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The majority of search engines use click-through rate as a ranking factor. Optimizing your video with a great thumbnail can help that. A strong thumbnail should tell viewers exactly what the video is about. What has changed is the way you must build backlinks if you want good results.
Low-quality links that are easily spammed — blog comments, paid links, etc. Links that are earned — through high-quality content , outreach and influencer marketing — on the other hand, are safe and extremely effective. But Google likes to make things tricky for us. The best way to prevent that from happening is to diversify your backlink profile.
For every incredible link you build, create another five that are medium quality. Why would Google rank your site in position 1 if users are greeted with a ton of glitches? Ever visited a website and been greeted with an ugly error page like this? HTTPS is a best practice that will help your website boost its SEO presence, stay secure, and make it harder for malicious parties to break in and take advantage of your website. When the Atlantic, a highly-regarded, well-established media organization, decided to move to HTTPS in early , the transition was complex. First, content had to be scanned individually, then ported over and checked for compatibility.
The process was repeated with ads, and once compatibility and security were ensured, the website slowly went live in order to guard against traffic loss and unforeseen errors. Follow this guide to make the switch on WordPress. AMP, or Accelerated Mobile Pages , began as a Google-backed open initiative to allow publishers to easily create responsive, mobile-optimized content. It takes information from website pages and displays them in an easy-to-view format for mobile devices :.
Envisioned as a way to quickly render content on mobile devices like smartphones and tablets, AMP combines three components :. Want to implement AMP to help cater to mobile searchers? We want to give search engines the best view of our website, right? To help Google understand your data, or to show your website smartcards and voice searches, you need to ensure that your semantic markups are correct.
Semantic markups are essentially HTML tags which can help emphasize key information on your website. Just take heading tags, for instance. Nothing will sink your website faster in search rankings than a error. And nobody likes being stuck in a dead end — especially your audience. First of all, download your backlink profile using a tool like Monitor Backlinks. Backlinks that are pointing to a pesky error page will be highlighted, so sieve them out and head to your Google Analytics dashboard to find out how many page views the error page gets.
That could include:. Here are three huge SEO techniques to capture local people who could become your customers. These sources can include directory listings, which gather, aggregate, and submit relevant data for area businesses — information from physical directories like Yellow Pages or scanning business registrations. In a nutshell: Bigger search engines like Google will rely on these data aggregators to fill in the gaps of the existing information that's already in their databases, and will also cross-check to make sure that the facts are up-to-date.
Problems arise, however, when aggregators collect out-of-date data, leading a search engine like Google or Bing to list the wrong information — such as an old address for your business or a disconnected phone number. From that point on, local search listings should be accurately and automatically updated by your management service. Oh, and remember to change all local listings if something changes — particularly when you move office or switch telephone numbers!
A local landing page does what it says on the tin — targets people who are looking for something within a specific location. Just take a look at top organic results being shown for a local keyword:. Carrying out technical SEO for local search engines is a similar process to the one we discussed earlier. Even so, local search engines are still extremely useful. Physical brick and mortar stores thrive on in-store visitors, right? Here are some useful terms and techniques to ensure that you optimize your business for local searches:.
First, understand that schema markup is one of the most powerful, least used parts of SEO today. Schema are basically brief snippets of data that can give extra information to search users and search engines. Reporting and analytics are two critical elements of SEO — both of which are indispensable to improving your overall marketing strategies.
Effective reporting means you can understand key questions such as:. Interested in gaining the ability to tie online data back to offline data in order to get a full view of how your content and marketing is performing? What techniques are they using? How have they changed their approach? What mistakes have they learned from? One great tool to see how your competition has changed is Wayback Machine , which allows marketers to access petabytes of archived web pages.
If used correctly, however, Wayback Machine has some interesting lessons to offer. The differences are pretty clear. In , the web layout was much more cluttered and crowded, with small, hard-to-navigate sidebars squeezing some small, insignificant-looking pictures in the middle advertising daily specials. In , however, the user experience is much more streamlined.
In a nutshell: The new website is almost minimalist, doing away with the previous confused, slightly chaotic format. Enter: SEMrush , an SEO tool used by marketers to track ever-changing keyword ranking positions in various search engines:.
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They also missed much less work and reported significantly fewer doctor visits, which meant health care savings and less lost time for the company. The first is vitality: the sense of being alive, passionate, and excited. Employees who experience vitality spark energy in themselves and others. Companies generate vitality by giving people the sense that what they do on a daily basis makes a difference. The second component is learning: the growth that comes from gaining new knowledge and skills. Learning can bestow a technical advantage and status as an expert.
Learning can also set in motion a virtuous cycle: People who are developing their abilities are likely to believe in their potential for further growth. The two qualities work in concert; one without the other is unlikely to be sustainable and may even damage performance. Learning, for instance, creates momentum for a time, but without passion it can lead to burnout.
Why should I stick with this job? The combination of vitality and learning leads to employees who deliver results and find ways to grow. In short, they are thriving, and the energy they create is contagious. Over the past seven years, we have been researching the nature of thriving in the workplace and the factors that enhance or inhibit it. Across several studies with our colleagues Cristina Gibson and Flannery Garnett, we surveyed or interviewed more than 1, white- and blue-collar employees in an array of industries, including higher education, health care, financial services, maritime, energy, and manufacturing.
We also studied metrics reflecting energy, learning, and growth, based on information supplied by employees and bosses, along with retention rates, health, overall job performance, and organizational citizenship behaviors. When you put the two together, the statistics are striking. The outcomes on one measure in particular—health—were even more extreme. Some employees thrive no matter the context.
They naturally build vitality and learning into their jobs, and they inspire the people around them. A smart hiring manager will look for those people. But most employees are influenced by their environment. Even those predisposed to flourish can fold under pressure. The good news is that—without heroic measures or major financial investments—leaders and managers can jump-start a culture that encourages employees to thrive.
That is, managers can overcome organizational inertia to promote thriving and the productivity that follows it—in many cases with a relatively modest shift in attention.
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Our research has uncovered four mechanisms that create the conditions for thriving employees: providing decision-making discretion, sharing information, minimizing incivility, and offering performance feedback. The mechanisms overlap somewhat. One mechanism by itself will get you part of the way, but all four are necessary to create a culture of thriving. Employees at every level are energized by the ability to make decisions that affect their work. Empowering them in this way gives them a greater sense of control, more say in how things get done, and more opportunities for learning.
The airline industry might seem like an unlikely place to find decision-making discretion let alone a thriving workforce , but consider one company we studied, Alaska Airlines, which created a culture of empowerment that has contributed to a major turnaround over the past decade. Agents embraced the program, which gave them, for instance, the discretion to find solutions for customers who had missed flights or were left behind for any other reason.
The customer had a three-month-old grandchild who had just gone into cardiac arrest. The grandparents were trying to get back to Seattle from Honolulu. Everything was booked. Ron made a few calls and got them on a flight right away. Efforts like this to meet individual needs without holding up flights have led to a number one rating for on-time performance and a full trophy case.
The airline has also expanded considerably into new markets, including Hawaii, the Midwest, and the East Coast. Flight attendants are often eager to sing, joke around, and in general entertain customers. They also radiate energy and a passion for learning. One decided to offer the preflight safety instructions in rap format. He was motivated to put his special talents to work, and the passengers loved it, reporting that it was the first time they had actually paid attention to the instructions.
At Facebook, decision-making discretion is fundamental to the culture. On just his second day of work, he found a fix to a complicated bug.
The challenge for managers is to avoid cutting back on empowerment when people make mistakes. Those situations create the best conditions for learning—not only for the parties concerned but also for others, who can learn vicariously. The Plan was launched with traditional communications but also with a months-long road show and training classes designed to help employees share ideas. This kind of team is essentially worthless. They have invested in the business, and now they feel abandoned and their sponsors feel frustrated about having a non-producing team.
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They are the problem. They have not approached team-building with the right mindset. They have not given their team the support needed: the education and empowerment that leads to engagement. To grow your business, you must develop a system that is replicable by anyone on your team. Your new recruits need to know how to build a strong team starting right now, and replicate their results in the future. Train your team on how to get immediate results that boost their confidence. Teach them how to increase traffic to their sites, how to run webinars, and where to look for customers and how to present the opportunity.
Train your team on how to get high-yield results over a long period of time. Educate them in various ways of connecting with customers and prospects. For example, encourage everyone on your team to blog. They can take action on this immediately as a way to build connection and trust, and the results will follow in the future. In both the short-term and long-term approach, knowing your business and the company you work with is essential. Question: if you have already recruited some people to your team, how are they doing? Are they thriving? Or quitting? This approach may lead to success if the new recruit is an extrovert who loves reaching out and connecting with people.
But not everyone is an extrovert Speaking from experience, introverts can achieve fabulous success at network marketing, but I guarantee they will not pound the pavement looking for recruits. They will not approach someone at a coffee shop, they will not talk about their business at work, and they will not even attend networking events. Their approach is different, and your training has to adjust to that. I dislike this approach very much.
This is a terrible business model if you are interested in making it big as a network marketer. Most people who enter network marketing will eventually quit. There is a much better way to grow your network marketing empire. So tell me, right now, how and where your recruits are going to prospect, recruit, sell, and make money. I know nothing about marketing and even less about network marketing. I just like the idea of making money from home. So teach me how. Please take a few minutes and clarify exactly how you train a new recruit… do this before you continue reading. My approach to creating a deeply-rooted and successful team is simple: progressive education.
This is where you offer the most value to your team: you educate them, empower them, and this highly engaged team will work miracles! In a perfect world, both systems would be the same; that is, what you learn is what you do. You can immerse yourself in knowledge by reading, listening, taking classes, but not everything you read, hear, or learn will become part of your daily operating system.
This is because each one of us is unique, and we have different preferred methods of doing things. Some people may be naturals at connecting face-to-face, while others will need to work on that skill. Others may be painfully shy but excel at social media marketing. A one-size-fits-all approach to new-recruit training is not effective. As an effective leader, you have to target your training to the individual in order to educate, empower and engage them.
Where to find prospects, what to say to them, and how to say it effectively. The reality is that to give your recruits - and therefore yourself - the best chance of success in network marketing, you need to teach. You need a simple and systematic method of progressive education to support every team member, including teaching them how to teach their recruits. You are giving immense value to your team when you take the time and effort to educate and support them. This is how you become a team leader others are happy to follow!
How successful can you become using a system of progressive education? In fact, if you are not using progressive education, you should expect most of your recruits to quit the moment they run into any resistance. Beyond basic education, team building is a learned skill.
Big marketing ideas from the experts: Thriving in the connected economy - Graphic Arts Magazine
What does personal growth have to do with team-building? Your mindset rubs off on people. Your beliefs, attitudes, actions and words influence your teammates, yet many people are simply unaware of how powerfully they hold themselves back with negative and self-defeating self-talk. Personal growth will help you overcome your own self-created limitations, and this will allow you to inspire your team.