On whether the network Marketing department should participate in the performance appraisal

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It is well known that all departments and positions of enterprises are set up and serviced in order to achieve sales and gain revenue. As a result, many management experience of small and medium enterprises leaders began to the company departments of the staff to send performance indicators and assessment system, and determined to determine once the performance indicators will be how to do, not how to finish. There are examples of this, and there is a way of saying it. We do not talk about finance, personnel, administration and other departments or other full-time departments to participate in performance assessment, we can imagine, we only from the network marketing department, to a simple analysis of whether the network sales need to participate in performance assessment.

Internet economy today, the role of network Marketing Needless, an enterprise without the existence of network marketing, its performance and efficiency improvement will be greatly reduced. The main responsibility of the Network Marketing department is to manage the company website, do well the network promotion, complete the marketing target and so on. But the division of the net sales department is obviously different, programmers, art, editing, SEO optimization, network promotion, marketing and so on each have its own. If the company is small, the network department of things can be a person to catch, its effect is conceivable; If the company has enough strength, to recruit relatively professional personnel and a reasonable division of labor and Management, then do a good job of network marketing is only a matter of time.

At this time, if the network Marketing department to participate in performance assessment, how do we see it? Network Marketing is also a company sales, of course, must have a certain performance indicators, must also complete the relevant performance, participation in performance assessment is also justified, but also inevitable. But if the company will assign performance indicators to artists, SEO, editors, programmers and other employees on the job, what do you think? In particular, if there is a conflict between the area of business assigned by the Network Marketing department and the work scope of the marketing staff, if there is no good coordination, it only emphasizes that everyone must achieve some kind of performance indicator, it will only lead to fragmentation and internal injury. We all go to earn the performance, the area is disorderly, the duty is disorderly, only own department, then, how to talk about the development of the whole company?

The operation profession has specialized, the position establishment itself is the division of labor needs. Not every employee's value needs to be measured by performance. In addition to doing their job, employees can take the initiative to help the company to bear the performance or to help the company find the opportunity to achieve performance, should be affirmed rather than ammunition make it an additional burden on employees. Employees are required to have a marketing awareness-full marketing, this is understandable, but to make all sales, and not necessarily high sales. If just blindly send performance indicators to everyone, and can not really manage the existing sales departments, can not really make every department and position play its due role, can not do a good job coordination, all is empty talk.

Enterprise and market are interactive development, the same, the enterprise internal departments are also interactive coexistence. For example, the network marketing department to win the feedback of the marketing department, for the employees of the net sales department, the feedback and marketing experience of the salesperson who deal with the customer face-to-face is worth to reference and reference, this is also the interaction need of the realistic marketing and internet marketing, and so on. We need constant communication and accurate positioning to achieve the best efficiency of the work, we need to feedback and share to improve efficiency, of course, we know that these are in fact only need a little time. More time, we need to independently finish what has been optimized just to execute. Communication should be open, the work should be serious, not to waste time on some unnecessary entanglements. Therefore, the enterprise only completes the internal sharing, the Division of labor Optimization and the department coordination, can truly exert each employee's potential, the convergence goal, the joint development.

The above is a small part of the former work experience, a little humble opinion, very immature, only for reference.

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