Here's how you can keep your team motivated and engaged in the fast-paced world of product marketing.

To keep your product marketing team motivated and engaged, start by understanding what motivates human beings: happiness, acceptance, and recognition. Your team members are individuals with emotional needs, so emotional intelligence is key. Provide words of encouragement and show gratitude regularly. Unlike the boss who once told me, "Why should I thank him for doing the job he's paid to do?" appreciating your team's efforts fosters a positive work environment. Recognize achievements, offer growth opportunities, encourage innovation, and promote work-life balance. Empower your team, facilitate collaboration, and lead by example to maintain high motivation and engagement.

A simple and critical distinction upfront is between new business and the current customer base. Who are we targeting most in this product marketing campaign? Who is this designed for, and for whom will we make the most impact?

For me it has always been a mix of tangible goals and impact. Product marketing isn't always tangible (creating "check the box" amount of content to meet a number doesn't make a ton of sense), but great product marketing means peer teams proactively and specifically touting the impact of your work to their business. Are you instrumental in driving sales, is the content you're producing having an impact, etc. Never be afraid when creating goals to be bold about impact and then solicit feedback about that impact.

In product marketing, clear goals align team efforts and drive progress. Set SMART objectives to provide direction and motivation. Celebrate achievements to value work and maintain momentum towards success. Clear goals helps people learn more and grow better. Hence always ensure this.

Para mante-los motivados e engajados, comece conhecendo-os bem. Entenda o seus desejos, suas limita??es, seus medos e compartilhe suas experiencias de forma educativa, como se fosse uma mentoria. Isso criará uma otima conexao entre voces e é um bom come?o. Após isso, os ajude a organizar as rotinas do dia a dia, trabalhe com o Trello ou com Kanban, oriente, incentive, estimule. Seja sempre um líder presente e incentivador. Vai pra cima, TBC??

1. Feedback for Growth: Regular, specific feedback guides improvement. 2. Open Dialogue: Encourage team input to foster ownership and value. 3. Acknowledge Success: Celebrate achievements to motivate and affirm efforts.

Feedback is about trust and maturity. If you develop trust with your team (above and below you), then no one is above coaching or feedback. Honest, tough feedback is enormously valuable delivered in a way where you can collaborate with the receiver on pulling it apart, developing a plan to improve, and moving forward. If delivered purely as a means to knock someone down a rung or if the receiver is always on the defensive, one or both of you have a trust issue and you need to resolve it - quickly.

Always seek feedback from your team members. Give feedback regularly to keep your team engaged. Make it easy to communicate and share feedback. Create time for group meetings and appraisal. This will greatly improve the performance of your team.

Have a plan to help your team members improve their skills. I suggest you regularly host workshops and webinars. Create a book club with team accountability partners and hold regular competitions.

One thing that I think is important here is to also find ways to include your team in trainings for other teams that you work with regularly - I.e. Sales, Onboarding, Customer Support - Knowing how those teams do their job can help your team support them better and in turn be more efficient in their jobs

Customer segmentation can usually be done better. Some data skills go a long way here. Being stronger in Excel helps to find patterns and build customer cohorts to run experiments.

No matter who you are as a manager, it's not about you. Steve Jobs once famously said "It doesn't make sense to hire smart people and tell them what to do. We hire smart people so they can tell us what to do." Collaboration is critical, I believe great managers are quarterbacks (American football) that solicit and organize great input and ideas from others to get to a solution. Ultimately a leader has to make the decision, and it may not feel aligned to the input they received, but stating this up front lets people know they will be heard and their input is important, and most professionals can live with decisions running contrary to their input if they know their input was heard and accepted.

Encourage and help your team members to create a healthy work life balance. Don't bring work into their personal time. Encourage team members to take Breaks and vacation. This will increase the efficiency of your team.