How to Work with an ‘SEO Guru’ Who Isn’t a Team Player
How to Work with an 'SEO Guru' Who Isn't a Team Player
Are you a manager working with an "SEO guru" who doesn't get along with others? Here are some tips to help you take control of the situation.
How to Structure and Hire Your Link Building Team – 5.1. Link Building Course
In this video, you’ll learn how to structure and hire members for your link building team.
Additional Link Building Resources
[Playlist] Advanced Link Building Course by Ahrefs ► https://www.youtube.com/playlist?list=PLvJ_dXFSpd2t31nRDgkPZ7p1PDfHmaW8P
[Previous Lesson] How to Write Email Outreach Templates That Don’t Sound Templated – 4.3. Link Building Course ► https://www.youtube.com/watch?v=DmvSgEjs7Cg
[Next Lesson ] How to Create a Link Building System – 5.2. Link Building Course ► https://www.youtube.com/watch?v=JXEEqMXFAgM
There are two link building team models:
► A team of all-in-one marketers who handle every stage of the link building process.
► A team where each member is responsible for just one part of the link building process.
The first team model doesn’t seem efficient because no one is a master of all the stages in the link building process. This often leads to sloppiness and mistakes in areas where these marketers are weaker.
The second model is more efficient because each team member handles one part of the link building process. Thus, they build mastery in their areas of responsibility and learn to work as one team over time.
Here are three different roles you may want to hire people for your link building team:
► link prospector
► link vetter
► outreach manager
Watch the video to learn more about what skills, traits, and qualifications you should look for when hiring link builders as well as an overview of their roles and responsibilities.
#linkbuildingteam #linkbuilding #linkbuildingcourse
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How To Hold Your Team Members Accountable
Eliminate the top three excuses for underperformance when you manage via systems. Here’s how.
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Even the best employees can fall short of our expectations at times. As frustrating as that can be, most business owners don’t realise that it’s really that their expectations aren’t clear enough. Even if your business has been running on systems for a while, you’re bound to run into some resistance from time to time. The key to unlocking better accountability and boosting team performance lies in clear communication and a solid framework for overcoming resistance.
In this video, David Jenyns dives into the importance of understanding the root causes of resistance and provides a step-by-step framework to help get team members back on track.
0:12 You can’t get them to follow a process if you don’t have a process, yet.
0:29 The first step is to capture your systems.
1:45 The framework for overcoming resistance.
2:12 Reasons an employee might not be doing work.
4:02 The system outlines why and how to do the work.
4:32 Employees that just don’t want to do the work.
5:50 Isolate and solve the issues to remove the excuses.
In this video you’ll learn:
– How the first step to getting team members to do the job right is up to you.
– The three reasons why tasks don’t get done.
– How to prevent systems compliance issues before they arise.
– And exactly how to address issues if they do arise.
– A simple, but highly effective script when someone isn’t doing what’s expected of them.
– What to do if someone simply doesn’t want to do the task.
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The traditional approach to job design has been to focus on individual jobs, but today, work teams are the rage—or, to be more accurate, teams are redesigning members’ jobs. The purpose of team-based job design is to give the team an entire piece of work.
When we provide the team with an entire piece of work, it is a form of job enrichment; and as a result, autonomy, task identity, and task significance go up at a substantial rate. Teams develop innovative routines that get passed on to other teams. Two common types of work teams are integrated teams and self-managed teams.
Integrated work teams are assigned a number of tasks by a manager, and the team in turn gives specific assignments to members and is responsible for rotating jobs. Self-managed work teams are assigned a goal; and the team plans, organizes, leads, and controls to achieve the goal.
Teams commonly elect their own members and evaluate each other’s performance.
Create & manage teams and members
Learn how to create, manage teams and invite members to your Veo universe in the platform. In this video, you will also learn how to assign the recording to a specific team.
We know that the permission structure is complex, therefore we’ve done a full overview or all the roles and permissions here: https://support.veo.co/en/articles/3008342-what-can-administrators-coaches-and-players-see
More information about Veo: https://www.veo.co/
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Veo helpful resources page: https://support.veo.co/en/
Feel free to always contact us via [email protected].