Spring Cleaning Community Challenge

• One piece of content you retired — We’ve currently gone through a major content audit this half to help us clean out the old and refresh with the new. We retired content that no longer met our brand requirements or our sales teams' needs. This started to clutter up our instance; we would get feedback from the team often about content that wasn’t updated or in the way of finding the content they were looking for. This major audit helped clean out the instance, and now our reps have no issue finding exactly what they are looking for. 

• What you refreshed or replaced it with — We partnered with so many cross-functional teams, product Marketing, alliances, etc., to help us update content that was still needed with more updated data and intel. 

• How you decide what stays vs. what goes - We heavily rely on our seismic insights and the Keep, Review, Archive recommendations. If content isn’t being clicked on or viewed and we have had it live for a long time, it probably is content we don't need or needs an update. 

• One thing you recently removed or updated from your onboarding program — Along with our content, we have done a complete Learning audit as well. It has been a few years since we built our learning onboarding program, and some specific lessons have been updated along the way; however, in the bigger picture, they need a HUGE refresh. We are updating the format and modality of the messaging that needs to be learned by our new hires based on a lot of feedback from recent cohorts and old content videos (Featuring old employees).

• What you added to better reflect today's buyer, product, or market - for us, it's really the modality of the content being absorbed and how the learner learns best. We have some new content going in, but it’s really a refresh of the old 

• How you measure whether onboarding is actually working - We’ve adopted Seismic Programs for new hire onboarding - we also measure time to first deal and review back to those reps who completed all of their New Hire Onboarding, and compare time to first deal with those who may not have finished. 

• One piece of content you retired —

  We retired an entire collection of legacy content that had not been touched in quite a while, we were able to remove outdated messaging, old branding, and value props that no longer reflected who we are or what we sell.  The decision was easy once we ran a full content audit. These assets weren't just stale, they were creating clutter. This was intentional to prevent reps from spending time hunting, instead of finding content they need. Cleaning them out didn't just free up space in our Seismic instance. It sharpened our library, restored seller confidence in what they're sharing, and made room for content built for the buyer we're talking to *today*.

• What you refreshed or replaced it with — We partnered with Marketing and Alliances to replace what was retired with updated decks, refreshed case studies, and on-brand collateral that reflects where we are today. The result is a leaner, more trusted library that gives sellers exactly what they need to show up confidently in front of any buyer.

• How you decide what stays vs. what goes -  We let the data decide, using Seismic's content analytics to see what was actually being used, shared, and converting, and anything collecting digital dust got cut. If it didn't reflect our current brand, resonate with today's buyer, or earn its place in the library, it was gone.

• One thing you recently removed or updated from your onboarding program — We overhauled our onboarding program from the ground up after cohort feedback made it clear that outdated videos, stale messaging, and legacy formats were no longer setting new hires up for success. Everything — from the modality to the content itself — is being rebuilt to reflect who we are today, not who we were when the program was first built, including eliminating videos featuring old employees.

• What you added to better reflect today's buyer, product, or market - The biggest shift wasn't the content itself — it was how we deliver it, moving away from passive, one-size-fits-all videos toward formats that match how today's learners actually absorb and retain information. 

• How you measure whether onboarding is actually working - We track what actually matters, using Seismic Programs to monitor new hire completion, then measuring time to first deal to see whether onboarding is translating to real performance. The proof is in the comparison: reps who complete the full program consistently ramp faster than those who don't, and that data drives every decision we make about our program going forward.

• One thing you recently removed or updated from your onboarding program — We overhauled our onboarding program from the ground up after cohort feedback made it clear that outdated videos, stale messaging, and legacy formats were no longer setting new hires up for success. Everything — from the modality to the content itself — is being rebuilt to reflect who we are today, not who we were when the program was first built, including eliminating videos featuring old employees.

• What you added to better reflect today's buyer, product, or market - The biggest shift wasn't the content itself, it was how we deliver it, moving away from passive, one-size-fits-all videos toward formats that match how today's learners actually absorb and retain information. 

• How you measure whether onboarding is actually working - We track what actually matters, using Seismic Programs to monitor new hire completion, then measure time to first deal to see whether onboarding is translating to real performance. The proof is in the comparison: reps who complete the full program consistently ramp faster than those who don't, and that data drives every decision we make about our program going forward.

• One piece of content you retired — we’re reviewing all our items right now, anything that has been used by the teams or updated within the past ~6 months is coming down. All our content has to also have an accurate “Expert” so they can own the reviewing going forward and make sure content stays fresh. 

• What you refreshed or replaced it with — As our own products are moving fast and furious with AI - new items are coming and we’re working through what older content pieces can come down, or get the AI layer and be refreshed. 

• How you decide what stays vs. what goes LiveInsights is helping us find the stale content, and give the data points to those owning pieces to say Yay or Nay to keep items or not. Having the data helps show the teams - your content is resonating or sorry the team isn’t using something and we need to pull it down. 

One piece of content you retired — We perform quarterly audits. The most common items we retire include:

• Outdated or time-bound materials
• Content and strategic insights that are no longer relevant
• Assets that are off-brand or do not meet current standards

What you refreshed or replaced it with — We maintain a continuous flow of new content driven by:

• Product launches
• New initiatives and campaigns
• Updated messaging and priorities

. How you decide what stays vs. what goes (bonus points if Seismic or AI is part of your process!) -

• We leverage Seismic Insights (including Keep, Review, Archive recommendations) to guide decisions. We’ve intentionally tightened the criteria to prioritize content that is actively used—our strongest indicator of value to sellers.
• Beyond insights, we flag content that:
  • Does not follow naming conventions
  • Lacks a clear description
  • Is missing key metadata or tagging
• We partner with our content contributor network (premium users) to:
  • Update content that still has value
  • Retire content that no longer serves the business
• We also use audits to review search behavior and trending queries and then update search synonyms to improve findability and align with how sellers are searching.