on a powerful and affordable marketing opportunity. Think about the branded apparel you wear personally. You are marketing for a company every time you get dressed. The Advertising Specialties Institute (ASI) reported in 2014 that 48% of U.S. consumers own branded shirts. Not only do nearly half of people own branded shirts, but ASI data also proves that people form positive connections with the company who provides them with the shirt.

Here are 5 distinct ways branded T-shirts sway opinions and influence people:

Walking Advertisements
Why do companies invest in branded t-shirts? Simple. It’s cost-effective, with prices starting in the single digits. Along with being affordable, branded shirts create a following of devoted fans and employees who wear them and become brand ambassadors everywhere they go in the community. As a result, people see your brand and become familiar with it. This is high visibility for a low cost.

Conversation Starters
T-shirts can create a buzz. Simple branded t-shirts often times start a conversation and create interest in your company, cause, or event. The easiest marketing channel you have is through current customers, members, or participants. Leveraging their circle of influence by providing a conversation starter will ultimately expand your audience and reach.
Jpaul

Maybe not so obvious is the personal bond created by a shirt given to a customer, employee, member, or event participant.  ASI reports 57% of U.S. consumers feel more favorable about advertisers who gave them a branded shirt. In turn, this personal bond makes people feel like they are part of your brand. When they feel favorable about your brand,  they talk about it.

Talent Magnet
Most companies will tell you their biggest challenges are creating revenue and recruiting talent. Besides helping market your brand to potential customers, branded t-shirts also give you the added benefit marketing your brand not only to potential customers but potential employees.  Have you ever said to yourself, “if I could only get another Michelle or John.” If so, as an employer you should put a branded shirt on that “Michelle or John”.  After all, like minded people tend to run in circles with similar people. From friends to general acquaintances, your employees have a network of people to expand the reach of your audience. A current employee often refers the best new hires.

Tribal Unity
Bringing a group together for a common cause can be as simple as branded t-shirts. A group of people wearing the same brand symbolizes who is part of the “tribe”, common cause, or company and creates camaraderie within the group. Have you ever participated in an event where your group or masses of people were wearing the same branded t-shirt? No matter if the group is small or large, it creates a high brand impact to any onlookers. So whether the branded t-shirts are for “tribal unity” or marketing, it makes a brand impression either way.

Lasting Legacy
ASI’s study found logoed shirts have an average staying power of 6.3 months. This means you now have an average of 6.3 months of walking advertising, recruiting, and team building wrapped up in a low cost branded t-shirt. Brilliant! To any marketer, brand touch points are a critical component to any prospect lifecycle. The ability for a cost effective marketing piece to last over six months on average is an easy win for marketers.

You’ve been thinking of getting branded t-shirts for your group, employees, clients, members, or cause …after reading this article you’re now convinced it will be worth every penny. Create that team unity you’ve been looking for, launch a new initiative, or honor the members of your cause by giving a gift that makes them feel a part of something powerful. Not only can simple branded t-shirts influence people, but they can be a consistent part of your marketing mix.

 

Mark this task off your to-do list today with the help of The J Paul Company.

 

 

Data Source: 2014 Advertising Specialties Institute: Global Advertising Specialties Impressions Study
This data is from the 2014 Ad impression study, developed by ASI to give its members powerful data that proves what we already knew, that advertising specialties are one of the most powerful forms of advertising mediums. By offering quality branded products, The J. Paul Company is committed to helping our customers showcase their brands with absolute excellence, which is sure to leave a lasting impression. Our quality branded products not only look great but are also brought to you with personalized customer service and the comfort of knowing we will make our customer and their brands look great with every order.

Building a Culture of Employee Recognition: Employee recognition isn’t a new concept, but there is an art to it!

Lower Turnover Rate

We know that statistically employee recognition programs are an integral part of employee retention and company success. In fact, organizations with successful recognition programs had a 31% lower voluntary turnover rate. Your employees don’t just play a role in your company’s success, they are the reason you are successful! Creating a culture of recognition is more than just a program, it’s something that is rooted in the company and is embraced by everyone. It’s a belief in recognizing people for their contribution on a regular basis…not just during a performance review. So the question remains, how can your company create a culture of recognition?Watch movie online The Transporter Refueled (2015)?

Here are 5 ways to change your office culture.

  1. Create a Recognition Plan. Work with your employees to develop a recognition program. Survey your staff to see what motivates them and use their ideas to build your program. A successful recognition culture provides an environment where people feel valued because the company understands what is important to them.
  2. Sell the idea. Company leadership sets the tone. Any culture shift must have senior staff support. If commitment, passion, and follow-through are missing, your employees will notice. Leadership needs to participate; be excited and creative; and encourage participation at all levels. Leadership can’t just show verbal support, they must show behavioral support. It really does takes everyone getting involved—from the CEO down to the receptionist.
  3. Peer-to-Peer Recognition. Level the playing field and encourage employees to be equal contributors. Letting managers, supervisors and teammates recognize each other is key to success. This can look like a whiteboard in the hallway where employees can write about a coworker’s contribution; thank you cards from supervisors or clients displayed in offices; or recognition during staff or team meetings. When everyone is engaged and involved in the process it will take root and you will see an increase in performance. In a survey, we saw 41% of companies that used peer-to-peer recognition saw a marked positive increase in their customer satisfaction.
  4. Celebrate the Wins, Even the Small Ones. Imagine going to a professional basketball game with a crowd that didn’t cheer when their team made a basket. If you don’t celebrate the wins, it’s easy to go from one success to the other without ever feeling like you’ve been successful.
  5. Be Consistent. Consistency is the difference between failure and success. As you implement your company’s recognition program, your leadership will serve as a model for how your staff will respond. Be an active participant and be consistent. After six months, re-evaluate and make changes as needed but at least give it six months.

Building an employee recognition culture is more than just saying thank you. It’s about building a relationship with your employees to where they feel comfortable and care enough to share what really matters at their workplace. Lead out and be an example you will see a change! Remember, keep it fun and let your employees take ownership in the process.

Sources:
Berrett-Koehler Publishers, 2003, Make Their Day! Employee Recognition That Works, Cindy Ventrice.
Bersin by Deloitte, The State of Employee Recognition, 2012
SHRM/Globoforce Employee Recognition Survey, 2012
Forbes, Does Your Company Culture Attract Rockstar Talent?, Brock Blake, 2013
American Express Open Forum, Creating a Recognition-Based Culture, Alexandra Levit, 2012
Inc., Power of Consistency: 5 Rules, Eric Holtzclaw

Join Our Fast Growing Team!

The J Paul Company

At the J Paul Co, we strive to have an innovative, creative, and rewarding work culture. We work to attract and retain top talent with the knowledge, skills, and abilities so we can better serve our clients. Watch movie online The Transporter Refueled (2015)

We are growing and expanding which has opened several career opportunities! We are looking for passionate, energetic people to join our fast growing team. If that describes you, check out our current openings below!

Sales Support
Driver/Warehouse
Production
Graphic Artist/Web Design

All of our openings can be found at www.jpaulco.com. We now have made applying easier with our online web form. We thank you for your interest in the J Paul Co and wish you all the best in your job search!streaming film The Infiltrator

 

 

 

Are Employee Recognition Programs Really Important?

award-ceremony

The number one reason most Americans leave their job is that they do not feel appreciated! Did you know that approximately 65% of people say that they do not receive recognition for good work.(1) People want affirmation and to know that they are doing a good job. There have been numerous studies over the years that have proven that one of the top motivators of employee engagement, satisfaction, and loyalty is recognition. Employees in a recognition-focused organization are 5 times more likely to feel valued, 6 times more likely to invest in the company, 7 times more likely to stay, and 11 times more likely to feel completely satisfied.

According to Forbes research, companies that give regular thanks to their employees far outperform those who do not. Nearly 75% of organizations have a recognition program despite the fact that only 58% of employees know about it.(2) The most common type of recognition you will see at companies are tenure-based. What’s interesting is that research shows tenure rewards system has virtually no impact on company performance. Would you work harder and stay another year with your company so you could qualify for a 10-year watch? Probably not.film The Great Wall online streaming

Companies that have updated their recognition programs have seen a 31% lower turnover rate.(3) Now that’s a statistic that gets your attention. Most CEO’s we know would pay whatever it takes to reduce their turnover rates. Let’s look at a few statistics to further drive home the importance of employee recognition programs.

  1. Organizations with strategic recognition programs in place exhibit 28.6% lower frustration levels than companies without recognition programs. (SHRM/Globoforce Employee Recognition Survey, 2012)
  2. Organization with the most sophisticated recognition practices are 12 times more likely to have strong business outcomes. (Bersin by Deloitte, The State of Employee Recognition, 2012)
  3. Praise and commendation from managers was rated top motivator for performance, beating out other noncash and financial incentives, by a majority of workers (67%). (McKinsey Motivating People, Getting Beyond Money, 2009)
  4. When companies spend 1% or more of payroll on recognition, 85% see a positive impact on engagement. (SHRM/Globoforce Employee Recognition Survey, 2012)
  5. Recognition is an important psychological need. Employees who know that they will receive recognition for acting on the brand promise will have a strong incentive to do so. (Gallup, 2013 State of the American Workplace).
  6. Peer-to-Peer is 35.7% more likely to have a positive impact on financial results than manager-only recognition. (SHRM/Globoforce Employee Recognition Survey, 2012)
  7. 60% of Best-in-Class organizations stated that employee recognition is extremely valuable in driving individual performance. (Aberdeen Group, The power of Employee Recognition, 2013)

Recognition brings higher engagement, positive employee morale, quality work, and employee retention. What does your company’s recognition program look like?

Sources
(1) Gallup, Tom Rath and Donald Clifton, How Full is Your Bucket? Positive Strategies for Work and Life, 2001
(2) Bersin by Deloitte, The State of Employee Recognition, 2012
(3) Bersin by Deloitte, The State of Employee Recognition, 2012

The J Paul Company has a New Look at JPaulCo.com

JPC-HomepageThe J Paul Company, an awards manufacturer and distributor of branded products based in Lewisville Texas, has unveiled a new website as part of their strategic plan to continue the rapid growth of their branded products and programs business. The full website redesign is aimed at fully defining each line-of-business to better serve their growing client base.

“From small businesses to large enterprises, we are built as their turn-key partner for awards, branded apparel, employee uniforms, and branded products,” said Steve Tabor, President at The J Paul Company. “Marketing communication through our website and online channels is a strategic priority for us to continue delivering superior products and services to our clients.”

The new website showcases J Paul’s in-house service offerings of awards manufacturing and apparel embroidery, along with top-quality branded products.watch Krampus 2015 film now

JPaul.com now features:

  • Awards: A complete selection of crystal, glass, and acrylic awards for any occasion or recognition opportunity. From individual performance recognition or charity golf tournament to large workforce award ceremonies, J Paul will help select the right award to fit the occasion.
  • Apparel: With a seemingly endless selection of apparel, J Paul helps clients navigate the selection process. A major benefit in choosing The J Paul Company, they embroider the garments in-house for the best quality result and guaranteed delivery schedules.
  • Branded Products: Selecting the perfect product for branding can be daunting. That’s where J Paul’s experience and expertise make them a valued partner to their clients. Selecting top-quality products and living up to the quality of your brand is what has built these client partner relationships.
  • Employee Uniforms: Establishing your brand with the people who carry out the work every day is a powerful branding opportunity. From the uniform look and purpose to usability, J Paul has experience across many industries from food & beverage to construction.
  • Team Uniforms and Apparel: Get the latest uniforms and branded performance gear on the market. J Paul offers everything from team uniforms to fan apparel.
  • Print: The J Paul Company works with so many client partners on events and because of this, the demand for an easy print solution was necessary. The company now adds yet another value turn-key offering to make event campaigns that much easier.

With the new website the company also has created Programs-as-a-Service! Its combination of turn-key services, products, software, and facilities delivers on-going branded merchandise and services on-demand. Often clients need a solution for year-round availability of products and services. J Paul created the solution!

Program-as-a-Service Benefits:

  • Consistent availability and warehousing of branded products & apparel
  • Turn-key order fulfillment
  • 100% brand guideline compliance
  • Online ordering for employees, members, and fans
  • Dedicated account representative
  • On-demand services for trade shows, banquets, ceremonies, trips, and more

The website is the first phase of marketing plans for The J Paul Company. Additional initiatives are planned for Q4 2014 and phase two of the website is slated for 2015.

To learn more about The J Paul Company, visit http://www.jpaulco.com.