Latest news with #retention
Phone Arena
8 hours ago
- Business
- Phone Arena
Apple gives developers a new way to stop you from cancelling your subscriptions
Apple will allow developers to try and persuade users not to cancel their digital subscriptions. The company is expanding the In-App Purchase framework capabilities with tools for retention messaging. In simpler terms, developers will be able to make offers to any user who tries to cancel a subscription from the special menu inside the Settings app. The documentation for the so-called Retention Messaging API describes four ways for developers to prompt users not to cancel. The options are the following: A text-based message A text-based message with an image A switch-plan message, suggesting a different subscription tier A promotional-offer message with a discount That feature will make it easier for developers to try and fight for the continued subscriptions of their users. Whenever a user wants to cancel, they may be offered a free extension or to switch from a monthly to a cheaper annual subscription. The messages can be updated in real-time, because the API pulls the data from the developer's backend before showing the cancellation sheet to the user. However, the developers cannot change the user interface of the subscription screens beyond providing simple image, text, and button layouts. Apple's suggested cancellation screen | Image credit — Apple That way users will always have a prominent 'Cancel Subscription' button, as well as the 'Confirm Cancellation' and 'Don't Cancel' options, which are currently available. Apple's new API applies to the Apple In-App Purchase system subscriptions. They're listed system-wide on the Subscriptions page in the Settings app. Not all developers use that system, and many big companies prefer to avoid the system and the 30% cut Apple asks API is a pre-release feature, and developers must register their interest to use it. However, Apple will likely open this to all apps with subscriptions in the future. If there's a surprise in this announcement, it's that it took Apple so long to make such features available to developers. Retention offers are something many subscription-based businesses already use to keep their customers subscribed. Apple has always made it easy for users to cancel a subscription, so having an option to make them reconsider might be a welcome change for developers. Often those retention offers come with discounts, so that could be a welcome change for users, too. After all, cancelling a subscription means you already know the service, so keeping it around at a better price might be a better outcome than cancelling it altogether.
Globe and Mail
2 days ago
- Business
- Globe and Mail
Investing in Employee Wellness: Kristie Nicodemus Urges Companies to Prioritize Personalized Wellbeing Programs
Business Development Leader Highlights Proven Benefits of Wellness Initiatives to Drive Retention and Engagement Kristie Nicodemus, Senior Business Development Executive at Mercer and seasoned leader in the employee benefits space, is raising the alarm about the critical need for companies to implement personalized wellness programs to improve employee engagement, retention, and overall company performance. In a recent feature interview, Nicodemus spoke candidly about the connection between personalized wellness initiatives and long-term organizational success. 'Wellness isn't just about offering a gym discount anymore,' said Nicodemus. 'It's about creating meaningful, individualized programs that truly resonate with employees—whether that's mental health support, financial coaching, or flexible schedules.' The Data Behind The Mission Nicodemus' advocacy is backed by compelling data: A 2024 Gallup report revealed that companies with effective wellness programs see 23% higher profitability and 41% lower absenteeism. According to Mercer's Global Talent Trends Study, 81% of employees who feel cared for by their employer plan to stay at their company for at least five years. Mental health support remains a pressing priority, with the American Psychological Association reporting that 77% of employees have experienced work-related stress within the past year. Nicodemus highlights these figures to push leaders beyond surface-level wellness perks. 'Employees want programs that reflect their realities,' she explained. 'Financial stress, caregiving responsibilities, mental health struggles—these are all interconnected. A one-size-fits-all approach is no longer enough.' Beyond Buzzwords: Making Wellness Actionable Throughout the interview, Nicodemus emphasized that wellness must move from a buzzword to a business strategy. She advocates for leadership to model participation in wellness initiatives and for HR teams to engage employees in program design. 'When leaders are transparent about their own wellness efforts, it fosters trust,' she noted. 'And when employees help shape wellness offerings, you create a culture of collaboration—not compliance.' What Individuals Can Do Nicodemus encourages individuals at all organizational levels to become wellness champions within their workplaces. Her advice: Start Conversations: Advocate for wellness needs during team meetings or HR check-ins. Share Resources: Recommend programs, tools, or speakers that have personally helped you. Model Healthy Habits: Take lunch breaks, use PTO, or attend wellness sessions—and encourage others to join. 'We all have a role to play in normalizing wellness at work,' Nicodemus concluded. 'It starts with speaking up and leading by example.' To read the full interview, visit the website here. About Kristie Nicodemus Kristie Nicodemus is a Senior Business Development Executive at Mercer, with over 15 years of experience helping companies strengthen their employee engagement strategies. A recognized advocate for personalized wellbeing, Nicodemus is passionate about creating workplaces where employees can thrive. Contact: info@ Media Contact Contact Person: Kristie Nicodemus Email: Send Email Country: United States Website:
Harvard Business Review
6 days ago
- Business
- Harvard Business Review
3 Ways to Mitigate Executive Turnover
Summary. An experienced C-suite is a proven driver of performance, but retaining senior leaders is becoming harder. According to a Gartner survey, 56% of executives say they are likely or extremely likely to leave their current role in the next two years. Even
Phone Arena
16-07-2025
- Business
- Phone Arena
NFL Sunday Ticket is suddenly cheaper on YouTube TV, but only for some
Receive the latest Google news Subscribe By subscribing you agree to our terms and conditions and privacy policy The fact that some users are getting exclusive discounts only after canceling has raised questions. There's no formal opt-in or visible banner on YouTube TV's platform promoting these deals. Instead, they seem to be part of an unannounced retention effort, sent quietly via email. That could leave many loyal subscribers feeling left out or frustrated that they aren't eligible for the same savings. As someone who subscribed to YouTube TV back when it launched, I can relate to those deciding to cancel. The service once stood out as an affordable and flexible cable alternative. Over the years, though, prices have climbed steadily. Today, it's often more expensive than some traditional TV bundles, especially when adding premium sports content like NFL Sunday Ticket. The decision to offer steep discounts only to lapsed users also doesn't sit well with everyone. It may encourage users to cancel just to receive a better deal later. And for subscribers who stick around year after year, the lack of similar offers can feel like a penalty for staying loyal. Ideally, streaming platforms like YouTube TV would focus on upfront transparency and equal treatment across their user base. Until then, the NFL Sunday Ticket deal might be a nice bonus—if you're lucky enough to receive it. The fact that some users are getting exclusive discounts only after canceling has raised questions. There's no formal opt-in or visible banner on YouTube TV's platform promoting these deals. Instead, they seem to be part of an unannounced retention effort, sent quietly via email. That could leave many loyal subscribers feeling left out or frustrated that they aren't eligible for the same someone who subscribed to YouTube TV back when it launched, I can relate to those deciding to cancel. The service once stood out as an affordable and flexible cable alternative. Over the years, though, prices have climbed steadily. Today, it's often more expensive than some traditional TV bundles, especially when adding premium sports content like NFL Sunday decision to offer steep discounts only to lapsed users also doesn't sit well with everyone. It may encourage users to cancel just to receive a better deal later. And for subscribers who stick around year after year, the lack of similar offers can feel like a penalty for staying loyal. Ideally, streaming platforms like YouTube TV would focus on upfront transparency and equal treatment across their user then, the NFL Sunday Ticket deal might be a nice bonus—if you're lucky enough to receive it. Grab Surfshark VPN now at more than 50% off and with 3 extra months for free! Secure your connection now at a bargain price! We may earn a commission if you make a purchase Check Out The Offer Some YouTube TV users who canceled their subscriptions are now seeing offers in their inboxes for discounted NFL Sunday Ticket plans. According to a Reddit post, a former subscriber reported getting an email from YouTube TV offering $96 off the NFL Sunday Ticket package. This lowers the price to $282 for existing YouTube TV subscribers. The user said they had canceled their service earlier this year after March Madness ended. Based on their post, it seems YouTube TV may be targeting users who left after major sports events wrapped Reddit commenters mentioned they received smaller discounts, such as $48 off. However, there is no consistent pattern across the reports. That suggests the discount amounts might vary based on account history, subscription length, or cancellation timing. So far, YouTube has not confirmed that it's running an official promotion, and it's unclear how many former users are getting these NFL Sunday Ticket costs $378 per season for current YouTube TV subscribers. For those without an active subscription, the standalone version runs $480 annually. Prices go up if users add RedZone access or choose monthly billing. While this year's pricing remains the same as last season, some viewers still see the package as too expensive for what's offered.
Forbes
16-07-2025
- Business
- Forbes
5 Questions Leaders Should Be Asking Right Now: A Summer CEO Checklist For Smarter Talent Strategy
A summer CEO checklist for smarter talent strategy: 5 questions leaders should be asking right now As inboxes slow down and meetings taper off, summer offers a chance for business leaders to reflect and prepare. With AI accelerating, talent expectations evolving and pressure to deliver mounting, the choices leaders make now will shape their resilience tomorrow. Drawing on the latest insights from global research, here are five critical questions I believe every leader should be asking this summer. 1. Are we investing in employability or just managing vacancies? Hiring to fill gaps is one thing. Building capability for the future is another. Data shows that 67% of talent now prioritize long-term employability over remote work options. And more than 50% prefer access to skilling over flexibility. In short, people want to grow, not just work. Employers that make skills development part of their value proposition go beyond helping their teams stay relevant. They're building a more agile, future-ready organization, especially crucial in the face of accelerating AI adoption. 2. What are we doing to retain the talent we already have? Retention is the new recruitment. The data makes it clear: 60% of workers would take a lower salary to reduce stress, and 41% have already done so. We're also seeing people trade pay for time autonomy, flexibility and shared values. To retain great people, leaders must recognize that today's talent are strategic - and personal - in how they assess their career path. It's no longer only about salary or status. It's about support, progression and belonging. 3. How can we empower talent to shape the future with AI, not be sidelined by it? AI offers powerful opportunities to alleviate talent scarcity and address skills gaps, but only if its benefits are shared from a place of inclusion. According to the AI & Equity report, access to AI tools and training is uneven: only 29% of women say they have AI skills, and just 33% of workers globally have been offered training. Meanwhile, the WEF Future of Jobs Report shows that 86% of employers expect AI to transform their business by 2030. The risk? A growing AI skills gap that leaves talent behind and doesn't realize its full business potential. So, are we amplifying human potential with AI - or unintentionally excluding it? 4. Are we actually listening to our people, or do we just assume we know what they want? The Workmonitor 2025 report found that nearly half of workers would quit if they felt their values didn't align with their employer's, and over 30% have walked away due to unmet expectations. But here's the nuance: what flexibility, growth or wellbeing means can vary greatly by individual. Employers need to move from generalized assumptions to personalized listening, not just in engagement surveys, but in everyday interactions and decisions. 5. Are we leading with courage or comfort? Periods of calm - like the summer slowdown - are prime opportunities to challenge the status quo. Whether it's rethinking job design, piloting new work models, or working with inclusive approaches in how we attract and develop talent, it's the time for decisive moves. According to the WEF, up to 39% of today's core job skills will change by 2030, and 59% of the global workforce will need reskilling. It's a clear signal that businesses must act with urgency and ambition to develop and empower talent. A final word Leadership is about thinking longer, beyond the current trends and seeing the bigger picture on the horizon. Summer gives us the space to do that. The leaders who use this moment to reflect on their talent strategy will return stronger, more focused and better prepared to build the kind of organizations the future demands.
