Increasing marketing metrics
Alexander Kuleshov
Alexander Kuleshov
General Director of Sales Generator LLC
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Over the past 7 years, we purchase shareholder database have conducted over 23,000 comprehensive website audits and I have learned that all of us as leaders need clear and working algorithms for our marketing and sales.
Today we will share with you 6 of the most valuable documents that we have developed for our clients.
Download for free and implement today:
Step-by-step guide to creating marketing KPIs
Template for calculating KPIs for a marketer
9 Examples of Universal Selling Commercial Proposals
Upgrade your CPs to close more deals
How to make KPI for the sales department so that profits grow by 20% or more?
Step-by-step template for calculating KPIs for OP managers
Checklist of 12 main indicators for website promotion
Find out what metrics are needed to properly optimize your website
40 Services for Working with Blog Content
We have collected the best services for working with content
How to define your target audience without mistakes?
A proven guide to defining a company's target audience
Download the collection for free
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There is also a downside to industrial training. If nothing changes in the employee's career after upgrading, he will easily leave for a company with more attractive conditions. Or the knowledge gained will be unclaimed due to the lack of progress in the company's development, and the employee will leave for a place where he will be interested in working in a new way.
Key issues in developing a personnel training system
The main skill that all employees should acquire as a result of their studies is the ability to LEARN, to accumulate new knowledge and gain experience, not only in work but in life in general. This principle also applies to companies.
In a constantly changing dynamic world, only those enterprises that have a well-established system of personnel development have a chance to survive. They will be able to adapt to new market conditions faster.
But in order to obtain a decent result, before starting to implement the system at the enterprise, it is necessary to conduct an analysis of the personnel training system and identify the main principles of the program, answering a number of questions for yourself.
Why teach?
This is a fundamental question. Many managers try to solve their own problems related to unprofessional management through staff training. For example, participation in training that develops team spirit in employees should solve the problem of vague distribution of job functions, and training in developing system management should cover up the lack of approved business processes.
Sales trainings are unlikely to solve the problem of losing valuable clients and market share. The solutions offered by the training are not universal and are not suitable for everyone and not always.
As an example, we can cite a story when half of the managers left the company after completing a training course for management personnel. The reason was that during the training, middle managers were introduced to progressive management tools – KPI, strategic management, lean manufacturing, proactive marketing policy, etc.
They simply did not find these tools in their company. And they could hardly hope for their appearance in the future. Therefore, those who became interested in applying the acquired skills in practice decided to move to organizations where they could get such an opportunity. And those who stayed lost their motivation for active work.
An analogy can be drawn with a situation where management sent an IT specialist to study to learn how to use a state-of-the-art computer. The person happily agreed. But if upon returning from the training he realizes that no one was going to buy a new computer, he will most likely move to a company that already has them. So ill-conceived trainings do more harm than good to the staff.
Before organizing training, it is necessary to determine what problem this training will help solve and clarify whether it is relevant within the company. And only then take the next step.
Who to train?
In order to use training opportunities rationally, it is recommended to divide employees into three categories not related to the specifics of production. Such categories exist at every enterprise:
Newcomers are employees who have recently joined the company, have little experience and are still not very familiar with their job responsibilities.
Specialists - they have worked in their place for a long time, acquired skills and experience, and therefore perform their work in a timely and high-quality manner.
Masters are the best people in the company, possessing professionalism and competence in many issues. They implement innovative proposals, find non-standard