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The key here is to get together regularly and do things together. Organize a team building activity at least 4 times a year. One time a serious event, the other time a relaxed leisure activity. You will see that there is more bonding within the team and that colleagues are more willing to go through fire for each other.

5. Stay Critical

Evaluate their work regularly and be positively critical. Constructive criticism never hurt anyone.

Staying positive critical is also a way to make sure your employees stay sharp and don’t slack. We all need that. And a workplace remains a workplace and not a playground. Although, if you’ve ever been to Google…

 

6. Offer special rewards

Within the online marketing agency world, employee rewards can be quite creative. Below is a list of examples of creative rewards:

  • Shares as an end-of-year bonus, which increases your importance to perform well.
  • An annually growing cash bonus to increase your loyalty. Think of Frenkie de Jong’s contract with FC Barcelona.An annual personal development budget for training or coaching.
  • A plant of your own to care for. This has actually b

7. Be transparent

Being transparent in your employership is always a good idea in my opinion. It prevents negative talk in which employees gossip with each other about what is really going on within the company. Of course you can’t always be completely transparent about everything, but try to implement this as much as possible. A lot of communication with your team is also an important factor here.

If you work remotely a lot, as is increasingly common within online marketing agencies, it is extra important to be CEO Email Lists transparent in your communication. Via the digital route, noise can arise faster than face-2-face.

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8. Say goodbye in style

Sometimes it does happen… an employee leaves your agency and it was a star player too. A number of processes then follow that are important to steer in the right direction.

  1. Stay positive and say goodbye in style. By this I mean that you continue to treat your departing employee positively until the last second and wish you every success in the future. Even if this is with a competing employer. The feeling someone leaves with is the feeling they keep talking about your company for years to come.
  2. Evaluate extensively with your departing employee. Have a conversation and ask questions about how he or she experienced working at your agency, what could be improved and why they chose to leave. This information will help you organize things even better in the future.

Sometimes a departure simply has nothing to do with your agency. He ended up in the field as an account manager. Sometimes it just is what it is

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