I recently trained two new managers on the SEO team, and it made me realize the lasting relevance of these questions. We find that employee desires often fall into the following categories: Job title: The most common response, as many people aspire to a better title and the benefits it brings, which often includes other categories. Money: A classic response, but not usually the first one mentioned. Responsibilities: The opportunity to work on different internal projects.
Status: Similar to a job title, but different, status is about hungary whatsapp number data importance rather than the job title itself. Learning: Opportunities to grow professionally, such as attending conferences or developing new skills. Bigger or different clients: This is particularly important for agency SEOs, especially those who have progressed from smaller clients to larger ones. It’s critical to understand the desires being expressed, what they really mean, what the priorities are, and how they evolve over time. For example, a technical SEO with a development background might prioritize learning initially, but as life circumstances change (such as starting a family), the financial aspects may become more important.
If someone expresses a desire to move up, probe further. What exactly do they want out of it – a title, a salary or additional responsibilities? One of our SEOs explicitly expressed a desire for a higher salary, not for luxury, but to achieve pay parity with partners. By understanding these motivations and goals, you can better support each team member’s career path. However, it’s also important to recognize that you can’t meet their ambitions and communicate this transparently to maintain trust, a key component in any relationship.
ently trained two new managers o
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