The use of the KPI system makes it possible to record planned and actual indicators. At the same time, the manager clearly sees what methods of employee motivation should be used. The marketer also sees what he is good at and what he is bad at, and understands what he must do to receive a reward, and what he will be held accountable for.
For example, a marketer was able to attract more clients than was required of him according to the plan, as a result the client base grew significantly. For exceeding the plan, he will be additionally rewarded by the management.
Conversely, if an employee has attracted very few clients and failed to meet the planned target, he may not receive any bonus at all. He will only be paid a fixed salary, since his personal indicators will be low. However, monetary reward is not the only way to motivate.
The reward for excellent results boost your business with our doctor database can be interesting trainings paid for by the company, additional days off, gifts, etc. Anything, as long as it inspires the employee. In this case, the marketer will receive a fixed remuneration for work, and according to the KPI system, he will be awarded points that he can exchange for the desired bonuses.
When creating KPIs for employees, the guideline should be a common goal for them and strong motivation. If employees are interested in achieving excellent results, they will work harmoniously, like clockwork, and the company will very quickly reach the desired goal.
Download a useful document on the topic:
Checklist: How to Achieve Your Goals in Negotiations with Clients
3 Most Common Mistakes When Implementing Marketer KPIs
When marketers analyze the effectiveness of online marketing, they have to work with a large amount of information: graphs, charts, numbers... How to organize and systematize this data? After all, some things are really important, while others are not worth paying attention to. Here the problem of choosing the main and secondary effectiveness metrics arises.
The second mistake is a blurred focus. That is, a superficial and vague formulation of tasks:
reduce advertising costs;
increase market share;
increase sales;
achieve a reduction in the number of abandoned shopping carts;
increase website conversion.
What is the optimal advertising budget? What market share should be captured and in what time? What sales should be increased: primary, repeat? How will the indicators be calculated?
The third mistake is the wrong choice of key KPIs. There are many indicators in Internet marketing, and all of them can be analyzed, but within the framework of each project, only some are useful, while the rest will not help increase income. Some marketers see their goal as tracking as