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4 Smart Benefits for High-Performing Content Writers

If you run a content writing company, you will have most likely have several writers on your team. Each writer will have their strengths and weaknesses. Thus, there will be high-performing content writers and low-performing ones. Providing smart benefits to the high-performing lot not only motivates them further but also makes lower performers try and perform better.

However, this doesn’t mean that you should only give benefits to the high-performing writers. You should give the core employee benefits to all your employees, but reserve the special smart benefits for only your top people.

The usual benefits can be medical insurance, retirement plans (401ks), dental insurance, and sick days, among other things. The smart benefits can be any of the following.

Work from Home

Nowadays, the trend for working from home has spread exponentially. Working from home gives people more time to spend with their families. It saves people time on their daily commutes as some people’s daily commute can take up to 2 hours or more. That’s almost 10% of an entire day.

Working from home has also proven to be more productive. People can sleep properly and then work at their own convenience and hours. This tends to make it so that people work when they’re fully active, hence the high productivity.

Content writing is a job that can be done remotely. You can communicate through the phone, email and/or a quick messaging channel such as Zoom or Slack. In short, the employee doesn’t necessarily have to be in the office for it.

So letting your high-performing employees work from home whenever they want, can further increase their performance and productivity. You’ll see a greater number of satisfied employees. You can develop work deliverables so all the work is done on time. If the employee finishes their work in 4 hours, they get the other 4 hours free.

Such flexibility goes a long way in motivating your employees and retaining them. If you still want them in the office, then you can set up something like two days on which they can work from home and 3 days when they have to come in. You can develop a system that works best for both you and your employee.

No Dress Code

Dress codes used to define companies and their cultures, but that’s not the case anymore. Many companies today have relaxed their dress codes.

In addition, diverse work cultures and workforces mean that people have an issue with specific dress codes. Employees today want to be able to wear their choice of attire, and what they’re comfortable with. Giving them that liberty while setting some basic rules is bound to make your employees happier.

The ground rules should be there so that no employee takes advantage of the leeway and dresses inappropriately. Other than that, if your content writers are working in-house, let them wear what they want.

Content writing doesn’t entail any sort of meetings with clients, so there is no point in setting a dress code for them.

Client Choice

A lot of people that have complaints about their jobs are usually complaining because of a client. Clients can be very specific with their needs, which can be a problem for content writers. A content writer writes based on their research and at times, research can only go so far.

Sometimes, you need a content writer who knows the industry or has an interest in it. Other times, you need someone who understands exactly what the client wants.

Not every content writer is flexible. Everyone has their specialties when it comes to writing. That is why it’s important to let your writers choose the clients or projects they want.

This would let them choose the project they’re interested in and a client they can appropriately handle.

This way, your writers can work on things they like and want to. In addition, your clients stay happy because they get exactly what they want. Lastly, your content writers are satisfied with their work responsibilities, as well as you, the employer.

Value-Added Perks

Smart benefits don’t have to be limited to work-related things. They can also be financial or incentive-based. For example, you can offer small personal loans to your content writers. You can add repayment options such as percentage-based pay deductions every month.

This would help your employees get better ratings at firms such as Credit Karma. The loan, on the other hand, would allow them to buy something they otherwise wouldn’t have been able to buy.

Similarly, you can offer copay on small electronics, household appliances, or even vehicles. You can offer them free food every day, or discount coupons.

These perks go a long way in making your content writers happy and satisfied with their jobs.

The Bottom Line

Offering the aforementioned smart benefits to your high-performing content writers will continually motivate them to further improve upon their work. This would boost productivity and efficiency while ensuring you keep employee retention up and prevent micromanagement.

Alternatively, other content writers would know about these smart benefits and will work towards reaching that level where they can have all those smart benefits as well.

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