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For example, maybe one of this employee's responsibilities is to add content to the site. You should make a goal for them to create 20 new pages per week. You can measure the success based on of it is completed on time and if it meets your expectations.
If you want to give them an extra layer of responsibility, kick the requirements up a notch.
For example, their responsibility would be to launch new content aimed at improving search results for 50 specific keywords in the next 3 months. You can benchmark current results and compare against the future to see if they are performing.
Most everything is measurable to a degree, it all depends on how you look at it. Without giving them clear goals to try and achieve, they most likely won't meet your expectations and can't be held accountable for goals that aren't communicated to them.
I once had an job interview where the first interview was a group one, the second was a one on one interview and the last interview was practical.
They set little tasks like:
Find the error in the html page and correct it (the images weren't showing as the file path was wrong).
Make a animated gif (to your specs and with a small file size limit)
Obviously depends on the job they will be doing but at the interview process it certainly weeds out the bull#*$!ters.
[edited by: Rightz at 11:58 am (utc) on Nov. 21, 2006]
Take a pencil and list the task you can assign to your employee and beside the list write the units your worker must produce. Then, have an interview with the three or four best contenders and let them do it for a half hour. When you looked them at work (don't cry) and select just the fastest.
just remember, all you do will be very new for that person and you must allow a pretty long cooling off period for your new employee.
i strongly encourage you to hire someone. it is a lot of fun and is very good for business.
we cannot stop hiring ;)
The new employee is the sister of a friend who is very talented. She says she can work only 4 hours a day. I want to be fair to her and know that she is a very responsible person. What would be a reasonable number of pages that I can ask her to produce each day, for 4 hours per day? I mean like unique content.
This approach works at every level. Most business managers know nothing about managing cleaners, setting work levels, supervising results; they do better to hire a cleaning service headed by someone who does know these things. At the FTSE100 level, it's very tough managing parts of the business involving professionals such as doctors and lawyers without some personal knowledge. And, as everyone here knows, large corporate managers usually make a complete hash of trying to manage website creation because there no one in the whole management hierarchy who knows how to do it.
I would not set specific quotas, but would learn enough about what they were doing to have a clue how productive they are, and go from there. Like in construction, I know how long it takes to frame a wall if the situation is perfect. BUT---There are many times that the slab isn't square, or the floor is out of level, or it has to meet an exsisting wall perfectly; This takes extra time....Ahh but how much? Do you see what I'm saying? I get a feel pretty quick for how well they "fit" the job,if they're a good producer, and --bottom line, if they are worth what you're paying them.