PulsePlus Sales Portal

Appearance

LinkedIn Social Selling Playbook ​

Version: 1.0 | Last Updated: Nov 2025

LinkedIn Strategy Overview ​

Goal: Build relationships and generate qualified leads through authentic engagement on LinkedIn.

Key Activities:

  1. Optimize your profile for trust and credibility
  2. Engage with target accounts' content
  3. Share valuable content consistently
  4. Send personalized connection requests
  5. Nurture connections through conversations

Profile Optimization ​

Profile Photo ​

  • Professional headshot
  • Smiling, approachable
  • High resolution
  • Plain background

Headline ​

Formula: [ROLE] at PulsePlus | [VALUE PROPOSITION]

Examples:

  • "Sales @ PulsePlus | Helping HR Leaders Reduce Turnover by 30% with Gamification"
  • "Employee Engagement Expert | 90% Productivity Gains Through Behavioral Science"

About Section ​

Structure:

  1. Hook: Problem you solve
  2. Credentials: Why you're qualified
  3. Value: What customers achieve
  4. Call-to-Action: How to connect

Example:

Most companies lose $2M+ annually to turnover and low engagement. I help HR leaders solve this.

At PulsePlus, I work with organizations from 100 to 10,000+ employees to transform workplace culture using gamification and behavioral science. Our customers see:
- 30-40% reduction in voluntary turnover
- 226% increase in training completion
- 90% productivity improvements

Research-backed (Microsoft, IBM, Deloitte), privacy-first, and AI-powered to launch in days (not months).

Let's connect if you're exploring employee engagement solutions.
📧 [YOUR EMAIL]
📅 [CALENDLY LINK]
  • Case studies
  • Customer testimonials
  • Demo video
  • ROI calculator
  • Industry one-pagers

Connection Request Strategy ​

Target Personas ​

  1. CHRO / VP HR
  2. Director of L&D / Training
  3. VP of Talent Acquisition
  4. IT Director / CIO
  5. Change Management Consultants

Finding Targets ​

LinkedIn Sales Navigator Filters:

  • Title: "CHRO" OR "VP HR" OR "Director Learning"
  • Company Size: 100-10,000 employees
  • Industry: [TARGET INDUSTRIES]
  • Location: [YOUR TERRITORIES]
  • Posted on LinkedIn in past 30 days (active users)

Connection Request Templates ​

Template 1: Shared Interest ​

When to use: They posted about employee engagement, turnover, or training

Hi [NAME],

Saw your post about [TOPIC]—really resonated with me. We're working on similar challenges at PulsePlus (employee engagement through gamification).

Would love to connect and share insights!

[YOUR NAME]

Character count: 265/300 ✅

Template 2: Mutual Connection ​

Hi [NAME],

I see we're both connected to [MUTUAL CONNECTION]. I work with HR leaders solving [PAIN POINT]—thought it'd be valuable to connect.

Best,
[YOUR NAME]

Template 3: Industry Peer ​

Hi [NAME],

Fellow [INDUSTRY] professional here. I help companies like [THEIR COMPANY] reduce turnover and boost engagement. Would be great to connect!

[YOUR NAME]

Template 4: Event Follow-Up ​

Hi [NAME],

Great connecting at [EVENT]. Loved your insights on [TOPIC]. Let's stay in touch!

[YOUR NAME]

Template 5: Direct (No Note) ​

For low-priority prospects, send connection with no note. Accept rate is similar, saves time.

Post-Connection Nurture Sequence ​

Day 1: Thank You (Immediate) ​

Option 1: Low-key

Thanks for connecting, [NAME]! Always great to meet HR leaders focused on engagement and culture.

If you ever want to chat about reducing turnover or improving training completion, happy to share what's working for our customers.

[YOUR NAME]

Option 2: Value-first

Thanks for connecting! Quick question: what's your biggest challenge with employee engagement right now?

I ask because we help companies reduce turnover by 30%+ through gamification—happy to share some insights if relevant.

[YOUR NAME]

Day 3-5: Share Content ​

Don't pitch. Share valuable content:

  • Case study from their industry
  • Research report (Microsoft, IBM, Deloitte stats)
  • Blog post or thought leadership

Example:

[NAME], thought this might be relevant: [LINK TO CASE STUDY]

It's about how [SIMILAR COMPANY] reduced turnover from 35% to 22% in 6 months using gamification. Interesting read.

Let me know what you think!

Day 7-10: Ask Discovery Question ​

Hey [NAME], curious: how does [THEIR COMPANY] currently measure and improve employee engagement?

I ask because I'm seeing a shift from annual surveys to real-time gamification, and curious if you're exploring that.

Day 14: Offer Value / Meeting ​

[NAME], based on our conversation, I think you'd find value in seeing how [SIMILAR COMPANY] approached [THEIR CHALLENGE].

Up for a quick 15-min call? No pitch—just sharing what's working in [THEIR INDUSTRY].

Here's my calendar: [CALENDLY LINK]

Content Posting Strategy ​

Goal: Establish thought leadership and trigger inbound interest.

Posting Cadence:

  • Frequency: 3-5 times per week
  • Best times: Tue-Thu, 8-10am or 12-2pm (your timezone)
  • Mix: 60% education, 30% stories, 10% promotional

Content Types & Templates ​

1. Stat/Research Post ​

Template:

90% productivity gains from gamification. 🚀

That's not our claim—that's Microsoft research.

Here's what the data shows:
→ 226% increase in course completions (IBM)
→ 89% higher workplace happiness (Industry research)
→ 47% better user engagement (Deloitte)

The psychology is simple: humans respond to progress, achievement, and recognition.

Most companies rely on annual reviews and surveys. The best ones use real-time gamification.

What's your experience with gamification at work?

#EmployeeEngagement #HRTech #Gamification

Include: Eye-catching graphic with stat

2. Customer Success Story ​

Template:

[COMPANY] reduced turnover from 35% to 22% in 6 months.

Here's how:

Before:
❌ Low engagement (52/100 score)
❌ Training completion: 28%
❌ High turnover costing $2.1M/year

After implementing gamified engagement:
✅ Engagement score: 81/100
✅ Training completion: 87%
✅ Turnover: 22% (saved $800k annually)

The approach? Make work rewarding through:
• XP & leveling systems
• Achievement badges
• Multi-step quests for training
• Team challenges

Not theory. Actual results.

Full case study in comments 👇

#EmployeeRetention #CaseStudy #HRLeadership

3. Thought Leadership / Hot Take ​

Template:

Unpopular opinion: Annual engagement surveys are broken.

Here's why:

1. Once a year is too slow
You can't fix problems that happened 8 months ago.

2. Survey fatigue is real
Employees stop caring when nothing changes.

3. Lagging indicators only
Surveys tell you WHAT happened, not WHY or WHAT TO DO.

Better approach:

✅ Real-time engagement tracking
✅ Leading indicators (daily activity, objectives completed)
✅ Continuous feedback loops

Don't measure engagement annually. Build it daily.

Agree or disagree? 👇

#EmployeeEngagement #HRStrategy #Leadership

4. "How To" Educational Post ​

Template:

How to reduce employee turnover in 90 days:

1. Identify who's at risk
Look for: low engagement scores, missed objectives, declining activity.

2. Make progress visible
Show employees their career progression, not just "years of service."

3. Recognize daily contributions
Immediate XP/recognition beats annual reviews.

4. Create team belonging
Shared objectives and team challenges build connection.

5. Invest in development
Gamified micro-learning drives 226% higher completion.

Bonus: Track leading indicators (engagement, training), not just lagging ones (turnover).

Result? 30-40% reduction in voluntary turnover.

What's worked for you?

#TurnoverReduction #HRTips #EmployeeRetention

5. Poll Post ​

Template:

Quick poll for HR leaders:

What's your #1 challenge with employee engagement?

🔴 Low participation in programs
🟡 Can't measure ROI
🟢 Budget constraints
🔵 Getting manager buy-in

Vote below 👇

(I'll share tactics for the top challenge)

#HR #EmployeeEngagement #Poll

Engagement Tactics ​

Comment on Prospect Posts ​

Find: Posts from target accounts about HR, engagement, turnover, training

Comment template:

Great point, [NAME]! We're seeing similar trends in [INDUSTRY].

One thing that's working well: [INSIGHT FROM CUSTOMER/RESEARCH].

Would love to hear your thoughts on [RELATED QUESTION].

Frequency: 10-15 meaningful comments per day

React to Content ​

Engage with posts from:

  • Target prospects
  • Customers (amplify their wins)
  • Industry influencers
  • Competitors (monitor messaging)

Reaction priority: Comment > Share > Like

LinkedIn InMail Templates ​

Use when: Can't connect or need to bypass connection for urgency

InMail Template 1: Research-Based ​

Subject: 90% productivity gains [COMPANY NAME]

Hi [NAME],

Quick question: is [COMPANY] exploring ways to reduce turnover and boost engagement?

I ask because we're seeing 30-40% turnover reduction with companies like [SIMILAR COMPANY] using gamification and behavioral science.

Research shows:
• 90% productivity gains (Microsoft)
• 226% training completion improvement (IBM)
• 89% workplace happiness increase

Would a 15-min conversation be valuable? No pitch—just sharing what's working in [INDUSTRY].

Best,
[YOUR NAME]
[TITLE], PulsePlus
📅 [CALENDLY LINK]

InMail Template 2: Problem-Focused ​

Subject: [COMPANY] employee retention

[NAME],

Noticed [COMPANY] recently [HIRING SURGE / EXPANSION / NEWS].

Quick question: what's your current approach to keeping new hires engaged and reducing early turnover?

Most companies lose 20-30% of new hires in first year. We help cut that in half through gamified onboarding.

Worth a conversation?

[YOUR NAME]

Metrics to Track ​

Weekly:

  • Connection requests sent: 20-30/week
  • Acceptance rate: Target 40%+
  • Messages sent: 15-20/week
  • Response rate: Target 30%+
  • Content posts: 3-5/week
  • Post engagement: Likes + comments

Monthly:

  • New connections added: 80-120
  • Conversations started: 20-30
  • Meetings booked: 5-10
  • SQLs generated: 2-5

LinkedIn Automation (Use Carefully) ​

Tools:

  • LinkedIn Sales Navigator (approved)
  • Dux-Soup, LinkedIn Helper (gray area - use cautiously)

Never:

  • Mass spam connections
  • Generic copy-paste messages
  • Auto-commenting (obvious and spammy)

Always:

  • Personalize at scale (templates + customization)
  • Stay within LinkedIn limits (100 connections/week max)
  • Respect unresponsiveness (don't chase)

Best Practices ​

✅ Do:

  • Personalize every connection request
  • Engage before asking for meetings
  • Share valuable content consistently
  • Respond quickly to inbound messages
  • Use video messages (Loom) for standout
  • Track what works (A/B test messaging)

❌ Don't:

  • Pitch immediately after connecting
  • Send generic templates
  • Ignore responses for days
  • Over-automate (looks spammy)
  • Connect and forget
  • Be pushy or salesy

Sample Weekly Schedule ​

Monday:

  • Post thought leadership content
  • Send 5 connection requests
  • Comment on 10 prospect posts

Tuesday:

  • Engage with comments on your Monday post
  • Send 5 connection requests
  • Follow up with 5 accepted connections

Wednesday:

  • Post customer success story
  • Send 5 connection requests
  • Comment on 10 prospect posts

Thursday:

  • Share industry research/insights
  • Send 5 connection requests
  • Follow up with prospects in nurture sequence

Friday:

  • Post poll or question
  • Review weekly metrics
  • Plan next week's content

Document Owner: Sales Enablement Review Cadence: Monthly (optimize based on engagement data)

PulsePlus Sales Enablement Library

Copyright © 2025 PulsePlus