Motivating your team can be as simple as giving genuine, specific praise when it has been earned. Remembering to acknowledge your employees’ efforts in a way that singles out their contributions goes a long way to encouraging continued excellence. Individuals respond differently to motivating techniques, but complimenting a job well done motivates everyone.
The 5,000-plus marketing technologiesare useless without good marketing managers behind them implementing successful campaigns. But many can attest that it isn’t easy getting the right fit into the door. The industry includes plenty of competition for marketing managers for your organization. The number of jobs available for marketers seem astronomical. Lisa Schneider, chief digital officer at Merriam-Webster, wrote in the The Hired Guns she always looks for marketers with creativity and initiative. “It’s great if you can do what your manager tells you to. It’s even better if you can spot an issue, generate a solution, and bring that to the table on your own,” she wrote.
What should you look for in a marketing manager? Here are 4 considerations that our sources say are necessary to be a successful marketer today.
We have come to a point in society where consumers trust what a real person has to say about a product and service more than any shiny advertisement. Trust is a key factor in the customers’/clients’ decision making process. Reputation and credibility of a company can be improved by emphasizing ethical decisions, behaviors, boundaries and ideas. Using leadership skills to demonstrate appropriate business ethics can help build a teams’ culture within a business. In addition, it provides measurable benchmarks for employees to follow as they make independent decisions in their daily duties.
Traits of Leadership
Both managers and employees set the stage in regards to ethics and the way they conduct themselves. The self-respect, pride and dignity that employees feel about their position and the company as a whole, will help strengthen the ethics of the company; you can help instill this ethical pride by conducting yourself above reproach in the ethics arena. Happy employees spread positive experiences with their network of friends and family.
Attracting and retaining high quality talent can be challenging, but with upfront planning and insight it will not only save you money, but will positively impact your bottom line and address what can often be chronic problem in a company or organization. There are various ways to effectively motivate employees, but one plan to consider is creating a Performance Incentive Plan.
No matter how well organized or effectively stated a strategic plan might be, it will not help your business or organization if it is not implemented correctly. Goals cannot be accomplished simply by stating them clearly. Strategy will only take your organization so far; tactics will help you make your strategy a reality. A simple explanation of the difference between the two is given here: “The difference between strategy and tactics: strategy is done above the shoulders, tactics are done below the shoulders.”
Interviewing can be fun and exciting—the thrill of adding new capabilities to your team, thoughts of growth and expansion. Yet, we seldom recognize the cost of moving too quickly. Hiring for the wrong reasons. Rushing the process.
The cost of taking time to find the right person—and pay them what they are worth—seldom exceeds the cost of retraining, decreased morale and the other costs that go along with hiring a ‘bad fit.’ We can all think of examples of an employee who didn’t really match the culture and dragged down the productivity of those around them once they were made a part of your team. With all that at stake, it’s important to engage in the interview process seriously.
Here are a few tips to make your interviews go as smoothly as possible:
