Nowadays, many companies implement performance or commission to increase the enthusiasm of employees. This is also true in the SEO industry. Because the things they do are relatively boring, many people can’t get motivated and just work hard. What is said above is what is done below. There is no innovation and no ideas. Of course, this is what the boss does not want to see, so he can only use money or activities to stimulate the enthusiasm of employees and improve the harmonious atmosphere in the company. Nowadays, most employees think that they are motivated if they have money, and they prefer to work in companies that offer commissions. It doesn’t matter if they do more things. As long as we can get rewards for our efforts, we will still work hard. After all, life is very complicated. In reality, if you have the opportunity to make more money, you will cherish it.
The company I work for is engaged in foreign trade. In the past few months, many people in our company have resigned. The boss felt that there might be a problem with the system or welfare, so he pulled everyone over for a talk. Most people still felt that there should be a problem. There is a commission-based system, because most promoters in foreign trade companies are paid based on the basic salary plus commission, which makes them more motivated. If our company does not take a commission, no matter how high the ranking rises, it has nothing to do with us. No matter how well we do, it is only someone else's business. It does not matter whether the ranking is good or bad. How much money is given to do as much work as possible. The boss also felt that if things continued like this, more people might leave, which would not be able to meet the company's development, so he decided to let a few of us in charge formulate a commission or performance system. After summary, they all feel that for the benefit of the company and the development of employees, commission should be carried out at the same time as performance. The following is the newly introduced system of our company:
1. Performance appraisal
Performance includes IP, ranking, external links, inclusion, etc.
The company's website construction time is generally short, and the current IP is almost only about 50. There is a lot of room for improvement, so the IP must be increased by 20% every month;
The keyword ranking increases by 2 places every month. Since it has just developed, ALEX ranking is no longer required;
In terms of collection, Google collection is relatively simple and easy. Now the website collection is basically more than 100, so the standard collection is set to increase by 20% every month;
In terms of external links, since I just started working on it not long ago, and Google pays more attention to external links, I need to increase the number of external links. There are currently about 500 external links, and 100 more will be added every month.
Of course, this performance aspect is only in the trial phase, and will be adjusted according to the different conditions of the website each month. This is a standard that every employee must meet every month. Those who fail to meet the target for three consecutive months will automatically leave.
In fact, in the early stages of a website, as long as you do your own thing well every day, these requirements can generally be met, except for those who do nothing.
2. Commission aspect
This is quite troublesome. We need to consider the interests of the boss, director, supervisor and employees. It is quite troublesome. Several of our supervisors discussed it and decided to change the commission into bonuses. Bonuses will be given according to the goals or performance achieved. We will consider the commission later. But I am afraid that employees will only increase performance without commission, and it will be difficult to get bonuses, so the threshold for bonuses is set relatively low, and bonuses are set based on two criteria: IP and ranking:
If the IP increases by 20-50%, the individual reward will be 100 yuan; if the IP increases by 50-80%, the individual reward will be 200 yuan; if the IP increases by more than 80%, the individual reward will exceed 300 yuan, depending on the situation.
In terms of ranking, the ranking is now only on the third page, on the fourth page, and there is no ranking at all. Moreover, it is impossible for only one person to be responsible for each website, so 20 people are divided into 5 groups, with 4 people in each group. It is set that if the website ranking rises by 5 places, the group will be rewarded with 200 yuan; if the ranking rises to the home page, the group will be rewarded with 400 yuan; the top 3 will be rewarded with 800; and the first place will be rewarded with 2,000.
Everyone can tell at a glance that these new sites have just started. To be honest, these bonuses are very easy to get, just use snacks, and there are 2 bonus review standards. The purpose of setting the threshold low is to allow those under me to work with peace of mind and not to leave people. Now it is not easy to recruit a promotion staff. After recruiting them, you need to teach them how to do it first, which is very troublesome. The plan was submitted, and the boss hesitated for a few days before agreeing. The implementation started on the 1st of this month. Finally, no one left anymore, and everyone seemed to be more energetic. The atmosphere in the company was also more lively. They no longer talked about things while eating or smoking, and actually discussed some things about SEO. Skills aside, money is still useful in this world.
This is only a temporary plan, and it should have many shortcomings. It will take several months of testing before it can be gradually perfected. Different websites and different industries have different measurement standards. But one thing is the same. Every employee wants passionate and challenging work, not numb work with dead wages every day. This article was published by Hakka SEO on the game network http://www.rmtssp.com . Please keep the link for reprinting!
Editor in charge: Chen Long Author Hakka SEO's personal space