One of the questions i shared with a colleague the previous time was how the seo team's performance was evaluated and what criteria should be set, as was the case with their company, which was trying to create a new seo team。
How do you evaluate a team's performance
This friend, who is currently in charge of the project, has little experience in forming a team, has recruited several seos, and the problem is how to run the performance appraisal, which is very important to the seos, after all, in terms of wages。
Based on his own experience, i can only give him a few suggestions, perhaps not suitable for his corporate environment, but only to learn from it. The seo team includes an exterior commissioner, website editors, website technicians, etc. This composition needs to be realistic, with some teams being divided more or less closely。
First: standard-setting of daily workload
In short, the work of seo is mainly about content and the external chain, i. E., the writing of content and the construction of external links. In fact, the work of seo is very detailed, but none of the current seo teams will do so, because it will certainly increase the cost of seo, and it does not seem necessary to do so in the light of today’s demands on the seo market。
It is not a very good way to give employees a certain amount of work that they have to perform their assigned tasks on a daily basis, and it is easy to discourage them. It is clearly unreasonable to rely on this task in a team performance appraisal, for example: one employee issues only 50 extra-chains per day, but the key words are used in the given time, while another employee publishes many extra-chains per day, even more than the assigned number of tasks。
Ii. Wage structure in the form of a floor increment
Most of the salaries of seos are fixed, and for more than two years they have been employed in seos. During this period, many of their peers, especially those who are the best at the enterprise station, have been largely unpaid, i. E., they have fatal disadvantages as long as they complete the assigned workload。
Most directly, work efficiency cannot be improved and employees are certainly less motivated to perform their tasks. I am, for example, an outer-chain commissioner whose task every day is to issue 300 extra-chains, so that many of the seo's people are out-chained for the sole purpose of delivering them, which is certainly a negative working attitude. In fact, the most important incentive for employees is wage treatment, which is structured in the form of a minimum salary increment, which is assessed according to the employee's abilities. In the performance appraisal of a seo team, it is important to consider this first, how to calculate the calculation, and what the minimum salary should be。
Third: what kind of performance test is best for companies
The specifics of each company are different, ranging from the start-up of new companies to the formation of new seo teams, to the already rich team experience, which belongs to this friend. For a new company and team, it is of paramount importance to attract talent, which is, after all, the most valuable thing. Therefore, when setting performance criteria, should it be more for the staff to think about how to retain skilled staff。
The most problematic issue for a new company or team is the precariousness of the staff and the frequent departures, which must have a serious impact on the day-to-day performance of the seo team, which is based on two principles: fairness and efficiency. Unfairness is not enough, and it makes little sense not to be able to test really for efficiency. The seo job requires a certain amount of quantification, but it cannot turn seo personnel into mechanical tools. Many companies are used to using seos as an external chain tool and content-writing software!
A seo team needs motivation and passion, and more power to bring its members together. A few people, or even a dozen people, are going to complete a seo project. Everyone has an essential role to play, of course, in terms of payback and more natural returns. The seo team's performance appraisal is a recognition of the results of our efforts, and “reward for merit” is essential. It is an effective incentive mechanism that rewards everyone's performance by evaluating performance. Perhaps the most needed in the future of seo industry is team managers, or seo directors or managers, who need not only hard expertise, but also valuable team management experience. As a seo, we should move in that direction。
