If a marketer achieves two metrics out of five, then he should receive 2/5 of the coefficient part. Or pay him a percentage of the approach to the planned indicators. There are many options here to get away from a fixed rate.
Choose a KPI for the marketer. Do not use a dozen metrics at once japan number for whatsapp take a maximum of four. They should be related to the company's strategic goals and also correspond to the promotion methods. Explain to the department's marketers that the effectiveness of their efforts will be determined through KPIs. Develop a motivation system.
Differentiate the salary into fixed, as mentioned above, and coefficient.
Implement the new system gradually. If you have a lot of marketers on staff, choose someone responsible for collecting and processing metrics when you need them.
You can also create an Excel spreadsheet for reports. This makes it easier to analyze how a particular specialist is doing at work, whether he needs incentives or whether it's time to promote him.
As we can see, to evaluate the productivity of a promotion specialist, you don't need to know all the intricacies of his profession. It's enough to see the main indicators, drawn up as a report by a specialist in your department. And know them by heart.
