Renewals/should be renewed by due customers, and renewal generally refers to the ratio of the amount actually renewed/should be renewed by due customers. Of executive list course, each company has different algorithms. As long as the road is wild, the renewal rate can be doubled. . In the above indicators, regarding renewal, my personal experience is executive list that the core of process indicators is delivery and use, and the core of outcome indicators is the renewal rate, and the two should form a statistical causal relationship, or at least a strong correlation. , in this way, you can grasp the process and get the results, truly do a good job in the process, and make contract renewal a natural thing.
Of course, it does not mean that service indicators are not important, but that compared with the indicators that are not easy to grasp, there executive list are actually many more active use. After all, we are a commercial product, and the customer actually depends on the effect. The product is used well, and it is not unacceptable to continue scolding, haha. 2. How to design effective incentives based on goals Ok, after determining the goal, we need to executive list design the incentive content corresponding to the goal, how to design it specifically, how to design short-term incentives, and how to design long-term incentives.
This is a very big topic in the field of human resources, and it can’t be finished all day and night. I mainly share a few difficulties and problems executive list in the process of design and implementation. Is it the main assessment process data (delivery, activity, health score), or result indicators (renewal rate, renewal rate)? Are customer renewal fees for commission or performance? Should the renewal be done by sales or by csm? What should be the ratio executive list of basic salary, performance, and commission? Regarding point 1, from the perspective of health and development of the natal period, I think we should focus on the assessment.