Effective Marketing Job Motivation

The SIVA system is a formal approach to the customer oriented marketing. This model focuses on the customer and how they view the operation. The four elements that comprise it are:

Solution – how does the solution meet the customer’s needs/problem;

Information – is the customer aware of the solution and do they know enough about it to make them decide to buy;

Value – does the customer know the value of the transaction, what the cost is, the benefits, and what is the reward they can get if they decide to avail;

Access – where can the customer get the solution and is it readily available.

While the purpose of coaching is to help sales people become more effective, the purpose of counseling is to help marketing people become better adjusted in his work environment. The manager should avoid two extremes of response. One is to maintain that personal difficulties of subordinates are none of his business since private matters should remain private. The other extreme is the temptation to run a psychology practice, prying indelicately into matters beyond his capabilities and legitimate concern. Personal problems deplete the energy of a worker and reduce efficiency. To ignore that a sales person has a serious problem is unwise; probing into it is self-defeating and potentially dangerous.

All employees do their job according to their job description. Anything outside of it is simply “not their job”. A company offers a lot of opportunity for its employees, but not all opportunities are obvious. One has to step “out of the box” to recognize all available options to grow and move up. Join conferences related to your industry and establish new contacts. Avail of trainings and workshops to gain new skills or update yourself on new technologies. Gain more experience, talk to more people, do not limit yourself to your job description. Be proactive, and create the opportunities that would have not been available to you.

Source: Unstoppable by Cynthia Kersey

The job of a marketing manager is a challenging one. This is not only because each aspect of a manager’s function is demanding, but also because one has to accomplish multifarious responsibilities at the same time. The nature of a manager’s job is such that performance in one area is enhanced or inhibited by his success or failure in another. We can look at the Marketing Manager’s job from these three angles – in reference to his market, in reference to his personnel, and in reference to his relationship with higher management. As an effective manager, he must be able to communicate successfully.

Performance – overachievers and underachievers are not noticeable in most organizations. When a marketing person is lacking in motivation or when poor attitude impede progress, counseling is called for. Aimless employees and those without goals but who have superior talents, as well as individuals trying too hard require guidance.
Career – at time, some people who are so talented cannot decide which way to go. Helping these persons choose a career is more than charity; it may be the way to keep him within the company. If a person visualizes the possibilities that are open to him and he knows the way to achieve them, then satisfaction sets in.

With the internet going social, control is not in the hands of the few companies who used to rule the pack but in the hands of the millions of users out there who can make or break all your efforts. Keep track of technological developments and make decisions on which to pursue. Being bold and innovative while managing risks is part of the game and don’t be afraid of failure for its part of the game. How would you know the feeling of success if you don’t know what failure feels? Reward the team the best you can for successes and help out people who may still need boosting in the confidence scale.

At one point or another, somebody will come around and smash the reputation of your group which tends to be quite discouraging. Treat such incidents as motivational drives to get the best of your losses and try to get to the bottom of what went wrong and how you missed out and lost to another team. Getting hold of the other party’s materials and releases may give clues to the what’s, why’s and where’s they got and reverse engineering those ideas may give you the upper hand in the grind of daily marketing strategy. You’re office may have people with hidden talents that could be put to good use. A former web developer might prove handy in developing more interactive ads and marketing campaigns that are all the rage today in the digital age.

Marketing managers use three basic market coverage strategies: undifferentiated, differentiated, and concentrated.

An undifferentiated strategy focuses on the common needs of consumers rather than their different needs. Products are designed to appeal to the largest number of potential buyers.

A differentiated strategy decides to divide and target several market segments, a different marketing plan for each segment to maximize sales and increase profits.

Coverage strategy, the concentrated marketing strategy, gears to serve a large share of one or very few markets, and is best for firms with limited resources. This allows firms to gain stronger position in the segments it targets because of the greater emphasis on these targeted segments.

Marketing your product or service to a limited area does not do much. Eventually you will need to expand to grow your company or your business. Having a large network does not happen in an instant – it is a result of months or years of establishing business or personal relationships with potential clients. Keep track of your clients, even those who have “rejected” your offer or those who were not interested at that time. Keep the line of communication open, not necessarily advertising your business all the time. Maintaining this relationship may not result to a sale, but it may become a bridge for other people to know your company or business, and grow your network.

Give recognition for a job well done. One need not wait for the completion of a project before giving recognition to the staff. Acknowledge an employee for achieving a minor milestone. A pat in the back, a positive word. Recognition need not be grand.

Monitor performance, but do not be too critical. Encourage, give suggestions, lead. Avoid nagging and correcting them as much as possible.

Be visible. Work with your team directly. Do not spend all your office hours glued to your chair.

Be open about your personal life and get to know your team members in a more personal level. Knowing what’s going on with their lives will help you in dealing with their peculiarities.

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