August 10, 2023 • 23 mins
Ever thought about how a gift of experience could trump a cash incentive? Miglė Rakauskaitė from Tinggly joins us to shed light on the surprising results of a recent US survey they conducted. The findings? A staggering two-thirds of employees would rather receive an experience than cold hard cash. Miglė helps us unpack why this is and explores the shift in attitudes towards experience-based gifting especially in the wake of the pandemic. It's a discussion that reveals how experiences provide more joy and value compared to mundane things and encourages living life to the max.
But, how can companies tap into this trend and make employee recognition more memorable? Miglė shares insights on how Tinggly is revolutionising the gifting landscape. With their product designed for flexibility, global reach, and without an expiration date, it presents the unique ability to create lasting memories. We delve into how businesses can use this to their advantage by customizing and personalising gifts that resonate with their employees. And the bonus? Tinggly manages the logistics, shipping these bespoke collections worldwide. If you're curious about this evolving gifting culture, buckle up, because this is one eye-opening chat you'll want to tune in to.
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Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:02):
Welcome to Recruiting Daly's Use Case Podcast, a show
dedicated to the storytellingthat happens or should happen
when practitioners purchasetechnology.
Each episode is designed toinspire new ways and ideas to
make your business better as wespeak with the brightest minds
in recruitment and HR tech.
That's what we do.
Here's your host, William TinCup.
Speaker 2 (00:25):
Ladies and gentlemen, this is William Tin Cup and you
are listening to the Use CasePodcast.
Today we have Minglong fromTingli, and that's with 2Gs, by
the way.
So T-I-N-G-L-O-Y and we'regoing to be learning about the
business case or use case forTingli.
So, while we do introductions,minglong, would you do us a
favor and introduce yourself andTingli?
Speaker 3 (00:48):
Yes, of course.
Hello, everyone, really excitedto be here.
Thank you, william, forinviting us here.
As you mentioned, my name isMigle and I'm representing
Tingli Company today.
I'm head of growth at Tingliand already spent three years
with the company.
And Tingli started a while agoactually seven years already but
(01:12):
the first years were dedicatingfor developing the product and
in recent years we started tobuild brand image and let to get
to know our audience and letthem know about Tingli.
But the whole idea of Tingliwas that one of our founders
(01:33):
decided that he wanted to changethat culture of gifting and he
came up with the idea thatduring regular celebrations we
tend to give each other stuffwhich does not create any
additional happiness to us, doesnot create memories, doesn't
have a long life feeling, and hewanted to change that.
(01:59):
He wanted to create somethingmeaningful, something that would
connect people, and he came upwith the idea that it's better
to give each other experiencesinstead of old fashioned regular
stuff, which usually doesn'tgive you any good.
So this is how Tingli startedand he wanted that those
(02:23):
experiences would be handpickedand would be something
extraordinary.
So here we go today.
Tingli is experienced giftingcompany.
We are a global product.
That means that the recipientcan choose and do the experience
in almost anywhere in the world.
(02:46):
We sell bundle of experiences,so that means that the recipient
has a full freedom to choosewhatever they like to do.
And maybe they prefer some softkind of experiences like beer
tasting, wine tasting, food touror cooking class in Italy, or
(03:09):
maybe they are more likeadrenaline interested people and
they would like to do somebungee jumping or just ski ride
or something similar, and thatoh yeah.
Speaker 2 (03:22):
No, what I love about this is fantastic.
What I love about this is mywife and I, with our kids.
Years ago, we decided not to doa lot of gifts Christmas and
just do experiences.
Yeah, they do get gifts, but wenoticed, like in the first
couple of years, there's just abunch of gifts and then they
burn through them and it's stuffthat you can't take it with you
(03:44):
.
You're probably not going toremember it and you all have
taken an idea like that.
Like, instead of things likegiving somebody a Starbucks gift
card, which could be consideredan experience, but really
normally it's just a gift cardto go get coffee and it's just a
thing which is good rather thannot getting anything right.
(04:05):
So it's versus nothing.
Okay, so I'd rather have theStarbucks gift card.
But you're then saying there'sno way of experiences Like the
experience that you choose orthat speaks to you.
Speaker 3 (04:18):
Exactly and we, all of the team and everyone
associated with Thingley theyactually believe the slogan
they'll believe in and it saysgive stories, not stuff.
We believe that experiencescreate stories, they create
memories, they connect people,they bring you happiness and
(04:39):
there is so much more value injust the regular stuff.
And it's not easy because it'sa cultural thing and it's not an
easy thing to change, but itseems that in current years we
see a major shift and especiallyafter COVID-19, people really
started to believe this and itseems that they want to spend
(05:03):
more time with their loved ones,they want to spend their time
wisely, they want to spend theirtime doing something meaningful
.
Yeah, so there's a bit ofThingley.
Speaker 2 (05:16):
Do you think COVID most of the people that have
talked about COVID, or whatpeople have learned from the
pandemic is that people havereassessed life, they've
reassessed work, they'vereassessed marriages, they've
reassessed all kinds of thingsin their life.
Do you think that some of thisis an outpouring of that, that I
don't need a thing?
(05:38):
I've been cooped up for three,two and a half years, whatever,
and I want to experience life,because they've seen life be
fleeting in a sense.
Speaker 3 (05:50):
I totally agree with this one and I think this is
what is happening.
It seems people want to livetheir lives now and they don't
want to wait.
I think everyone was veryscared and they lost.
Some of the families lost theirloved ones, and it's a horrible
(06:10):
thing and we always say thereis not better timing than now.
And that shift is happeningright now and actually I'm very
happy about it, not only becauseThingley or completely
separately as a person, I'mhappy to see that people started
to become conscious about whatthey do and how they spend their
(06:34):
time, but they just want toimprove it in a way.
Yeah, but of course, we see atendency and a shift in as a
company as well, and we actuallyquite recently done a survey in
the United States where weasked people about exactly about
(06:54):
COVID-19, how they feel afterCOVID-19, what concerns they
have and is there is any kind ofshift in what they used to do
and what they do now, and we gotthe results, which were
shocking actually, and we werevery pleased with that, because
two thirds of the employees saidthat they would rather get an
(07:18):
experience, get as an incentiveover cash.
So for us that was a veryinteresting finding, and we are
very happy to see that the shiftis happening already.
Speaker 2 (07:33):
So tell us a little bit about the buyer of these
stories, not stuff.
Who are we?
Who's buying?
Speaker 3 (07:41):
All right.
So we do have two sites.
So we have B2C and B2B, let'ssay so.
It's divided in two parts.
So B2C is regular people wholook for outstanding and
extraordinary gift.
(08:02):
It's actually usually women,because women tend to take care
of gifts in their families andto buy those ones for their
loved ones.
But of course we have lots ofmen as our audience too and they
tend to choose tingly onvarious occasions.
Sometimes it's a MerryChristmas gift collection,
(08:25):
sometimes it is happy birthdaywishes, sometimes they choose
wedding gift.
Actually, our wedding gifts isone of the best sellers and it
seems, especially on a weddingday, you want to give something
for those people to remember,and they are usually going on a
honeymoon and you can use tingly, as I said, locally or while
(08:50):
traveling and while they are ona honeymoon.
Yeah, so we have variouscollections and those ones are
dedicated for differentoccasions.
And then there is B2B site.
So we do a corporate gifting aswell, and corporates and
companies tend to choose us asan incentive for their employees
(09:15):
.
They want to create thatconnection and belonging feeling
for their employees.
Their employees would be happyand would spend more time with
their loved ones or with theircolleagues, and it really
depends, but they tend to chooseour gifts for retirement, gifts
(09:37):
for recognition, for incentive,sometimes for prizes if they do
some contest.
Yeah, so it's a two-sided.
Speaker 2 (09:48):
I like that on the business side.
So on the B2B side of things,is it the buyer being kind of
total rewards?
People that are historicallylooked at upon as the people
that have bought not giftingplatform but service awards and
things like that, are those thefolks that historically or
(10:08):
historically, those are thefolks that get the COMP benefits
rewards, kind of total rewards?
And some umbrella in the US.
Again, it's different aroundthe world, of course.
Are those the folks, b2b-wise,that you're selling into?
Is it more HR or is itoperations, etc.
Speaker 3 (10:26):
It really depends, to be honest.
But in the United States, yes,still, in most of the cases, it
is HR People who are looking howto bring better benefits to the
teams, to the employees, andthey are looking for more
(10:46):
creative ways.
Sometimes we do have C-levelmanagers or operational people
who make the decision in thatfield, but in most of the cases
it's HR.
Speaker 2 (10:59):
That's perfect.
So tell me, I've always beencurious about this.
I know you get asked this amillion different times in a
week.
But how does a company budget,or how do they assess what they
should spend on their employees?
And again, historically thishas been on stuff, right, and
you all are thinking more on howdo we create experiences and
(11:22):
stories, but it's still going tobe a budget, still going to be
a line item and Excelspreadsheet somewhere, right?
So how do you guide peoplethrough the budgeting process?
Speaker 3 (11:34):
That's a very interesting question, to be
honest, and I'm not really sureif I'm the best person to answer
this, but through my experiencewith B2B cases and
communication with HR people,yes, sometimes it's really hard
to make.
So, how much you're going tospend on your people and I
(11:54):
always tell to explain them thatyou probably need to count how
much it costs for you to renewone person, because if that
person is going to leave thatcompany, you will have to find
another one.
You have to do the training.
You have to spend money whilelooking for them.
(12:15):
It's going to take time untilthey're going to adjust, know
the company and start to perform.
And the turnovers are always thehardest part for any company in
the world.
And these days especially, itseems like money is not enough
for the people.
Of course it is very important,but it's not enough anymore.
(12:40):
People looking for somethingbigger.
They want to feel valid, theywant to feel special and they
want to have that specialconnection, connection with the
company field belonging.
So it's not I don't think it'sas it used to be previously that
(13:02):
it's all about making moremoney and getting a better
career.
Step.
We see actually a differentsituation than people,
especially now people prefer towork from home, they want to
work remotely, they want to havemore freedom.
Sometimes even people look withtheir very good jobs and go to
(13:24):
nowhere just because money isnot enough anymore.
They want something special.
So I think companies have ahard time now with everything
happening, and it's not an easytask to keep your employees
happy and to keep them motivatedand satisfied.
And this is all.
(13:44):
I'm sorry.
Speaker 2 (13:45):
No, no, no, I was just thinking about this is.
It's funny because we thinkwe've historically thought of
recognition as a way of engagingpeople oh, you've done a
wonderful job, here's this thing, here's this token, here's this
gift, etc.
And let's grown up through theyears and some of those are
pretty sophisticated, some ofthem are really nice gifts.
Some of them might even bepersonalized to the person.
(14:07):
This is different than that andit feels different than that, in
the sense of this is actually apart of your retention strategy
.
So, looking at the lens of HRand the folks in total rewards,
this is actually a differentgame.
This is, yes, you're going toengage them and again
acknowledge them from arecognition perspective, but
(14:29):
you're going to give themsomething that they truly will
remember like.
You're creating a memory whichis far more lasting, which I
think there's more bang for thebuck, if you will.
So, for whatever your giftingbudget was before, this is money
better spent in creatingmemories and helping people
create their own memories andmemories that they want.
(14:51):
So I guess that's somethingelse that I really like about
this strategy is they get topersonalize.
If it's bourbon tasting orwhatever it is, they get to
personalize it.
I love that, if you don't mind,you did give a couple of
examples at the beginning.
I'd like to explore thosewithout like company names or
anything like that, but justlike examples of like where
(15:13):
you've seen people use this onthe B2B side.
And you just really like theexamples of the experiences.
Speaker 3 (15:21):
All right.
Yeah, we recently had quite abig order from one of the
companies.
Unfortunately, I cannot mentiontheir name, but the company is
operating worldwide and theyhave departments and
headquarters.
It is in the United States, butthey have departments all over
the world and for them it ispretty complicated and quite
(15:44):
hard to manage all those people.
It's very big company and theyhave lots of people working for
them and those people havecompletely different needs.
So if you're going to buy allof them the new mug let's say
customized mug it might be anice gift, but it's probably not
going to create memories or, aswe said, life lasting feeling.
Speaker 2 (16:08):
Right.
Speaker 3 (16:08):
And all of them are very different.
So here comes the way we sellbundle of experiences.
You can customize thatcollection.
You can put your team's pictureon on top of it.
You can write your sloganinstead of hours, if you prefer
that Inside that collection.
(16:30):
In most of the collections therecipient gets to choose from
400 till thousands and thousandsexperiences inside of it.
That means someone working inItaly might prefer a pasta
cooking class and someone Idon't know working in in
(16:55):
somewhere in Asia, let's say,they prefer to get a spa
experience.
It's especially hard then.
Companies are big and then theyhave lots of people working for
them and those people havedifferent needs.
So it's hard to come up withone gift unless that gift is
(17:15):
that flexible and stingy.
Speaker 2 (17:19):
I love that.
Okay, I would assume that whenyou show people, especially as
head of growth, you show peoplea demo right Of software.
What do you love to show people?
Come ask you to pick yourfavorite thing in your software.
I understand the difficulty ofthat, like when you just know
when you get to this place inthe software demo that your
(17:40):
their eyes are going to light upbecause they've never seen
anything like this.
Speaker 3 (17:46):
I think for people it's really important once they
understand the benefit of whatTingly can bring.
It's a global product.
It has lots of flexibility,lots of choices for every taste.
Let's say it doesn't have anexpiration date and this was
(18:07):
especially important duringCOVID or in general.
You are not framed to do thatexperience in one year or in two
years.
You can do it whenever you like.
So this is the part once peopleunderstand how flexible Tingly
is and once they understand whatbenefit it brings as connecting
(18:30):
people, creating memories,creating happiness in overall.
It's really when the companiesor the decision makers it seems
like for them it's a shift intheir heads.
It seems like something theygot to know, something really
different.
So I'm usually very happy aboutthat part.
I'm happy to tell them all thevariations we can do and we
(18:56):
generally do that from the ideathat we want people just to be
happy.
Speaker 2 (19:04):
I love that.
Do they, especially compared tohistorical rewards and
recognition software?
Do they need Tingly to be tiedto or integrated with any other
systems that they have?
Speaker 3 (19:17):
Oh no.
So no integration is needed.
Basically, the company makesthe order.
They choose the specificcollection they want.
Sometimes we make to docustomizations, let's say, if
they say, okay so we have lotsof people working in India,
could you please make sure thateveryone gets to choose lots of
(19:40):
different experiences.
So sometimes we even customizethe collection in that way that
we put more experiences inparticular area and once they do
, once they fully choose thecollection they like, we make it
fully customized and then webrand the box and then we ship
(20:02):
that worldwide.
The delivery options and therecipients in this case
employees gets it and then theycome to our website and you can
not only buy Tingly collectionson our website, but you can also
(20:24):
redeem experiences on ourwebsite.
So no additional integration isneeded.
It's pretty easy.
We have a very good customerservice.
It always helps you with easybooking online and if you have
any questions, they always hereto help.
(20:44):
Yeah.
Speaker 2 (20:47):
I love that Last question.
It's about buying questions.
The podcast is really trying tohelp practitioners understand
what's out there hey, Tingly,the Tingly's of the world that
are out there and also how tobuy.
So some of the things that Iasked routinely is just like
great buying questions.
What do you love to on the B2Bside, when you're talking to a
(21:08):
prospect?
What do you love to hear?
What do you know?
Speaker 1 (21:11):
Okay, they get it.
Speaker 2 (21:12):
They understand what we do and they understand how
this is different than thingsthat they've potentially bought
in the past, etc.
So what are some great buyingquestions that you love?
Speaker 3 (21:22):
You mean asked by the corporate?
Okay, interesting question.
I'm not really sure if I havethat one, but usually they
already coming to the idea thatI want something different for
my employees.
I want something different.
I want for them to feel reallyappreciated and really valuable.
(21:45):
I'm looking for that perfectsolution and especially, as I
mentioned, if you have a bigcompany which is operated
worldwide, they have differentoccasions and they just want to
find that perfect solution.
Speaker 2 (22:02):
Yeah, they're looking for something special because
the same old things pre-COVIDare going to work with employees
and so they want somethingdifferent and, again to your
point, global, if they've gotemployees around the world,
which now, because of remotework, most companies that
pre-COVID didn't have employeesaround the world now do have
(22:23):
employees around the world,which is great.
But again, now that creates adifferent thing, because now
recognition, in the way thatwe've historically looked at it,
it was not just broken withstuff, it's also broken because
we couldn't do this.
So I can see them asking you weneed something different, we
need something to engage andretain, we want to make sure
(22:44):
that we recognize people, butultimately we want to create
experiences.
Speaker 3 (22:50):
Exactly, I love it.
Speaker 2 (22:52):
Thank you so much for your time.
This has been wonderful.
I absolutely love what you alldo and it's needed.
This is an a sometimes, oftentimes you will see software
that's searching for a problem.
This is a real problem thatpeople are having, especially in
light of the great resignationquote unquote.
So great work, wonderfulbusiness and thank you for
(23:14):
coming on the podcast.
Speaker 3 (23:16):
Thank you so much, william, it was a pleasure.
Speaker 2 (23:19):
Absolutely, and thanks for everyone listening to
the use case podcast Until nexttime.
Welcome to Recruiting Daly's Use Case Podcast, a show
dedicated to the storytellingthat happens or should happen
when practitioners purchasetechnology.
Each episode is designed toinspire new ways and ideas to
make your business better as wespeak with the brightest minds
in recruitment and HR tech.
That's what we do.
Here's your host, William TinCup.
Speaker 2 (00:25):
Ladies and gentlemen, this is William Tin Cup and you
are listening to the Use CasePodcast.
Today we have Minglong fromTingli, and that's with 2Gs, by
the way.
So T-I-N-G-L-O-Y and we'regoing to be learning about the
business case or use case forTingli.
So, while we do introductions,minglong, would you do us a
favor and introduce yourself andTingli?
Speaker 3 (00:48):
Yes, of course.
Hello, everyone, really excitedto be here.
Thank you, william, forinviting us here.
As you mentioned, my name isMigle and I'm representing
Tingli Company today.
I'm head of growth at Tingliand already spent three years
with the company.
And Tingli started a while agoactually seven years already but
(01:12):
the first years were dedicatingfor developing the product and
in recent years we started tobuild brand image and let to get
to know our audience and letthem know about Tingli.
But the whole idea of Tingliwas that one of our founders
(01:33):
decided that he wanted to changethat culture of gifting and he
came up with the idea thatduring regular celebrations we
tend to give each other stuffwhich does not create any
additional happiness to us, doesnot create memories, doesn't
have a long life feeling, and hewanted to change that.
(01:59):
He wanted to create somethingmeaningful, something that would
connect people, and he came upwith the idea that it's better
to give each other experiencesinstead of old fashioned regular
stuff, which usually doesn'tgive you any good.
So this is how Tingli startedand he wanted that those
(02:23):
experiences would be handpickedand would be something
extraordinary.
So here we go today.
Tingli is experienced giftingcompany.
We are a global product.
That means that the recipientcan choose and do the experience
in almost anywhere in the world.
(02:46):
We sell bundle of experiences,so that means that the recipient
has a full freedom to choosewhatever they like to do.
And maybe they prefer some softkind of experiences like beer
tasting, wine tasting, food touror cooking class in Italy, or
(03:09):
maybe they are more likeadrenaline interested people and
they would like to do somebungee jumping or just ski ride
or something similar, and thatoh yeah.
Speaker 2 (03:22):
No, what I love about this is fantastic.
What I love about this is mywife and I, with our kids.
Years ago, we decided not to doa lot of gifts Christmas and
just do experiences.
Yeah, they do get gifts, but wenoticed, like in the first
couple of years, there's just abunch of gifts and then they
burn through them and it's stuffthat you can't take it with you
(03:44):
.
You're probably not going toremember it and you all have
taken an idea like that.
Like, instead of things likegiving somebody a Starbucks gift
card, which could be consideredan experience, but really
normally it's just a gift cardto go get coffee and it's just a
thing which is good rather thannot getting anything right.
(04:05):
So it's versus nothing.
Okay, so I'd rather have theStarbucks gift card.
But you're then saying there'sno way of experiences Like the
experience that you choose orthat speaks to you.
Speaker 3 (04:18):
Exactly and we, all of the team and everyone
associated with Thingley theyactually believe the slogan
they'll believe in and it saysgive stories, not stuff.
We believe that experiencescreate stories, they create
memories, they connect people,they bring you happiness and
(04:39):
there is so much more value injust the regular stuff.
And it's not easy because it'sa cultural thing and it's not an
easy thing to change, but itseems that in current years we
see a major shift and especiallyafter COVID-19, people really
started to believe this and itseems that they want to spend
(05:03):
more time with their loved ones,they want to spend their time
wisely, they want to spend theirtime doing something meaningful
.
Yeah, so there's a bit ofThingley.
Speaker 2 (05:16):
Do you think COVID most of the people that have
talked about COVID, or whatpeople have learned from the
pandemic is that people havereassessed life, they've
reassessed work, they'vereassessed marriages, they've
reassessed all kinds of thingsin their life.
Do you think that some of thisis an outpouring of that, that I
don't need a thing?
(05:38):
I've been cooped up for three,two and a half years, whatever,
and I want to experience life,because they've seen life be
fleeting in a sense.
Speaker 3 (05:50):
I totally agree with this one and I think this is
what is happening.
It seems people want to livetheir lives now and they don't
want to wait.
I think everyone was veryscared and they lost.
Some of the families lost theirloved ones, and it's a horrible
(06:10):
thing and we always say thereis not better timing than now.
And that shift is happeningright now and actually I'm very
happy about it, not only becauseThingley or completely
separately as a person, I'mhappy to see that people started
to become conscious about whatthey do and how they spend their
(06:34):
time, but they just want toimprove it in a way.
Yeah, but of course, we see atendency and a shift in as a
company as well, and we actuallyquite recently done a survey in
the United States where weasked people about exactly about
(06:54):
COVID-19, how they feel afterCOVID-19, what concerns they
have and is there is any kind ofshift in what they used to do
and what they do now, and we gotthe results, which were
shocking actually, and we werevery pleased with that, because
two thirds of the employees saidthat they would rather get an
(07:18):
experience, get as an incentiveover cash.
So for us that was a veryinteresting finding, and we are
very happy to see that the shiftis happening already.
Speaker 2 (07:33):
So tell us a little bit about the buyer of these
stories, not stuff.
Who are we?
Who's buying?
Speaker 3 (07:41):
All right.
So we do have two sites.
So we have B2C and B2B, let'ssay so.
It's divided in two parts.
So B2C is regular people wholook for outstanding and
extraordinary gift.
(08:02):
It's actually usually women,because women tend to take care
of gifts in their families andto buy those ones for their
loved ones.
But of course we have lots ofmen as our audience too and they
tend to choose tingly onvarious occasions.
Sometimes it's a MerryChristmas gift collection,
(08:25):
sometimes it is happy birthdaywishes, sometimes they choose
wedding gift.
Actually, our wedding gifts isone of the best sellers and it
seems, especially on a weddingday, you want to give something
for those people to remember,and they are usually going on a
honeymoon and you can use tingly, as I said, locally or while
(08:50):
traveling and while they are ona honeymoon.
Yeah, so we have variouscollections and those ones are
dedicated for differentoccasions.
And then there is B2B site.
So we do a corporate gifting aswell, and corporates and
companies tend to choose us asan incentive for their employees
(09:15):
.
They want to create thatconnection and belonging feeling
for their employees.
Their employees would be happyand would spend more time with
their loved ones or with theircolleagues, and it really
depends, but they tend to chooseour gifts for retirement, gifts
(09:37):
for recognition, for incentive,sometimes for prizes if they do
some contest.
Yeah, so it's a two-sided.
Speaker 2 (09:48):
I like that on the business side.
So on the B2B side of things,is it the buyer being kind of
total rewards?
People that are historicallylooked at upon as the people
that have bought not giftingplatform but service awards and
things like that, are those thefolks that historically or
(10:08):
historically, those are thefolks that get the COMP benefits
rewards, kind of total rewards?
And some umbrella in the US.
Again, it's different aroundthe world, of course.
Are those the folks, b2b-wise,that you're selling into?
Is it more HR or is itoperations, etc.
Speaker 3 (10:26):
It really depends, to be honest.
But in the United States, yes,still, in most of the cases, it
is HR People who are looking howto bring better benefits to the
teams, to the employees, andthey are looking for more
(10:46):
creative ways.
Sometimes we do have C-levelmanagers or operational people
who make the decision in thatfield, but in most of the cases
it's HR.
Speaker 2 (10:59):
That's perfect.
So tell me, I've always beencurious about this.
I know you get asked this amillion different times in a
week.
But how does a company budget,or how do they assess what they
should spend on their employees?
And again, historically thishas been on stuff, right, and
you all are thinking more on howdo we create experiences and
(11:22):
stories, but it's still going tobe a budget, still going to be
a line item and Excelspreadsheet somewhere, right?
So how do you guide peoplethrough the budgeting process?
Speaker 3 (11:34):
That's a very interesting question, to be
honest, and I'm not really sureif I'm the best person to answer
this, but through my experiencewith B2B cases and
communication with HR people,yes, sometimes it's really hard
to make.
So, how much you're going tospend on your people and I
(11:54):
always tell to explain them thatyou probably need to count how
much it costs for you to renewone person, because if that
person is going to leave thatcompany, you will have to find
another one.
You have to do the training.
You have to spend money whilelooking for them.
(12:15):
It's going to take time untilthey're going to adjust, know
the company and start to perform.
And the turnovers are always thehardest part for any company in
the world.
And these days especially, itseems like money is not enough
for the people.
Of course it is very important,but it's not enough anymore.
(12:40):
People looking for somethingbigger.
They want to feel valid, theywant to feel special and they
want to have that specialconnection, connection with the
company field belonging.
So it's not I don't think it'sas it used to be previously that
(13:02):
it's all about making moremoney and getting a better
career.
Step.
We see actually a differentsituation than people,
especially now people prefer towork from home, they want to
work remotely, they want to havemore freedom.
Sometimes even people look withtheir very good jobs and go to
(13:24):
nowhere just because money isnot enough anymore.
They want something special.
So I think companies have ahard time now with everything
happening, and it's not an easytask to keep your employees
happy and to keep them motivatedand satisfied.
And this is all.
(13:44):
I'm sorry.
Speaker 2 (13:45):
No, no, no, I was just thinking about this is.
It's funny because we thinkwe've historically thought of
recognition as a way of engagingpeople oh, you've done a
wonderful job, here's this thing, here's this token, here's this
gift, etc.
And let's grown up through theyears and some of those are
pretty sophisticated, some ofthem are really nice gifts.
Some of them might even bepersonalized to the person.
(14:07):
This is different than that andit feels different than that, in
the sense of this is actually apart of your retention strategy
.
So, looking at the lens of HRand the folks in total rewards,
this is actually a differentgame.
This is, yes, you're going toengage them and again
acknowledge them from arecognition perspective, but
(14:29):
you're going to give themsomething that they truly will
remember like.
You're creating a memory whichis far more lasting, which I
think there's more bang for thebuck, if you will.
So, for whatever your giftingbudget was before, this is money
better spent in creatingmemories and helping people
create their own memories andmemories that they want.
(14:51):
So I guess that's somethingelse that I really like about
this strategy is they get topersonalize.
If it's bourbon tasting orwhatever it is, they get to
personalize it.
I love that, if you don't mind,you did give a couple of
examples at the beginning.
I'd like to explore thosewithout like company names or
anything like that, but justlike examples of like where
(15:13):
you've seen people use this onthe B2B side.
And you just really like theexamples of the experiences.
Speaker 3 (15:21):
All right.
Yeah, we recently had quite abig order from one of the
companies.
Unfortunately, I cannot mentiontheir name, but the company is
operating worldwide and theyhave departments and
headquarters.
It is in the United States, butthey have departments all over
the world and for them it ispretty complicated and quite
(15:44):
hard to manage all those people.
It's very big company and theyhave lots of people working for
them and those people havecompletely different needs.
So if you're going to buy allof them the new mug let's say
customized mug it might be anice gift, but it's probably not
going to create memories or, aswe said, life lasting feeling.
Speaker 2 (16:08):
Right.
Speaker 3 (16:08):
And all of them are very different.
So here comes the way we sellbundle of experiences.
You can customize thatcollection.
You can put your team's pictureon on top of it.
You can write your sloganinstead of hours, if you prefer
that Inside that collection.
(16:30):
In most of the collections therecipient gets to choose from
400 till thousands and thousandsexperiences inside of it.
That means someone working inItaly might prefer a pasta
cooking class and someone Idon't know working in in
(16:55):
somewhere in Asia, let's say,they prefer to get a spa
experience.
It's especially hard then.
Companies are big and then theyhave lots of people working for
them and those people havedifferent needs.
So it's hard to come up withone gift unless that gift is
(17:15):
that flexible and stingy.
Speaker 2 (17:19):
I love that.
Okay, I would assume that whenyou show people, especially as
head of growth, you show peoplea demo right Of software.
What do you love to show people?
Come ask you to pick yourfavorite thing in your software.
I understand the difficulty ofthat, like when you just know
when you get to this place inthe software demo that your
(17:40):
their eyes are going to light upbecause they've never seen
anything like this.
Speaker 3 (17:46):
I think for people it's really important once they
understand the benefit of whatTingly can bring.
It's a global product.
It has lots of flexibility,lots of choices for every taste.
Let's say it doesn't have anexpiration date and this was
(18:07):
especially important duringCOVID or in general.
You are not framed to do thatexperience in one year or in two
years.
You can do it whenever you like.
So this is the part once peopleunderstand how flexible Tingly
is and once they understand whatbenefit it brings as connecting
(18:30):
people, creating memories,creating happiness in overall.
It's really when the companiesor the decision makers it seems
like for them it's a shift intheir heads.
It seems like something theygot to know, something really
different.
So I'm usually very happy aboutthat part.
I'm happy to tell them all thevariations we can do and we
(18:56):
generally do that from the ideathat we want people just to be
happy.
Speaker 2 (19:04):
I love that.
Do they, especially compared tohistorical rewards and
recognition software?
Do they need Tingly to be tiedto or integrated with any other
systems that they have?
Speaker 3 (19:17):
Oh no.
So no integration is needed.
Basically, the company makesthe order.
They choose the specificcollection they want.
Sometimes we make to docustomizations, let's say, if
they say, okay so we have lotsof people working in India,
could you please make sure thateveryone gets to choose lots of
(19:40):
different experiences.
So sometimes we even customizethe collection in that way that
we put more experiences inparticular area and once they do
, once they fully choose thecollection they like, we make it
fully customized and then webrand the box and then we ship
(20:02):
that worldwide.
The delivery options and therecipients in this case
employees gets it and then theycome to our website and you can
not only buy Tingly collectionson our website, but you can also
(20:24):
redeem experiences on ourwebsite.
So no additional integration isneeded.
It's pretty easy.
We have a very good customerservice.
It always helps you with easybooking online and if you have
any questions, they always hereto help.
(20:44):
Yeah.
Speaker 2 (20:47):
I love that Last question.
It's about buying questions.
The podcast is really trying tohelp practitioners understand
what's out there hey, Tingly,the Tingly's of the world that
are out there and also how tobuy.
So some of the things that Iasked routinely is just like
great buying questions.
What do you love to on the B2Bside, when you're talking to a
(21:08):
prospect?
What do you love to hear?
What do you know?
Speaker 1 (21:11):
Okay, they get it.
Speaker 2 (21:12):
They understand what we do and they understand how
this is different than thingsthat they've potentially bought
in the past, etc.
So what are some great buyingquestions that you love?
Speaker 3 (21:22):
You mean asked by the corporate?
Okay, interesting question.
I'm not really sure if I havethat one, but usually they
already coming to the idea thatI want something different for
my employees.
I want something different.
I want for them to feel reallyappreciated and really valuable.
(21:45):
I'm looking for that perfectsolution and especially, as I
mentioned, if you have a bigcompany which is operated
worldwide, they have differentoccasions and they just want to
find that perfect solution.
Speaker 2 (22:02):
Yeah, they're looking for something special because
the same old things pre-COVIDare going to work with employees
and so they want somethingdifferent and, again to your
point, global, if they've gotemployees around the world,
which now, because of remotework, most companies that
pre-COVID didn't have employeesaround the world now do have
(22:23):
employees around the world,which is great.
But again, now that creates adifferent thing, because now
recognition, in the way thatwe've historically looked at it,
it was not just broken withstuff, it's also broken because
we couldn't do this.
So I can see them asking you weneed something different, we
need something to engage andretain, we want to make sure
(22:44):
that we recognize people, butultimately we want to create
experiences.
Speaker 3 (22:50):
Exactly, I love it.
Speaker 2 (22:52):
Thank you so much for your time.
This has been wonderful.
I absolutely love what you alldo and it's needed.
This is an a sometimes, oftentimes you will see software
that's searching for a problem.
This is a real problem thatpeople are having, especially in
light of the great resignationquote unquote.
So great work, wonderfulbusiness and thank you for
(23:14):
coming on the podcast.
Speaker 3 (23:16):
Thank you so much, william, it was a pleasure.
Speaker 2 (23:19):
Absolutely, and thanks for everyone listening to
the use case podcast Until nexttime.
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