?? Wanna turn your clicks to cash? Learn how.

Plus, how to keep the new hire honeymoon phase lasting, and everything to know about premium courses.

Welcome to The Manual Weekly – LI Edition, the can’t-miss newsletter for business leaders. You’ll find snackable bits of news highlighting emerging trends, actionable resources, and proven best practices that can help take your business to the next level.

This week’s must-reads:

• How to get your paid ads to pay you.
• Elevate your compliance game with premium courses.
• And extend the corporate honeymoon phase for new hires.

Do you (or your team) spend unnecessary time searching for information instead of focusing on work? Click below to lock in your answer. (Who knows, you might even win a copy of Sprocesses! ??)

?? Yes, way too much time!

?? Nope!

Template of the week: Compensation Increase Process

Let’s be real — diving into paid ads can be a bit of a maze. When everything clicks, your brand awareness, conversions, and ROI will soar. But if things go south… well, you might as well set your cash on fire.

Here are some tips to remember when defining your paid advertising strategy:

• Clarify your objective. What’s the goal of your campaign? Whether brand awareness, lead gen, or conversions, each will require a budget.
• Know your platforms. Identify where your audience hangs out and focus your ads there. Facebook and Google offer great ROI but are also competitive — choose wisely!
• Split test. Experiment with one element at a time to isolate results, whether it's copy or images.

?? Wanna dial in your paid ad strategy? Peep our Paid Advertising Strategy Process Template to unpack straightforward tips to help you create effective ad campaigns that maximize your budget and keep your brand in the spotlight.?

Check out our entire template archive of free and customizable policy, process, and role starters. New to Trainual? Get a demo.

Why premium courses is your go-to compliance buddy

Did you know 47% of compliance professionals are bogged down trying to find easier ways to meet legal requirements, while only 16% are ready to adopt a strategic approach?

If you are looking to distinguish your business, here are some compliance options:

• Temp trainers: Fast, but knowledge retention is low, scheduling can be a nightmare, and costs can quickly escalate. Think quick fix, not long-term solution.
• Specialized platforms: Expert content and easy online access are great, but the price tag might make you wince, and integration with other systems could be tricky.
• HRIS: If you already use an HRIS, adding compliance training might be budget-friendly and convenient. However, it might lack the depth or flexibility of dedicated options.
• DIY: Doing it yourself is tempting, but it's incredibly time-consuming and risky. Compliance laws are complex — one mistake could be costly.
• ? Premium courses: This is our top pick! Access expert-developed, continuously updated training on compliance and soft skills all in one place (in addition to your Trainual SOPs, of course ??). These puppies are ready to publish and can serve as your key tool for employee development.?

?? Log in to Trainual to get premium courses now!?

How to improve the 6-month corporate dip

Ah, the new hire honeymoon phase — a magical time when everything feels fresh and exciting! As novelty wears off, something funky happens — employees start to feel like aspects of their job are unfair, and engagement takes a nosedive.

Here are three actionable tips to avoid the dreaded "new job hangover":

Fair compensation concerns.

• ? After six months, a whopping 10% more employees perceive their pay as unfair.
• ? Lead with honesty! Share your compensation strategy to clarify any concerns about fairness and keep everyone feeling valued.

Limited career opportunities.

• ? After six months, there’s a?10%?drop in employees who see potential career growth within the organization.
• ? Roll out a 90-day onboarding plan with development-focused check-ins to help new hires spot growth opportunities beyond their first few months.

Poor communication.

• ?Employees feel like two-way communication drops by 8% after six months.
• ? Host executive-level meetings in the first 180 days to keep the lines of communication open and give employees plenty of chances to share their thoughts.