Emotional well-being in work productivity
Have you ever wondered how the emotional well-being of your team affects work productivity? We tell you how to manage it.
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10 Most Requested Profiles in Digital Marketing
Nowadays, job opportunities related to the online world are increasingly common, we tell you what are the most requested profiles in Digital Marketing. But before we start, let’s start at the beginning. Do you know what digital marketing is? We live in a society where these two words have become so famous that we often repeat them without understanding what they are. Well, Digital Marketing, are all those strategies that focus on delivering value to customers through digital media to achieve sales, notoriety or loyalty. In this way, you will face the challenge of connecting your company/brand with the online community in a world where audiences are saturated with information. From TalentFY we are also experts in recruiting or selecting staff for Digital Marketing profiles, if you want to know how our end-to-end management platform for talent selection works you can ask for more information here. The challenge will be to find new ways to reach your customers through the internet and for this the 10 most requested profiles in a team of MK Digital are: Social media manager He is the person who leads the management of social networks. This position will have the responsibility to build the Digital Marketing plan based on the marketing plan and the objectives of the organization. It will also guide the strategy that will define the company’s social media presence. In this position you will have to be very updated with all the trends of the digital world with which you can generate valuable content. Additionally, this charge must be connected with what the competition does and with the measurement of KPIs to make constant adjustments in the strategy. Remember that the online world is constantly changing and staying behind is not an option. Community Manager This is one of the most controversial profiles since in many cases the limits of the assigned tasks are a bit confusing. The Community Manager is responsible for running the strategy created by the SMM, can also participate in the creation of the same, but its function is to implement it. In this way, this position has a great responsibility in its hands: the care of the online reputation and image of the organization. In this position it is necessary to have skills such as attention to detail, time planning, design knowledge, patience to manage PQRs and analysis ability to generate performance reports. Topics such as design and graphic skills will be conditioned by the type of company where you work since some delegate web design and content in this position. Content Creator Here we have the creatives and designers. In fact depending on the organization this position may appear as Creative or Web Designer. The people who occupy these positions will be responsible for doing magic, yes, they are those who graphically/visually reflect the ideas presented in the plan of the SMM. A content creator is responsible for creating pieces of value that generate connection with the audience. This position requires creative people, experts in design, with good writing and interested in the current digital trends. Copywriter This position will be responsible for writing all the texts of the contents proposed by SMM. Among the types of material you can write are blogs, texts (copy) for social networks, emails, newsletter, special content, scripts, among others. The person in this position should have a great passion for research and writing for the internet as well as a lot of creativity. This role should have the ability to write about any topic with the ability to transform ideas into messages that connect with the audience to produce sales. SEO Expert/Consultant (Search Engine Optimization) This position is responsible for optimizing the positioning of the company’s digital communication channels in web search engines. Your challenge will be to get them to appear organically at the top of the search engines to generate traffic to the website. For this, the SEO consultant must use the right keywords, manage the architecture of the web, get input links and verify the outgoing, as well as constantly analyze what happens on the web to implement improvements. Expert in SEM (Search Engine Marketing) This position will be responsible for managing advertising campaigns, paid, to appear in the results of search engines. The person in this position will work with ad creation, use and purchase of keywords, bid management The professional in this work must have the analytical ability to know how to most effectively invest the budget allocated for online ads. Web analyst and developer This position will ensure that the website interface and microsites work properly. This person will work hand in hand with creatives to make their ideas come true on the web with the necessary parameters to have good navigability. In this role the ability to analyze and solve problems is very important as it will support the website and schedule all the necessary changes. E-commerce expert The first thing to be clear is that e-commerce is the equivalent of an online store where there is buying and selling products through the internet. That being so, the e-commerce expert is the person in charge of managing that store creating strategies that make sales grow on the web. For this, the position of the ecommerce must analyze data, improve the user experience on the web, monitor the proper functioning of the online store and update product catalogs. Some of the skills the person in this position should have are the ability to analyze data, writing skills, creativity and market knowledge and digital marketing. Inbound Marketing Specialist Remember that Inbound Marketing is responsible for developing tactics to approach customers, non-invasively, through the creation of valuable content in the digital world. This position will guide the creation of these valuable content following the overall strategy of SMM. They should be able to understand, or sometimes create, the customer journey to develop the most appropriate content for each stage, you should also support the definition of the buyer persona. Its goal will be, through
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8 reasons to quit your job. Don’t let it happen to you!
Work represents a third of our daily lives, and sometimes even more! It would be an exaggeration to say that we spend a third of our lives working because we have weekends and holidays, but we don’t go too far away to say it… That’s why it’s so important to work on what you love, what you like and what motivates you. And, if you don’t get it, at least it’s important that you feel comfortable in the company and with your colleagues. Otherwise, you may end up finding good reasons to quit, and that’s never pleasant. Just as it is not pleasant for the employee, it is not pleasant for the company to lose talent. Bad environment, poor communication or not knowing how to meet the ambitions of employees are some of the reasons to leave the job that we could consider more common. Right down here we leave you a list of 8 reasons to leave work. There are 8 reasons that we have considered relevant, but not the only ones, far from it. It should be noted that we have not added economic reasons, but have decided to focus on more motivational, emotional or conciliation aspects. 8 reasons to leave work I don’t like or motivate my work. It is true that there are jobs that can be expected to be temporary, which are given by circumstantial necessity or even by own contract. But, for a job that is supposed to be long-lasting, you have to take into account a number of aspects. One of the most important is that, both for the company and for the worker, the roles and responsibilities of the post must be very clear (and must obviously be fulfilled). A job is not something that should be sold to the candidate, but something that should be explained in detail. If that company-employee relationship isn’t clear from the start, things can go wrong sooner rather than later. I can’t stand my boss. It’s sad, but this is a very common reason even today. A boss, a leader, should know that a team is not something that should be adapted to their needs, but quite the opposite. If you want to make the most of your team, adapt to what they need, inspire them, understand them and motivate them according to their aspirations. Only then will you get a faithful, grateful and committed team. Otherwise, you will have provided a reason to leave the job to your entire team. In addition, as a company, it would be important to be aware of interpersonal relationships, as well as the opinion of employees regarding their bosses as anonymously as possible. Bad atmosphere, bad companionship. The toxic environment is not only for the employee who suffers it, but also for the company. It is so harmful to employee health that it directly influences the productivity of an entire team, department or organization. If behaviors or toxic environments are detected in a company, it is necessary to treat it and cut it at the root, taking the right decisions or actions (teambuilding activities, coaching, recreational activities in the office…) before reaching more drastic measures. I don’t learn, they don’t offer training. This is one of the motivational aspects that can influence an employee’s decisions. And is that, note that you are not learning anything new, can be a critical point in your job aspirations. It never hurts, on the part of the company, to offer training that keeps the employee alive, with ambition, expectations for the future and hopes of internal promotion thanks to this new knowledge. And not only that, but you’ll also get a grateful team. The position is too small. There are jobs to which you conform and get used so well, that there comes a time when you do it perfectly, without effort or any encouragement. At that point, the body asks for more work, new responsibilities. Otherwise, you’ll be bored. And that’s one of the big reasons to quit. Especially if you see that possible new responsibilities that could fall on you, they delegate them to other people or to new additions. From here, a message to the bosses: trust your team! I don’t feel fulfilled. Although very similar to the previous point, this is not so much related to the fact that the job is small for the worker, but with an ambitious and restless mentality of it. It’s not about workload, but responsibility, impact… the feeling that their work is important and has a real impact on the environment that is proposed. Avoiding this type of leave is complicated, but not impossible if you have a great knowledge of the ambitions and concerns of your staff members. There is no communication. When a worker goes to work routinely and without knowing what he is contributing to the company, it is a bad sign. Insufficient or non-existent communication is synonymous with neglect or disregard for the staff. If you do not want to be one of the reasons to leave your employees, interact with them, implement them in your goals, tell them the results, what they are helping the company and make them participate in the achievements. I don’t have time for anything. We finish the article as we started. If work is a third of our day, shouldn’t we still have two parts to enjoy? A huge workload, the need to work overtime continuously, having to take work home, a long journey from home to work… There can be many reasons why you run out of time to enjoy your personal life, and the company must be attentive to such situations to offer solutions before this becomes a reason to leave work. Offering the possibility of working from home, distributing responsibilities or hiring new colleagues to free you from that workload would surely be a detail that would not only avoid a drastic decision, but also appreciate. Do you think we missed a reason? Have you been through this? What
How to choose the employee of the month?
Human talent is undoubtedly one of the most valuable resources of companies, and as such it must be valued and cared for. Hence the importance of generating dynamics such as employee of the month to motivate the team and fill with pride who is worthy of receiving it. But do you know how to choose the employee of the month correctly? Sometimes we can be naive, and it is common for such initiatives to end up being viewed negatively by employees because some organizations do not manage them properly. Keep in mind that this is a tool that will allow you to improve the productivity of your company as well as strengthen the organizational culture and the spirit of your team as long as you do it well. Today you will learn how to choose the employee of the month in 4 simple steps and what benefits it will bring. Steps for choosing the employee of the month 1. Explore This will always be the first step for everything to go well. We recommend asking questions such as: What do I want employees to do better? If you know what they need to work on a little more you can have it as one of the goals to achieve to be the employee of the month. What are the goals of the month of the organization? These will also be within the employee performance measurement of the month. What are the motivations of my collaborators? By knowing what motivates them, what they like to work in your company you can have more clear what is the best prize for them. What channels do I count on to communicate the initiative? If all your employees don’t know about the dynamics you will have a big problem that will affect your organizational culture. What’s my prize budget? This is very important, remember that the prize should be proportional to what you choose to win it and clearly also according to your budget. 2. Plan ahead After having the clear information you must create the bases of the contest and for this, the most important is to make clear the goals that must be achieved to become the employee of the month, as well as the methodology, the period to be evaluated, the awards (this can be surprising too) and the Publication schedule of the winners. Keep in mind that the whole process must be carried out with transparency and objectivity. For this, the clearer the terms and conditions are, the easier it will be to communicate. Perhaps setting the goals to be achieved can be the most complicated. We help you with some examples, but not the only ones: Objective-based Each post has its objectives and is generally easy to quantify/measure. It’s a way to keep employees motivated to achieve and exceed their monthly goals and avoid making them a routine. In sales this is very clear. By tasks performed. This is another data very easily quantifiable and for which you can even use variousonline tools that will help you to measure them very accurately. Of course, you must decide whether to reward the quantity or the quality of the tasks performed. For punctuality:In this case, punctuality not only referred to the time of arrival at the office, but also in compliance with the established deadlines. It is a way to reward and maintain the discipline and good habits of employees. There are other more subjective variants such as teamwork and professional development, these could be subcategories for other awards that you could consider. For example, your collaborators might vote to give the teamwork award for the person who makes the team improve every day. Remember that the most important thing at this stage is to make it very clear what the evaluation process will be, what will be evaluated and the timeline of the initiative. 3. Take the time to choose a good prize Being the employee of the month means having worked very hard to achieve the objectives and goals proposed so the award must be special, and it is not something extremely expensive, but something well thought out. One of the questions at the beginning was about the motivations of your team, well there is the key. With this information you can provide a prize that motivates and fills with pride not only the winner but all the collaborators. It is said that the details are what is best and if so, if your collaborators see that you have taken the time to understand their motivations they will value all activities much more for their well-being. Any ideas? Well, it’ll depend on your team, but it could be an experience, couple hotel nights, extra vacation days, an increase in salary that month, a gift certificate. The best way to get to know your employees is to talk to them, do surveys and listen to them. 4. Evaluate and give continuous feedback It is very valuable that your collaborators participate in the process by giving ideas on how to improve this type of initiative. This is not a static process but a dynamic one, so we will have to constantly review whether all the points in the plan are right, if they are clear, if they are achievable. Something that you must take care is that if in the process you must modify some criteria you communicate it very clearly to the collaborators and the argument of the change must be very strong, which does not lead to misunderstandings. Bonus: Employee of the month in group The choice of the best employee of the month does not have to be always individual. If your company has a strong departmental culture, very cohesive teams and healthy competitiveness among them, this can allow you to create activities that also reward the “team of the month” instead of a single worker. In case this is not the situation of your company, it may be a good idea to encourage teamwork and improve
How to lead a remote team
Very rapid changes, unpredictable situations, constantly new challenges, adapting to unfamiliar environments… 2020 started and ended like this, and 2021 is on the same path; but we are no longer caught so unprepared. It must be clear that the changes are not only at the corporate level. On a personal level, each employee has his or her own struggle and adaptation process, and even more so if overnight you have to learn to lead a remote team: not an easy task that we will try to help you with in this article. Faced with one of the greatest historical changes in the social and work environment, it is necessary to know how to deal with certain situations that may surprise you or, at least, make your day-to-day life difficult. So, we want to share with you some of the keys to lead a remote team. Complete your IT team! 6 points to lead a remote team Using technology. Undoubtedly, the basic point of your strategy is this. You must be open to new ways of communicating and working. Slack, Teams, Trello, Loomio, Toggl, Google Meet… you have plenty of options to optimize your team’s communication and organization. Facilitate feedback channels. Telecommuting is not the end of communication, far from it! There are many tools that can make life easier, even at a face-to-face level, to generate channels that allow employees to give feedback at any time and on any topic. This aspect is very important for leading a remote team. If you cannot deal with them or see them on a day-to-day basis, you must be aware of their needs and opinions. Clear and fluent communication. Linked to the previous point, this aspect consists of taking advantage of the spaces that have been provided, but also in generating constant and transparent communication with all the necessary tools. Depending on the type of formality or fluidity you are looking for in each case, you can use email, send messages via Slack or call a meeting with Google Meet. You decide, but do it! Find your IT team! Individual and collective spaces. It is important that there are channels to receive and share feedback in order to lead a remote team, but we must also make it clear that we are open to both group and individual communication channels. It will be important for the team to feel that they can count on us at a multichannel level according to the needs of each moment. Not only that, but they must feel comfortable to do so; in other words: create bonds with your team. Build trust and delegate. It is clear that we need to build trust with the team. Employees should know that they can talk to you openly without holding back any concerns. However, one aspect that is not always taken into account is the motivation it gives the employee to notice that trust is bidirectional. Delegating responsibilities is also a great confidence builder. You should not only tell them “you can count on me”, but also “I am counting on you”. This is the moment when you will start to consolidate your team. Empathy. As the person in charge of a work team, you must know how to put yourself in the shoes of each of your team members. The current situation is a direct cause of many emotional instabilities, frustrations and changes to which not everyone adapts at the same pace. That is why, in order to start leading a remote team, you must be clear that the emotional aspects are NOT outside the workday. And you, do you already apply these actions in your team? Do you think it is difficult to lead a remote team or are you not finding it as hard as you expected? We are listening! Try TalentFY in a Live Demo Try our recruiting platform without compromise. And if it doesn’t work for you, YOU DON’T PAY No small print. Schedule Demo Join our News Subscribe and receive our most exclusive content and news every month directly in your inbox.
Main Human Resources KPIs
KPIs will help you to measure and evaluate your actions, as well as to achieve your objectives. Find out today what are the main Human Resources KPIs!