Business scenario
The organization has been experiencing downward trend in profitability largely as a result of poor customer engagement and declining production. The sales and marketing department is not doing better either. A company that does not sell is doomed to failure. However, understanding marketing tactics is not merely about having a good product or service. It goes beyond availing the available products to the target market.
Sales administration in this organization has been growing dismal over the years. Even though marketing is mainly the role of the marketing department in an organization, it is crucial to mention that each employee has a unique part to play in order to meet the overall marketing objectives (Nancarrow, Smith, Ariss, & Enderby, 2015). Unfortunately, the sales and marketing needs of this organization have been left to employees in one department only. The customer care department and public relations office are not apparently collaborating to achieve the set objectives.
The rule of the thumb is that marketing creates demand for generating sales in a business. A good marketing management strategic team should facilitate the work of sales department so that it can, at the lowest possible cost, generate positive returns for a company.
The organization is currently experiencing poor marketing management skills. It is unable to deal with market data that can optimize actions and increase customers’ interest in acquiring what the company offers. Investing in marketing without having real market data at hand may easily lead to organizational failure.
Hence, all the employees of the organization will be notified of a staff meeting as soon as possible. They will be requested to attend the meeting without absenting themselves hence, the meeting will be compulsory (Homisak, 2015). The meeting is expected to proceed for a period of two hours. It will be crucial for all staff members to avail themselves for the meeting due to the critical state of the organization at this moment. Drastic changes should be instituted as promptly as possible.
Agenda
The main reason for holding the meeting is to strategize on better sales and marketing skills for the organization and improve interdepartmental collaboration of employees. In regards to objectives, the meeting seeks to build team effort in accelerating the growth of the organization. It also aims to inculcate the organizational culture of exemplary customer experience in the services offered on a daily basis.
The agenda of the meeting will entail the following elements:
- Deliberations pertaining sales tactics
- Assessment of the present sales and marketing outreach programs
- Evaluation of strategies being used by the organization to retain customers
- Development of marketing campaigns that can improve publicity of the firm
- Analysis of how social media can be incorporated in advertising campaigns
- The present motivational challenges being encountered by employees
- The state of nonperforming sales outlets any viable plans that are underway
- Launching new software products to other targeted regions
- Techniques that can be used to boost sales volume
- How to set and meet sales targets within specific timelines
In order to increase participation during the meeting, each employee should be given a chance to contribute or share his/her views regarding the subject matter being discussed (Mehmood, Nawab, & Hamstra, 2016). Staff members should also be made to know that their input is valued even though they have the freedom to decline from speaking. When introducing each agenda, it should be made as clear as possible so that each staff member can assimilate and contribute towards what is being discussed. Before winding up discussing one agenda, it is crucial to ask questions so that anybody with queries or comments can ask. Finally, the meeting environment should be made as friendly as possible so that members can feel free to contribute their ideas.
References
Homisak, L. (2015). Is It a Staff Meeting or a Gripe Session?.Podiatry Management, 34(4), 149-153.
Mehmood, Q., Nawab, S., & Hamstra, M. W. (2016). Does authentic leadership predict employee work engagement and in-role performance? Considering the role of learning goal orientation. Journal of Personnel Psychology, 15(3), 139-142.
Nancarrow, S. A., Smith, T., Ariss, S., & Enderby, P. M. (2015). Qualitative evaluation of the implementation of the Interdisciplinary Management Tool: a reflective tool to enhance interdisciplinary teamwork using Structured, Facilitated Action Research for Implementation. Health & Social Care in The Community, 23(4), 437-448 12p.