Receiving visitors for the post or content created to a website is called web traffic. Mostly web traffic is measured in terms of visits or “sessions,” and is a common way to measure the rank and popularity of websites and web portals. The more traffic the more effectiveness of that portal. Web traffic is often determined by the number of unique or new visitors a website receives.

In Nepal there are 10 websites that receive major web traffic:

  1. www.google.com
  2. www.youtube.com
  3. www.onlinekhabar.com
  4. www.facebook.com
  5. www.Ratopati.com
  6. www.Nagariknetwork.com
  7. www.news24nepal.tv
  8. www.khabarhub.com
  9. www.zoom.us
  10. www.dainikonline.com

Source: Alexa Ranking

Here are some of the methods that help to increase web traffic to a website.

Organic Methods:

  1. Implementation of Good Search Engine Optimization (SEO): SEO is the way to market the contents of a website to search engines like google, bing etc. Search engines use computer programmed systems ‘bots’ to crawl pages on the web, going from site to site, collecting information about those pages and putting them in an index. The more contents are indexed the popular website will be in search engines.
  2. Write great and appealing Content: Content is king. As long as you create great and appealing contents on your site or blog, you’ll keep the visitors coming back for more and more. Better the better the engagement of your visitors. Once visitors starts returning back for your contents your autopilot module kicks off. 
  3. YouTube Video or Tutorials: YouTube is a great resource for driving free organic traffic to a website. It is a product from google itself so the linkage ecosystem is well managed. It is the second most popular search engine in the world, gaining exposure on YouTube could be huge source of organic traffic. Creating high-quality content for youtube and connecting them to the website results in great traffic visits.
  4. Posting contents on user-centric platforms like Quora and Medium: Quora and Medium are great places for driving traffic. Answering the queries on the forum lets you put a link for the website. Similarly, Medium is a great place to promote your contents websites and get paid at the same time.
  5. Go Social: Social media are great places for traffic engagement and traversal. Social platforms like Facebook, Instagram, Twitter are the most popular traffic hotspots. Half of the global population is connected through social media. Adopting social presence is subject to a great opportunity. 
  6. LinkedIn’s Publishing Platform: LinkedIn’s publishing platform is a great method for marketing the content that’s already on your website. Posting a job vacancy at linkedIn is a great way to influence readers and increase traffic.
  7. Email Marketing: Email marketing is a great way to drive traffic to promote any offers, but it also means the targeting is quite complex. Creating and managing lead magnet and build a sales funnel is quite complex as user behaviour is untraceable. 
  8. Influencers and Micro Influencers: Influencers and micro influencers are new trend setters of marketing. Group of youths are being diverted to their product and services. 

Other methods of web traffic increment are as follows: 

  1. Updating “Expired” Content On Your Website
  2. Creating Free Online Courses
  3. Creating and sharing high quality infographics
  4. Mobile Usability Focus 
  5. Managing Cache and CDN’s 
  6. Creating Free Webinars
  7. Redditing the contents

There are some paid method to increase web traffic as well:

Paid Traffic Methods

  1. Using Publishers platforms: Outbrain, Taboola, Adsterra etc are paid contents promotion platforms. These sites promote content across thousands of other similar websites across the internet for a fee. 
  2. Paid Ads: Facebook, Instagram, Twitter, LinkedIn, Google and similar other platforms offer paid marketing of your contents. As long as your offer is enticing enough, you can convert that traffic into sales with a great sales offer and can scale up this marketing for unlimited sales.
  3. Influencers Marketing: Influencer marketing is a great way to get your message out to millions of people without having your own large audience. You can invest influencers on Twitter, Instagram and any number of other social networks for their traffic to be driven. This is not the cheap way but sure the brands endorsed by influencers are more in the eyes of their followers.

Internet penetration in Nepal has risen in the past decade. Nepal has 22.2 million internet users as per the NTA report for July 2020. After one year it rose to 27.7 million internet users.  Mobile users reached 37.8 Million. Technically we have more SIM and other telephone services than Citizens itself.

The factors below apply to Nepal and other ‘western’ markets, and separate them from more mature markets like the US and Europe.

Commencement and Rise of Telephony Service: When the Government started the telephony service it quickly took pace and demand for the service rose. The rise of telephony service has far-sighted the service providers to start Value Added Services (VAS) as Tele-fax services and  Internet.

Rise of Dial-up,DSL and ADSL, wireless and Fibre

With the rise in the number of telephone users, the immediate demand for global connection became the new need. Email service, Fax was the service that can shorten documentation transfer and communication around the globe. Nepal Quickly adopted Dial-up internet, DSL, ADSL, wireless, Satellite service internet, and Finally fiber internet to connect to the globe. It only took 10 years for internet speed to change from 64KBPS to 1 GBPS.

Introduction of VOIP and Broadband:
With the rise of VOIP and Broadband internet service Voice calling is almost replaced by video calls and chats. Broadband internet has facilitated users to call the globe in real-time with face-to-face interaction. 

Rise of Smartphones: The rise of affordable smartphones increased smartphone users in every nook and corner of the country. Simplified calling service and multiple features and the geeky internet glamour added to the internet as a basic need for many.

Introduction of Private Service Providers: Private service providers compelled large and Governmental internet service providers to improve and roll new sets of services. Private service providers are those who have contributed enough to reduce a SIM cost from 5 thousand to 50 Rs.  Private companies brought the latest technology at a subsidized rate and much reliable way. 

Users Literacy Level: Users’ literacy level has a quite promising rise, it helps them to understand the technology and its needs. 

COVID-19: Nepal  COVID-19 has encouraged many businesses to go online. Some of the renowned businesses have closed their physical stores and moved to online like Dulla The Factory Team and many more. This COVID Crisis has introduced a new way of business that has done astonishing business in Nepal online. 

 

Performance management is defined as the process of continuous communication and feedback between a manager and employee towards the achievement of organizational objectives. It includes formal, semi-formal, informal means  or channels of communications like grapevines and gossips.

Why a Performance Management System for a company?

For Organizations:

Performance management supplements the annual performance review. This prepares both employees and managers about what to expect during the annual appraisal. It keeps both the manager and the employee in the loop about ongoing changes to the performance management process, what both can do to streamline it, and how performance overall can be improved.

For Employees:

Continuous performance management indicates that managers value them. Employees believe that their managers are interested in their work and care about their goals and any issues they may face in the course of their job. They also become more open to receiving constructive feedback.

Major highlights are below:

Evaluation of an employee’s performance helps to take management decisions on features of performance appraisal:

  1. Evaluation of an employee’s performance helps to take management decisions on transfers, promotions, increments etc.
  2. Performance appraisal helps to ascertain the training and development needs of the employer.
  3. Performance appraisal. or an individual’s performance evaluation helps in designing the reward system.
  4. The feedback presided after evaluating the performance of individual acts as a motivator.
  5. The Performance appraisal acts as a validation of the selection procedure.

Performance management is defined as the process of continuous communication and feedback between a manager and employee towards the achievement of organizational objectives. It includes formal, semi-formal, informal means or channels of communication like grapevines and gossips.

The following are some key elements that can improve the quality of your performance management system.

Application of perfect and unbiased system:

A manager does not always see an employee’s performance perfectly or comprehensively. Only by obtaining multiple perspectives can the system achieve fairness and perfection. Individual performance is always a combination of the skills and capabilities of the performer.

Efficient system selection:

If the available system or systems take an inordinate amount of time. These systems score negatively in terms of evaluation. The system must be as easy as accepting the terms in online documentation “Tick and Go”. It should always improve the way that people perform.

Selection of Progressive performance meter:

Finding the points to correct others is simpler than correcting them and directing them to improve and direct towards improvement.  The system should add values to the performance; not just measure against minimal line of performance. Traditionally systems used to measure whether the performance is above the lower limits or not, while this approach is a progressive approach so as to push to the higher benchmarks. It should emphasize a culture of taking responsibility, which goes beyond making people merely feeling accountable.

Compensation decisions :
Compensation decisions should not be the main reasons for its existence, nor should compensation be in the driver’s seat. We would argue that only one discussion each year should deal with compensation. Furthermore, the reality is that the great bulk of salary increases are driven by the changes in cost of living. The differences in increases for the great bulk of people in the middle of the curve are miniscule. Yes, there are a few people at the extremes whose compensation will be strongly influenced by the performance management system. A few poorer performers will get minimal or no raises. At the other end, a few top performers will get large raises. Organizations are beginning to realize that many groups of people inside their firm are not neatly distributed on a normal curve.

Systems should use Multiple Data sources:
Every system should use some form of multi-rater feedback. Managers who rely solely on their perceptions of a person’s performance will introduce a certain amount of “rater bias.” The manager can informally collect multiple inputs. The manager can also use some instruments to collect this data. When the manager’s view is augmented with two peers and two subordinates, rater bias is erased, allowing the system to evaluate performance accurately.

Process should include formal Development on Coaching:

The process should include formal development on coaching skills. The common element in the great majority of recently implemented performance management systems is frequent coaching conversations. However, coaching and providing feedback to others are skills that don’t come naturally to everyone. The good news is that managers can acquire these skills through formal learning methods that include.

Performance management is defined as the process of continuous communication and feedback between a manager and employee towards the achievement of organizational objectives. It includes formal, semi-formal, informal means or channels of communication like grapevines and gossips. Here are some problems with Performance Appraisal in a company.

Differences among Raters:

Differences among raters in their evaluations of performance leads to several errors. One is a dissimilarity in perception. Two raters observe an employee disagreeing with a supervisor. One perceives this negatively as insubordination. The other perceives it positively as a willingness to stand up for what one believes.

Different value systems can also play a part in how raters can disagree. One rater may feel that honest and ethical behaviour is paramount, no matter what the effect on profits. Another may have a bottom-line orientation that says any behaviour including the blatantly dishonest is permissible so long as it shows a profit.

Another kind of rater difference error is created if raters observe different aspects of behaviour. One rater sees the employee on the job where the individual feels comfortable and functions effectively. Another may see the individual only at the staff meetings where the employee is uncomfortable and does not show to best advantage.

Confusing Performance and Potential:

Many rating systems that are supposed to be evaluating performance fall into the trap of measuring potential as well. This is a serious mistake that can unfairly penalize employees as well as give credit where it is not deserved. Measurement of potential is often an important aspect of any appraisal system, but the organization and the raters and the rates involved need to be absolutely clear on the difference.

Rating Game:

Performance appraisal methods either compare employees against one another or compare employees against a standard. Within these two types, there are numerous methods of appraisal. Some are simple such as straight ranking. Others are more complex, such as behavioral scales attempting to establish a success criterion by defining performance behaviors. Whatever may be the method, the rating procedure may become something like a game or contest.

Again, these methods lay emphasis on alikeness and conformity of human performance and ignore measurement of human values.