Google Loves New

Google Algorithm Loves New.

Google Algorithm Loves New. Google is akin to an amazing living, breathing machine that’s in a state of perpetual searching, craving, loving all things new. Can we imaging our everyday lives without it at our fingertips, gracing our smartphones, desktop and laptop computers. Let’s keep Google happy and feeding its craving for new content to hit its mysterious algorithm. Let’s face it, we need to keep this beautiful application happy and going because life, and the internet would never be the same without it.

Why Does Google Love New?

To remain the leading internet giant authority on online search results, Google loves to qualify, vet and analyze on- and off-page web content including web pages, images with smart alt text, social posts rich with to determine its page rankings against every other page or content link that existed before the new link arrived on the scene. Google has to sustain its rep of producing the most relevant and important results that match up with the searchers keyword / keyphrase entries. Some content may try to steal and cheap the Google system, however, there are constantly changing points in Google’s famous algorithm that negate the faulty results as best it can. That’s why Google eats up 98% of the search market share and remains king.

How Does New Benefit Marketing and Sales?

Ahh the benefits of giving Google all things new. It gives this search behemoth what it loves and craves and in return it gives us what we crave if we are trying to attract visitors to find, click and view our lovely links. The more indexing of links that occur, the more search results Google can offer everyone on its engine. It’s a win-win sit. But, we have to play fair, keep up the integrity of our content, because Google will if we won’t, by not showing our pages on its search results, and may never result on the first or even fiftieth page…why have a website if it does not work as a living, breathing marketing machine connecting us with our current and future customers. We might as well rely on limited, oldschool drive-bys and word-of-mouth visitors and views.

Remember everyone, Google loves new, so keep on creating, writing, and sharing your new, original and unique online content.

 

 

I’m a Nerd

I’m a nerd. I’m proud to be one, and like most of us out there, I didn’t realize I was one [a nerd] until there was absolutely no turning back. I wasn’t just one of the recent entrances to information technology, I’ve been lucky enough to be there at the start of the Internet. I was developing websites when a website was simply a way to say, “hey world look at me, I exist, and can anyone else see me?” And I did it without knowing any of the native language beyond the basic terms like HTML, Google hadn’t been born yet.

Accountability Across the Four Generations

For the first time in the history of our workforce, the four generations are working together all at once. Or are they?

When employees’ perceptions vary on what it means to be accountable from one generation to the next, employers will be challenged with raising both team and individual levels of accountability. “There is a growing realization that the gulf of misunderstanding and resentment between older, not so old, and younger employees in the workplace is growing and problematic. It is a rift that will not heal itself of just go away…it is a problem based in economics, demographics, and world views that must be confronted to be solved (Generations at Work, Remke, Raines, Filipczak).” This situation presents two distinct opportunities that employers and employees need to be intimately aware of:

The Millennial Shift

Since the time of my Healdsburg High School graduation ceremony in 1993, the speech topics have taken a dramatic shift from the what the students are learning about to what they are learning about each other, and, more importantly, the degree to which they are socially accepted by others, accelerated and facilitated by social media platforms, namely Facebook and Twitter. This is part of the Millennial Shift, in which the 13 to 30-year-old generation is quickly rising to take the lead or dominant cultural position in leading what the norms, values, and beliefs. The shift will be revealed and evident through the behaviors adopted by this generation, and will not complete until the Millennials have entered the workforce.

Working Moms in Perpetual Overtime

Working mothers and fathers have a special set of challenges and pressures that others without children don’t. I feel this is especially true with younger, preschool aged children. Employers need to be aware, encourage and recognize working mothers and fathers for their courageous efforts in providing both stability for their company and their families, while balancing within a perpetual state of overtime. This is the statement of the problem and situation for today’s busy moms and dads. Let’s cover the impacts, drivers and potential solutions.