Step-by-step guide to creating marketing KPIs
Posted: Thu Jan 30, 2025 4:02 am
Structural methods
Some of the methods of resolving conflicts in an organization that are suitable for disputes arising from improper distribution of duties, powers and functions in a team, as well as the lack of sufficient motivation among the staff. As practice shows, such situations are easily resolved after an audit.
With its help, it becomes clear which processes and elements of the current system need to be adjusted. However, not every manager, entering into an organizational conflict, is ready to spend time and resources to conduct an audit and find the best solution to the problem.
Structural methods
Source: shutterstock.com
Structural methods of working with conflicts consist of the principle of unity of command, clarification of requirements for work processes, involvement of employees in achieving the organization's goals, as well as setting up a motivation and reward system.
Retaliatory aggression
This method involves the use of force to resolve a conflict. It can be used, but only in situations where the dispute harms the company's business reputation or threatens its existence. Resolving a conflict in this way involves suppressing all participants. After the response aggression, communication between the disputants can be reduced to a minimum.
Download a free selection of tools for calculating KPIs and increasing marketing metrics
Alexander Kuleshov
Alexander Kuleshov
General Director of Sales Generator LLC
Read more posts on my personal blog:
Over the past 7 years, we have conducted architects email list 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:
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
pdf 8.3 mb
doc 3.4 mb
Already downloaded
153421
5 stages of conflict management
In a difficult situation, the manager must be involved in resolving the incident. He will have to act as an impartial judge who has a clear approach to ending the dispute:
Individual conversation
First, it is worth talking to each of the parties to the conflict in an informal setting. This way, you will find out what real concerns the employees have, and find out their complaints. It is worth helping employees to disclose, and you should not try to express your assumptions. To maintain impartiality, prepare the same questions for the parties. Once again, remind them about the confidentiality of the conversation.
Bring people together
Once you have learned each participant's point of view, gather them together, acting as the organizer of the conversation. Set clear rules before it begins. Try to encourage the parties to mutual understanding and respect for each other. Do not allow others to be interrupted, and refrain from personal assessments.
During the conversation:
Maintain a calm tone.
Praise those who actively listen to the other side of the conflict.
Encourage the participants in the conversation to share their experiences and thoughts. Let them share where they are ready to give in and what they lack.
Suggest brainstorming to find a solution.
Remind them of the positive experiences you had working together.
If the atmosphere becomes tense, suggest going on a break. It is worth getting together only after the parties have calmed down. Do not allow passive-aggressive behavior of the conflict participants.
Some of the methods of resolving conflicts in an organization that are suitable for disputes arising from improper distribution of duties, powers and functions in a team, as well as the lack of sufficient motivation among the staff. As practice shows, such situations are easily resolved after an audit.
With its help, it becomes clear which processes and elements of the current system need to be adjusted. However, not every manager, entering into an organizational conflict, is ready to spend time and resources to conduct an audit and find the best solution to the problem.
Structural methods
Source: shutterstock.com
Structural methods of working with conflicts consist of the principle of unity of command, clarification of requirements for work processes, involvement of employees in achieving the organization's goals, as well as setting up a motivation and reward system.
Retaliatory aggression
This method involves the use of force to resolve a conflict. It can be used, but only in situations where the dispute harms the company's business reputation or threatens its existence. Resolving a conflict in this way involves suppressing all participants. After the response aggression, communication between the disputants can be reduced to a minimum.
Download a free selection of tools for calculating KPIs and increasing marketing metrics
Alexander Kuleshov
Alexander Kuleshov
General Director of Sales Generator LLC
Read more posts on my personal blog:
Over the past 7 years, we have conducted architects email list 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:
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
pdf 8.3 mb
doc 3.4 mb
Already downloaded
153421
5 stages of conflict management
In a difficult situation, the manager must be involved in resolving the incident. He will have to act as an impartial judge who has a clear approach to ending the dispute:
Individual conversation
First, it is worth talking to each of the parties to the conflict in an informal setting. This way, you will find out what real concerns the employees have, and find out their complaints. It is worth helping employees to disclose, and you should not try to express your assumptions. To maintain impartiality, prepare the same questions for the parties. Once again, remind them about the confidentiality of the conversation.
Bring people together
Once you have learned each participant's point of view, gather them together, acting as the organizer of the conversation. Set clear rules before it begins. Try to encourage the parties to mutual understanding and respect for each other. Do not allow others to be interrupted, and refrain from personal assessments.
During the conversation:
Maintain a calm tone.
Praise those who actively listen to the other side of the conflict.
Encourage the participants in the conversation to share their experiences and thoughts. Let them share where they are ready to give in and what they lack.
Suggest brainstorming to find a solution.
Remind them of the positive experiences you had working together.
If the atmosphere becomes tense, suggest going on a break. It is worth getting together only after the parties have calmed down. Do not allow passive-aggressive behavior of the conflict participants.