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Managing high value vs low value employees (22)

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how do you manage your different employees?

campaign manager - this guy is very important, takes time to train, and can probably do his own campaigns on his own, im intending to pay him well, and give pay increments before he asks. he probably knows someone in this network regardless of where he is from. we need to make sure we offer him the best opportunities we can before he signs up somewhere else.

web designer - requires a good level of skill and some training, but can be replaceable but not so easy.

banner designer - these guys are highly replaceable, but again we are talking about the competent guys who are creating really great banners and taking initative, when should we start to treat them better? what is treating them better? pay raise? more flexible working hours? upgrading them through courses? or should we just not waste time on them because they are replaceable?

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For me campaign manager gets the highest salary + very good commissions on profit.

Web designers / banners designers / coders get paid fixed salaries and the occasional bonus when they do good work.

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Interesting question.

I'd like to know though about campaign manager - this guy also launched campaigns himself or do you tell him where to launch? How independent is he? is he basically an affiliate except you provide him with landers/banners?

I didn't hire yet so can't say personally

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My campaign manager is 99% independent. He has access to everything and talks to most of the reps about new offers etc.

I feed him campaign ideas from time to time but many times he launches stuff by himself.

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That's definitely an interesting setup.

It sounds like he's effectively a COO?

Does that mean your main role is to play the CEO and provide general vision/direction of verticals to work in, etc?

I'd love to take on a COO-type figure, but I think it'd be difficult (although obviously not impossible) to do that without offering a proper stake in the company. More of a joint-venture type arrangement.

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That's definitely an interesting setup.

It sounds like he's effectively a COO?

Does that mean your main role is to play the CEO and provide general vision/direction of verticals to work in, etc?

I'd love to take on a COO-type figure, but I think it'd be difficult (although obviously not impossible) to do that without offering a proper stake in the company. More of a joint-venture type arrangement.

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So he's 99% independent - what is holding him back from doing his own campaigns then?

Just wondering ...

cheers

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why would he want to work for you?

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Very interested in your setup as well bbrock!
Could you give a hint if your project manager part of the profit is more in the 20% - 30% range, more around 50%, or even 60% - 80% .. ? And if that is accompanied by a fixed salary as a foundation?

I can see why he would stay with you - more security, guidance, possibly a fixed salary if things go bad, more connections and information to make more money than he could on his own, if he would try to run things on his own an already burnt reputation for stabbing you in the back, personal friendship and feeling of guilt and having to give back, having enough money anyways, ...

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First, not everyone is an entrepreneur.

For a lot of people having a safe, good paying job is preferred over making more money ( but also more risk and stress ).

Why not do it himself? Here are a few reasons why he works with us :

1 - He's part of a team which he strongly believes and will only grow.
2 - He has access to coders / designers / lower level campaign optimisers etc.
3- He has access to pretty much unlimited cashflow when working in the company. Working by himself that wouldn't be possible.
4 - He has access to a lot of exclusive deals and connections that took years to build.
5 - Has access to technology we have developed through the years that puts us in a much better position than the average affiliate.
6 - He can ask me and my partner for guidance / tips etc anytime he's stuck.

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Basically yes, me and my partner look at the bigger picture in the company and the COO runs the day to day operations.

We've found a good deal where everyone is happy ( a mix of fixed salary and % ) .

It's very hard finding good and reliable people but as in running campaign, nothing comes easy!

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I totally agree with bbrock32 but my setup is a little different so I'll share it. I outsource 90% of my business to the Philippines. I use www.onlinejobs.ph to find team members. I have a team of 5 full time employees for $2,000 per month, which is less than the cost of 1 good full time employee in the States. I used to have a six figure per year payroll with all U.S. based employees, but I let them all go because I’ve found the Philippine employees to be more loyal, harder working, more efficient, and actually grateful and thankful to be employed and not greedy, lazy and entitled like their U.S. counterparts. I have 1 office manager, 1 campaign manager, 1 web master, 1 graphic designer, and 1 bookkeeper. They get more done in less time and with better quality than any U.S. based team I’ve ever had.

My overseas team is trained in every aspect of my business. I communicate with the office manager and campaign manager via Skype and 90% of all communication flows through them. We use www.teamwork.com for project management and www.timedoctor.com for accountability and efficiency. This setup frees up my time so I can search for new campaigns and ramp existing campaigns. In addition, there’s no getting up in the middle of the night to check traffic and stats because my campaign manager does that while I’m sleeping.

If you’re interested in this kind of setup I suggest you start by finding 1 really good, really sharp Philippine employee. You’ll probably have to go through 10 to find the right one for you so be patient. I usually start them at $300 to $350 per month depending on skill set and put them on a 30 day probation period. I cut them loose fast if they don’t follow directions and/or can’t be trained. Once I find a really good one I move him/her to $400 then $450 and up to $500 after a year of solid performance. I actually don’t have to do that anymore, because now my manager finds new team members for me and trains them. We pay them with www.remitly.com. You’ll be amazed at what they can do for you and for only $300 per month you have nothing to lose. Hope that helps.

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It depends..

My friend used to be responsible on a 200$ Million Adwords Campaigns a year.. (he managed around 100 emp for that...)

It was a public company..

So he got only fixed salary and fixed bonus.. not even close to 1% of the profits..

For him it was great jump from his previous job.. he was part of a team.. he got very good salary..
he was very important.. blabla.. its not always about the salary...

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@jamram

Are they basicly freelancers or how does it work?

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Quite an interesting setup. Where are you based yourself? Have you actually met your team in person?

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I can completely relate to this. One of the first Filipino virtual assistants I've hired years ago is still with me until now and he's just awesome. He didn't have a lot of skills when he first started and his English wasn't that good. But he was (and still is) really dedicated to his job, eager to learn, and showed a lot of initiative. He's now one of my project managers and one of my highest paid workers (He even told me that compared to his peers, he's paid so well he's been able to send his 3 kids to private school without going into debt) . He literally runs a portion of my business for me. I don't have to worry about that part of my business anymore because he keeps me updated and shows me results everyday. He does the work of 3 amazing employees and he costs me a lot less than what I would have to pay for 1 employee in the US.

Now, I have over 10 people working for me. Most of them have been working for me for years and I couldn't ask for a better team. And it all started with finding that 1 great employee. Once you find that person, you're on your way to building a great team.

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@panicore - yes they're freelancers so no need for all the tax crap that goes along with U.S. employees.

@cmdeal - I'm in the U.S. and I've never met my team in person. We have virtual meetings via Skype and Google Hangouts and I follow them on their Facebook pages so I know them very well even though we've never met in person.

@John Jonas - I know exactly what you mean. Two of my team members spouses have been able to complete college thanks to me and that's a GREAT feeling.

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These are some of the most interesting posts on STM.

I always enjoy reading how people have outsourced and delegated.

Is the majority of your work campaign-based, or do you have a bunch of websites/SEO work ongoing too?

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That's AWESOME man

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Respect. That is just great.

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@jamram - We're talking semantics here...but I don't consider them freelancers. For me, they're employees.

But...there's a huge difference with them being an employee vs a freelancer SINCE they're in the Philippines.
If they're in the Philippines, it doesn't matter what you call them (employee, freelancer, contractor, worker, friend...) it's all the same to the US government. To the US government they're NOTHING. All they are is a "subcontractor" when you list your itemized deductions. No 1099, no "benefits", no nothing.

However, when talking about "outsourcing", there's a huge difference between having a "freelancer" who's working for you and for lots of other people (that's the definition of "freelance") and having an "employee" in the Philippines. If they're an employee, they care about you. They care about your company. They don't want to steal/hurt your company. They want you to succeed. My experience is exactly as you describe in your first post on this thread.

For everyone reading, take what I say with a grain of salt. I own www.onlinejobs.ph (the site jamram uses to find his people).

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@Finch - I do have a lot of websites, but none of them are SEO based.

@John Jonas - Very cool! I had no idea you owned that site. I've been using it for years. Keep up the great work.

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