Archive for January, 2007

Cross The Boundary of Marketing Mix

January 30, 2007 at 6:33 am · Filed under Sales and Business Development

Customers are tired with the volume of irrelevant ads and overloading information available over Internet, This is the time to redefine the marketing mix and to implement new marketing strategies. The online success requires technology backend marketing strategy to integrate across channel by optimizing customer contact and customer data management blended with marketing research based on ongoing conversion. Looking to the current trends I think marketers can cross the boundary of marketing mix to drive good performance through finding new avenues and real time interaction with customers. This requires a high level of understanding about the current and future legislation, requirement & preferences of customers through centralizing customer communication & the customer data management.

I am sure you can find the way to convert a large base of customers to loyal customers through better planning,  guidance, monitoring and communication.  There is also need of Customer Lifetime Value analysis in order to retain them on a long-term basis, which requires an insight into customer profitability vs. costs.  The bottomline – the customers need solution,  help &  guidance,  if you focus on these points it will keep coming back more customers and if you are not be able to keep them satisfied  & happy they’ll go somewhere else with their money & their word of mouth advertising for others.

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Learning From Mistake Need Healthy-Degree of Tolerance

January 28, 2007 at 10:53 am · Filed under Human Resource & development

Errors occur when an associate does what he or she is not supposed to do or does not do what he or she is supposed to do. Looking on both aspects particularly the Customers give you the benefit of doubt when something is not done, but tend to be more critical of errors that are explicitly part of not to do list and still occur, since this list is smaller and hence critical when ignored.

It lot depends on the culture of the company as how they are taking things for granted with what to do and what is not supposed to do. Similarly if the culture is one of blame when failure occurs there will be no learning from failure overall in most cultures the tendency is to own success and disown failures, but no doubt there should be a healthy-degree of tolerance for mistakes as long as people learn from it and bystander a learning curve before it becomes natural as hopefully they can produce even better results next times.

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Branding Retail to Attract Talent

January 28, 2007 at 10:50 am · Filed under Human Resource & development

Andrew Levermore, CEO, Hyper-CITY , explains ,” We first need to make retail an acceptable career choice for parents. This will happen as retail personalities emerge as heroes in the business world. A few individual entrepreneurs seen to be enjoying success & riches are a sure way to focus parents’ mind!”

Though Retail has always been a industry that most wouldn’t prefer to pursue as a career as it coming out of it’s much neglected stereotype to carve & esteemed status for itself, on par with lucrative industries like IT & Finance. The sector has been on an upward growth path, with foreign retailers vying with each other to make their entry into different countries. Naturally this had meant that the careers in retail are also opening up along with creation of newer functions that need three vital things to attract talent to Retail industries the “Salary, Prestige & Growth”.

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Why Employees Leave The Organization

January 28, 2007 at 9:41 am · Filed under Human Resource & development

The three biggest factors that can help to attract &  retain employees,  apart from their salary;

* Company inspiration/Progression

* Future Growth/privilege & prospect

* Work and Life balance

The grave reasons due to which employees leave beside compensation are;

* Lack of challenging work
* Lack of growth opportunities
* Lack of Good working environment

Overall the employee wishes to grow up the hierarchy, without realizing that the world gets narrower at the top. Some of the employees quit organization the time they realize their own capability and level of competence that can fetch good salary or just for looking a sound work and life balance while some leave an organization due to an attitude problem or finding their job routine and boring. However it is not practically possible for all organization to slake the aspirations of all its employees with a demand-driven job market, inorganic growth comes easier than organic growth and so on one organizations loss is another’s organization gain, this will remain as an ongoing process.

Also there is a war for talent due to rapid growth across various sectors globally. The industries today not only face a shortage of talent in terms of numbers but also shortage of professionals with the right mix of skills-set and experience though the salary packages are becoming more or less a standard or secondary element.

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Perception and Stimuli Factors

January 21, 2007 at 9:42 am · Filed under Branding


The individual selectively pay attention to things which are interest to them & avoid things which may not be directly relevant, so if you are promoting a product or services targeting to a niche, you need to give importance to the stimuli factors as well which can directly relevant to the interest and need of particular class of people you are aiming.   Each person sees, organizes, & interprets things differently, their views are filtered by perception, which is unique way in which each person sees, organizes, & interprets things.

The selection of stimuli is not random, but depends upon certain factors that relate to personal profile, age, sex, interest, and intensity its size, color, movement, repetition & so on. Stimuli is organized to give some meaning to them as these factors is collated to form an opinion, further depending on the intensity, an individual opinion can be converted to mass opinion. You can avail opportunity to fill the gaps in incomplete information to make them more meaningful & understandable especially if you know the stimuli factors that can impact a large viewers on the basis of experience, hunches & guess.

The information collected & organized remains useless, until some meaning attached to it. Interpretation is the most important element of entire perceptual process. You can change in attitudes, opinions, feelings, and impressions through stimuli factors.

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