Why the Single Minded Proposition is so important
By Sally Pritchett
CEO
In a world saturated with messaging, finding your brand's unique voice is essential. How can you ensure your brand stands out and resonates with consumers in a meaningful way?
Gone are the days of repetitive and generic campaigns, today’s marketing landscape demands creativity, authenticity, and distinctiveness. Crafting an effective single minded proposition is your tool to cut through the noise and make an impact. Unlike a tagline, your single minded proposition is your brand’s North Star, guiding your communication strategy and inspiring creativity. It’s not about shouting the loudest, but about speaking with purpose and delivering value.
Just as Persil transformed a mundane category with “Dirt is Good,” your brand can leave a lasting impression by uncovering its own unique proposition. Let your single minded proposition be the foundation of creativity, driving campaigns that not only capture attention but also inspire genuine connections.
If the journey to finding your single minded proposition feels daunting, then this article is a great place to start.
So, what is an single minded proposition?
Not to be confused with a tagline or strapline, a single minded proposition is the one compelling reason that a consumer would want to buy your product or use your service. It should be viewed as the most important thing that you can say about your brand. It sits at the heart of a great marketing story as we talked about with Persil. It can also be known as a Key Message or One Important Thing or Key Takeaway or Point of Differentiation.
It is a simple statement and it’s never more than a sentence. It’s about ditching the all the waffle and cutting to the chase.
Here are a couple of great examples of SMPs from campaigns that you may recall:
Brand |
SMP |
Coca-Cola | Choose happiness |
iPod | 1000 songs in your pocket |
Cascade Complete | Cascade Complete makes the sink redundant |
Avis | We’re number two, so we try harder |
Persil | Dirt is Good. |
VW Beetle | Dare to be happy. |
Why is a single minded proposition so important?
The marketplace is crowded with competitors offering similar products with comparative benefits, targeting the same customers. But being completely frank, telling customers what you do isn’t actually that important. What you do for your customers is the most important. This is truer than ever, given the top-down communication approach is pretty much redundant in today’s world and most brands are now fighting to find new and engaging ways to encourage participation with their products and services.
The very best communications focus on one thing; Simple-Minded Proposition. Of course, your product has many great features and benefits that will endlessly enrich lives and are worth shouting loud and proud about. But if you try and cram as many messages as possible into your communication strategy, you risk meaning nothing to anyone. The campaign message quickly becomes diluted.
So ultimately, if you can land on a killer single minded proposition, the thinking of your marketing team, creative team and/or agency will be much more streamlined ensuring the creative juices will be flowing from the outset. A great SMP is memorable and brave! But most importantly, a great SMP can lead to memorable campaigns that evoke emotion in the consumer and make communications much more effective.
What’s the difference between a tagline and single minded proposition?
An SMP is usually not customer-facing or for public consumption. It inspires creative and kick-starts big thinking. A tagline on the other hand more about customers and the value your product provides. Think of it like this – the SMP is the umbrella or ‘North Star’ in the creative process. All communications (including the tagline) should fall from the SMP.
There are however some rare occasions where the SMP and tagline are the same for example – Apple iPod – 1000 songs in your pocket.
How to write a SMP
1. What are THE most important features of your product or service?
Write down the best features of the product or service. What makes your product unique? These are rational, literal things. Dig into the data to understand your customers. Become the consumer. Get to know the product well. Which feature will talk to more of the target market? What can your brand own? What can you claim that the competition can’t?
2. What are the benefits of the features you’ve identified?
Think about what’s in it for the end user. Which feature stands out the most? Why do they care? How do you improve the quality of your customers lives? Remember that benefits talk to the heart. Simply tell your customers why they want it.
3. Agree on one thing that will drive a customer to purchase.
Create a shortlist of everything you’ve written down above and agree on one thing. Remember, deciding what not to communicate is just as important as deciding what to communicate. From here you’ll be able to draft your SMP and you may well go through many, many iterations before one sticks. Remember the Dirt is Good. We know research tells us that consumers respond much better to one idea, so be brave and don’t dilute it.
4. The elevator pitch
Einstein said: “If you can’t explain it simply, you don’t understand it well enough.” Can you say it in one sentence without having to explain anything further? Could you put it on a billboard in Piccadilly Circus on a busy Friday night and your consumer would want to buy your product or service? If the answer is yes, then you might just have landed your killer proposition.
Are you struggling to define your single minded proposition or find one that sticks? If so, then we have a talented team of BIG thinkers experienced in future-proofing brands, just get in touch.
Seamless connections: the evolution of internal and external communications
By Sally Pritchett
CEO
The lines between internal and external communications are increasingly blurring.
In this article, we're diving into the evolving landscape of communications and exploring how businesses can navigate this shifting terrain.
Ever-changing social media and the growing power of employee voices have shifted the traditional boundaries between internal and external communications, presenting a fresh set of challenges whilst also offering exciting opportunities for communicators. This shift calls for a strategic approach that bridges the gap between internal and external messages, fosters seamless communication and embraces the power of a fully connected world
The rise of the employee voice
Gone are the days when internal communications were focused on employee news and updates, and when marketing teams held total control over the brand image presented to the world. Through digital channels and social media, employees have had a platform to share their thoughts and experiences, making their voices stronger than ever before. Internal communications easily and quickly become external news, carrying the potential to impact a brand’s reputation far beyond its intended audience.
Through this change, the impact of negative employee voices is also growing and we are increasingly seeing consumers holding brands to account for the way they treat their employees. A recent ‘Strength of Purpose’ report found that consumers in North America and Europe rank ‘Treating Employees Well’ as the top attribute of a purposeful brand. The study also found that a massive 76% of consumers have taken action in response to a brand doing something they disagreed with, including no longer buying from the brand, switching to a competitor, or discouraging others from supporting that brand.
Case in point: Twitter (or should we say X?) experienced firsthand the consequences of this blurred line. When Elon Musk’s internal communications were leaked externally, it had a catastrophic effect on Twitter’s brand perception and even influenced Tesla’s revenue and credibility. This serves as a stark reminder of the need for thoughtful internal communication strategies that safeguard a brand’s reputation.
Creating authentic connection
Today, job seekers and consumers look for authentic content that reflects the culture and values of a business. Traditional marketing methods and a focus on just showcasing your product or service benefits are no longer enough. Brands are realising the importance of engaging their employees and ensuring that they feel informed and aligned with the company’s values.
While internal communications remain essential, in order to successfully navigate this new landscape, internal and external communicators must collaborate closely. Maintaining strong and consistent communications strategies has never been so important. Shifting to a content-first approach and prioritising high-quality content, irrespective of the audience, will allow for greater control of the narrative and consistency in messaging inside and outside of the organisation.
By embracing this evolution and recognising employees as powerful brand advocates who can have a significant impact on brand reputation, businesses have the opportunity to create authentic and genuine connections with both internal and external audiences.
Let’s embrace the opportunities that the blurred line between internal and external communications offers. Talk to us for support with a seamless communication approach that resonates with all your audiences.
How to build an inclusive workplace culture through authentic conversations
By Sally Pritchett
CEO
In this article, we explore how genuine and authentic conversations can help foster inclusive workplace cultures that unite global teams.
Inclusive workplace cultures are rapidly becoming a top priority for businesses dedicated to boosting creativity and innovation, increasing employee retention, and enhancing overall wellbeing.
A study by the Boston Consulting Group found that employees in workplaces with inclusive cultures were 81% happier in their jobs – three times more than those who didn’t feel included. However, the commitment to an inclusive workplace culture must be visible throughout the organisation, involving all employees from top to bottom.
So, how can you make an inclusive workplace culture visible and start authentic conversations around diversity, equity, and belonging? It can be a daunting task, especially when dealing with an international, disconnected and geographically diverse workforce.
Case study: Building an inclusive workplace culture with ‘Great to Be’
Following a drastic increase in the role of air cargo during and after the Covid-19 pandemic, IAG Cargo experienced extensive and rapid growth – a trend set to continue.
Despite investment in refreshing the IAG Cargo brand mission, vision, and values, employee engagement, pride, and loyalty remained low. The Organizational Health Index (OHI) results also highlighted a gap in reaching the frontline, raising concerns about the fragmented workforce lacking a cohesive sense of belonging and connection to the IAG Cargo brand.
As a naturally diverse business due to its international presence across over 80 countries, inclusivity wasn’t being felt across the global workforce. This was further exacerbated by some employees being directly contracted by the airlines, not the IAG Cargo business, presenting an additional barrier to belonging.
A critical need arose for a new approach to engagement, recognition, and retention. This was the start of ‘Great to be’.
Uniting a global workforce
How did we address this challenge and unite an international and fragmented workforce across 80 countries, creating a sense of belonging?
- Diversity and inclusion were integrated into everyday conversations to create an environment where everyone felt safe to contribute their knowledge and perspectives.
- We launched ‘Great to Be’, a long-term campaign that recognised key DEIB and wellbeing calendar events, demonstrating IAG Cargo’s longstanding commitment.
- The culture change originated from the top, with leadership sponsors championing events and speaking candidly about their own experiences.
- Managers were equipped to become more inclusive leaders, ensuring that everyone was seen, heard, and given the opportunity to succeed.
- Spaces for conversations were created, allowing for open, honest dialogues, and providing a safe place for employees to ask questions and share stories.
- ‘Great to Be’ is just the start of IAG Cargo’s journey towards creating a workforce where all employees could belong. The campaign not only served as a launchpad to unify its workforce but also encouraged continued conversations around crucial diversity and inclusion topics.
To find out how we can help you initiate authentic conversations DEIB with your employees as you look to foster an inclusive workplace culture, get in touch with us today.
Three years as a UK’s Best Workplace for Women
By Sally Pritchett
CEO
We're thrilled to been ranked 7th in our category on the UK's Best Workplaces for Women™ list.
This prestigious ranking by Great Place to Work UK acknowledges businesses that not only cultivate a great working culture but also strive to create a positive and supportive environment for women.
At Something Big we avoid the ‘work hard, play hard’ culture that our London counterparts have become famous for, and instead, we concentrate on doing great work together. We work hard to avoid late-night deadlines by investing in great planning and scheduling so we can maintain our responsiveness to our clients without the cost to our team.
This approach has attracted ambitious, high-performing, experienced, and talented individuals who seek a balance between meaningful work and a fulfilling personal life. As a result, our employe surveys show that Something Big is a great workplace for all.
Understanding the UK’s Best Workplaces for Women rankings
The UK’s Best Workplaces for Women™ rankings are based on the renowned Great Place to Work® Best Workplace™ survey, recognised worldwide as the largest and most rigorous assessment of workplace cultures. To compile this list, Great Place to Work® evaluates women’s experiences in the workplace, considering factors such as trust, equal opportunities, and representation. Women’s reports contribute 85% to the ranking, while gender representation in the workforce and management accounts for the remaining 15%.
As Benedict Gautrey, Managing Director of Great Place to Work® UK, explains: “We’re delighted to announce our 2023 collection of the Best Workplaces™ for Women for the sixth consecutive year. This list celebrates the workplaces that are not just providing a great work environment for all, but are ensuring they’re creating a positive and supportive environment for women too. Each of the companies on our list have been commended by their own female employees who have anonymously told us their workplace has gone above and beyond to ensure that women employees are treated fairly in terms of recognition, training, and promotion opportunities. Ensuring people aren’t discriminated against, placing positive value on our differences, creating fair access and advancement for all, and fostering a sense of value and empowerment in employees is what being a Great Place to Work® is all about. It is fantastic to once again celebrate so many Best Workplaces™ for Women this year, across all sectors and organisational sizes.”
Championing gender equality for fairer, healthier, and happier workplaces
While we are delighted to be recognised as one of the UK’s Best Workplaces for Women™, we also acknowledge that many workplaces still face challenges in achieving gender equality. To learn more about this topic, our CEO Sally has shared an article discussing three necessary steps to foster gender equality in the workplace.
If you too are on a journey of cultivating a workplace culture that values employees and their right to fulfilling work and a balanced life, we would love to hear from you.
‘Growth redefined': unveiling our impact report for FY23
By Sally Pritchett
CEO
Discover the power of proactive action and impactful change in our FY23 Impact Report: 'Growth redefined'.
Discover the power of proactive action and impactful change in our FY23 Impact Report: 'Growth redefined'.
We are committed to creating a meaningful difference, not only through the impactful communications we produce for our clients, but also in the way we operate our business. For us, making a meaningful difference is more than good intentions and promises; it’s about taking proactive action. That’s why we are thrilled to present our FY23 Impact Report, titled ‘Growth redefined’. This report is proof of our unwavering commitment to redefining what growth means and creating a positive impact.
Our impact report provides a comprehensive overview of our efforts in the areas of Environmental, Social, and Governance (ESG) from April 2022 to March 2023. It delves into our initiatives and outcomes, showcasing how we are integrating sustainability, inclusivity and responsibility into every aspect of our business. From raising our voice about the harm of plastic pens to creating a county-wide LGBTQ+ network, our report highlights the tangible steps we have taken to make a difference. We are also excited to share our plans for the year to come.
Our commitment to impactful change
While doing the right thing has always been part of our DNA, our passion for making a positive difference has never been stronger. ‘Growth redefined’ summarises the progress we have made and the impact we have had over the past year. It is a testament to the dedication of our team, who consistently go above and beyond to create meaningful change. Creating a meaningful difference is not a catchphrase for us; it is the driving force behind everything we do. When we encounter challenges, we take action. We don’t shy away or stand on the sidelines; we stand up for what we believe in, even when it’s not easy.
As we celebrate the publication of ‘Growth redefined’, we are excited for the future and the opportunities it holds. Our commitment to making a meaningful difference remains steadfast, and we are eager to continue pushing the boundaries of what is possible. We invite you to join us on this transformative journey as we redefine growth, embrace sustainability, and work together to create a better world.
Celebrating one year as a B Corp: using business as a force for good
By Sally Pritchett
CEO
It's been an incredible journey for Something Big as we celebrate our one-year anniversary as a certified B Corp.
As we reach our first B Corp birthday, we wanted to reflect on this milestone and its alignment with our values and commitment to ethical practices.
The B Corp movement represents a new business approach, prioritising purpose alongside profit. For those unfamiliar with the movement, B Corps are companies that meet the highest standards of social and environmental performance, transparency, and accountability. All B Corps undergo a rigorous assessment to ensure they are making a positive impact in areas such as governance, workers, community, and the environment.
Aligning values with actions
Becoming a certified B Corp last year was a natural progression for us, due to our unwavering commitment to always do the right thing. The B Corp movement embodies our belief that business should be a force for good, not just in words but in actions. By meeting the B Corp standards, we have joined a global community of like-minded organisations that are reshaping the future of business.
Even before our certification, Something Big was on a journey to be a force for good. Doing the right thing has always been in our DNA. But the B Corp framework enabled us to solidify our commitment to social and environmental consideration, and holds us accountable as we work towards making a meaningful difference to people and planet.
The power of community
One of the most inspiring aspects of being a B Corp is the sense of community. We are proud to be part of a global network of businesses united by a shared purpose: using business as a force for good. This community serves as a source of inspiration, collaboration, and learning.
Alongside fellow co-chairs, our CEO Sally has taken a proactive role in leading the B Corp movement locally, by starting B Local Surrey. Recognising the importance of collaboration and knowledge-sharing, Sally and her co-chairs have brought together businesses across Surrey, building a local community of B Corps (and those who aspire to become one) who now meet for networking and information-sharing events.
Growth redefined
As we celebrate our one-year anniversary as a certified B Corp, we are thrilled to be publishing our impact report for FY23, titled ‘Growth Redefined’. This report tells the story of our efforts to create meaningful change for people and planet over the past year. We invite you to check out our impact report and join us in celebrating the progress we have made this year, and the plans we have made for the future.
Together, we can redefine what it means to grow as a business, creating a future where prosperity is not only measured by financial gain, but by the positive contributions we make to the wellbeing of people and the planet. Get in touch if you’d like a copy of our impact report to be shared with you as soon as it is published.
Moving forward with purpose
As we celebrate our one-year anniversary as a B Corp, we are more committed than ever to driving positive change. We recognise that the work doesn’t end with certification; it is an ongoing journey of continuous improvement. We will keep challenging ourselves, setting ambitious goals, and pushing the boundaries of what it means to be a responsible business.
Key insights on diversity, equity, inclusion, and belonging from the UK's Best Workplaces™
By Sally Pritchett
CEO
Want to create a more diverse, equitable, and inclusive workplace? In this blog we share insights from the UK's Best Workplaces™ on how to create a culture where everyone feels valued, respected, and heard.
Last week, we had the privilege of taking part in Great Place to Work‘s first ‘For All Community’ event. The inaugural event gathered the UK’s Best Workplaces for meaningful discussions on diversity, equity, inclusion, and belonging (DEIB).
We heard from DHL (the World’s Number 1 Best Workplace) and our CEO, for a panel discussion on DHL’s global group-wide approach to belonging. Speakers from Cisco (the UK’s current Number 1 Best Workplace), Vodafone and Version 1 discussed the balance of DEIB in today’s world, with a focus on the role of employee resource groups (ERGs). We then heard from The Prince’s Trust, as they shared how ‘listening into action’ can make an impact.
To help you to foster an inclusive and equitable workplace, we have compiled some key insights from the event:
Prioritise communications
Clear and effective communication emerged as a vital element of successful workplaces. An analysis of anonymous feedback from the UK’s Best Workplaces revealed that strong communication was a top reason employees choose to stay. To build trust and transparency, alignment and understanding, and empower the employee voice, businesses need to prioritise their communication practices.
Connect the dots
While the ultimate responsibility for DEIB may vary across organisations, it is crucial for the communications and HR teams to work together and support each other. By fostering a strong partnership, these teams can develop and put in place DEIB strategies that drive positive change.
Maximise the potential of surveys
The phrase ‘what gets measured gets done’ was regularly repeated. Several speakers emphasised the significance of measuring progress to ensure meaningful change. Employee surveys can help you to gather valuable insights and enable you to prioritise employee feedback. Focus on improving survey response rates to gain a deeper understanding of your organisation’s DEIB landscape.
Listen to employee feedback
Actively listen to employees. Provide them with feedback on the insights learned from surveys or other channels. Play back what you’ve heard, what you’re going to work on, how they can help change, the timescales for actions. If there is anything difficult to solve be clear on this and set expectations.
Support ERGs
Employee resource groups and networks play a pivotal role in creating inclusive environments. Organisations need to value the expertise that sits within their ERGs, celebrate them, and provide adequate support and resources. Empower your ERGs to have clear missions and amplify their voices within the organisation.
Encourage human leadership
Leadership plays a critical role in shaping the company culture. Encourage leaders to lead with compassion and vulnerability, fostering an environment where open conversations about DEIB can thrive. Equip them with the necessary tools and resources to navigate sensitive discussions effectively and drive meaningful change from the top.
Foster a psychologically safe culture
Creating a psychologically safe workplace is essential for promoting DEIB. Establish an environment where mistakes are seen as learning opportunities. Equip your teams with the tools so that they can address harmful behaviour through “calling in” rather than “calling out”. Foster open conversations, provide education and awareness programs, and create safe spaces for employees to learn and grow.
Treat people as individuals
Every employee brings their unique identity and experiences to the workplace. Even within a global business with tens or hundreds of thousands of employees, recognise and respect individuality, valuing the diverse perspectives and talents that each person contributes.
Within all the discussions and insights shared at the For All Community event, one key message resonated strongly: do what you can today to keep diversity, equity, and inclusion moving forward. Each day presents an opportunity to make a meaningful difference.
We’re here to help you with your DEIB efforts, supporting you with impactful and authentic communications that foster a genuine sense of belonging.
Diversity and Inclusion Calendar
By Sally Pritchett
CEO
We have created a comprehensive, downloadable, diversity and inclusion calendar for 2023 - so you never miss an important date.
Diversity and inclusion isn’t a short-term objective that you can tick off the list – it’s an ongoing commitment to ensuring that every individual in your workforce feels heard, respected and valued, and has an equitable opportunity to fulfil their potential.
This calendar has been designed to help you keep your diversity and inclusion employee engagement programmes on track. Our DEI calendar includes a wide range of cultural, racial, religious, age, gender, sexual orientation and disability awareness dates.
6 months on: revisiting the ‘plastic straw’ of the marketing and communications industry
By Sally Pritchett
CEO
Six months ago, we voiced our concerns and urged businesses to halt the production of single-use branded pens. To keep up the momentum, we are revisiting the issue today.
Single-use plastics have come under intense scrutiny in recent years due to their significant environmental impact. Governments and large corporations have taken measures to restrict the use of disposable items such as straws, bags, bottles, and cups, reflecting the growing concern surrounding single-use plastics. When reviewing our industries environmental practices, we found parallels between single-use branded pens and plastic straws so launched this campaign six months ago.
The scale of the pen problem continues to be a pressing issue, with approximately 15 million plastic ballpoint pens being purchased worldwide every day. Recycling these pens is challenging due to their composition of plastic and metal elements. Consequently, a large number of pens still find their way into landfills, contributing to the growing problem of environmental pollution.
We know marketing and communications departments can be big culprits in the producing of single use branded pens, often relying on these cheap and easy giveaways for events, launches, exhibitions or campaigns, so we’ve decided to lead the charge in making a positive change. There are more sustainable alternatives readily available, including:
- Biodegradable pencils made from responsibly sourced and recycled paper.
- Seed pencils that contain water-soluble seed capsules, allowing users to plant them and promote eco-friendly messages.
- Compostable pens crafted from materials like cork and wheat straw, which are free from plastic and degrade naturally.
- Refillable pens that can be reused multiple times, minimizing waste.
To ensure the effectiveness of these alternatives, it is essential to provide clear instructions on how to recycle or dispose of them properly, preventing them from ending up in landfills inadvertently.
Leading the charge for positive change
Here are immediate steps that we believe every marketing and communications professional can take when it comes to branded pens:
- Develop long-term branding strategies: When designing promotional items, consider the longevity of the branding. Avoid using elements like specific dates, fleeting celebrations, event names, or short-term campaign straplines that may render the items obsolete quickly. Instead, focus on more timeless logos and permanent straplines to extend the lifespan of all promotional materials.
- Efficient stock and returns management: Implement a robust returns system to collect unused marketing materials and giveaways from events. Encourage colleagues to gather these items rather than discarding them. Regularly review your stock to avoid unnecessary wastage and reduce the quantity of items sent to events based on the returns received. Breaking the habit of providing an excessive number of giveaways can help mitigate waste.
- Responsible recycling practices: If you find yourself with unwanted pens, consider reaching out to local charities, schools, or community centres to inquire if they require useable stationery. If you are a client of ours, then we have established relationships with various schools and charities that can provide a home for unused pens. However if the pens are no longer working, then investigate responsible recycling options to divert them from landfills. Retailers like Ryman offer pen recycling services, repurposing collected pens into garden furniture.
- Embrace creativity: Instead of relying on single-use items, think outside the box and get creative with your giveaways. By offering innovative and sustainable alternatives, you can capture people’s attention, encourage conversations, and leave a lasting positive impression.
Considering the concept of marginal gains, making incremental improvements in reducing reliance on single use branded pens can have a substantial impact. Therefore, it is crucial for businesses to actively pursue sustainable alternatives and implement changes within their own operations. We will continue to refuse to provide our clients with non-refillable, single use plastic ballpoint pens and instead, we’ll be offering more sustainable alternatives. Get in touch if you’d like to find out more about these.
Employee Wellbeing Calendar 2023
By Sally Pritchett
CEO
Stay committed to your employee’s health and wellbeing with our Employee Wellbeing Calendar for 2023.
Engaging your employees and delivering critical health and wellbeing communications is not something you can just tick off the list once a year, nor is it something to pick up when your culture, productivity or morale seem a bit low. Employee wellbeing should be a long-term and ongoing commitment. Clear, consistent and ongoing communication about the importance of physical and mental health is vital.
Use this calendar to help you plan your employee wellbeing programmes for 2023. The calendar includes key health and wellbeing awareness dates throughout the year to keep your business on track.
At Something Big we’re BIG into planning so it’s no surprise our recommendation is to create an annual strategy that works for your business, observing key dates that are relevant to your industry and workforce.