How to get best out of google maps for business?

 

Are you a local business that serves customers at a physical address?

Then you must snatch the golden opportunity to grab consumer attention with the ultimate local guide, on a mobile device including the iPhone and iPad as well as all Android device products.

·         Searches including the phrase “best place to buy” with the applicable product or service keyword grew by 70% between 2015 and 2018.

·         local searches are growing 50% faster than overall mobile searches.

·      “Near me” searches also rose by 500% in recent years. These include searches like “car dealerships near me” and “wedding dresses near me.”

Let’s get started with Google Maps marketing and drive qualified local traffic to your store even with walking turn-by-turn navigation if you choose.

The first step to making your business easier to find on Google Maps remains the same. Go to Google My Business and claim a listing for your business. This listing will appear in the search and maps results. A site responsive to a mobile device will outperform one that isn’t.

Google emphasizes that the information you provide about your business must be accurate.

Google determines your business location and presents your listings in its results based on the presence and accuracy of NAP – Name, Address, and Phone number (with local area code). On-Page SEO is the simplest marketing ingredient that you need to take care of as a business owner.

You need to take extra care, while providing data about your business. Give your address, right down to your street and floor number. And, it must appear EXACTLY the same way across the internet – on your website and other local directories. Even the formatting of your address should remain the same.

 

Things Employees Care About The Most At Work

 

In the last few years, understanding and optimizing the employee experience has emerged as a key priority for HR and business leaders. 

 

Each step in the employee life cycle can be an important lever impacting both culture and performance. Asking for feedback at each key milestone helps organizations to understand how they’re supporting their employees to be successful, and where they need to do more.

 

EX, as we refer to employee experience, requires a human - centric approach to grasp an employee’s needs and desires to create those moments that truly matter in their day, year, and career. We borrow from great customer experience to consider how these moments provide unexpected delight to inspire employee loyalty and retention.

 

It may seem complicated, but it really boils down to three environments; technological, physical, and cultural.

 

Technological Environment: This includes giving employees the right tools to do their jobs- the internal social network, mobile devices, laptops, desktops, and video conferencing solutions, apps, and more. Employees can easily get frustrated if they are forced to use outdated programs or the wrong tools.

 

Physical Environment: The physical space is exactly that- what you see, touch, taste, and smell in the workplace. It involves everything from how the office is laid out to the demographics of the people who work there. It should make employees motivated and excited to come to work.

 

Cultural Environment: This is all about how an office and company feels. It's the vibe you get when you walk in the door and the tone the workplace sets, which comes from the leadership style, sense of purpose, organizational structure, people, and more.

Relevance: where does the HR function stand?

The world around us is changing very fast. Every day brings in some or the other changes on various fronts - technology, market, economic, social, political, demographic, and regulatory. The disruption is happening all around. In such a scenario, HR function needs to keep constant pace with this change and evolve accordingly in perfect alignment with the business.


HR today has a strong connection with every function in an organization and goes beyond the administrative call of duty, embracing a relationship with each person in an organization. It is that very connection and understanding that requires HR to be more aligned with the business. A philosophical alignment on leadership style between the CEO and the HR affects how the organization leads, manages its people and wins the marketplace.

The future evolution of HR will be mainly governed by globalization, rapidly changing technology, changing consumer behavior, evolving brands/markets, startupfication, all-encompassing AI and IoT. The future of work would surely be quite different and so will be the future face of HR. I can’t precisely decipher how HR of 2025 will look like but I can surely depict the broad contours of it. The future of HR will be an amalgamation between business – technology – NextGen – sensors – devices - robots.

While the relationship between CEOs and CFOs started getting focused long back and there are legendary relationship duos between these two, the management gurus started focusing on the golden triad of CEOs, CFOs, and CHROs in successful organizations. However, the bonding between CEO and CHRO has come into sharp focus in the last decade and this duo has really turned around companies and has been responsible for some stupendous success stories in many organizations.
It is time wherein the CEOs and CHROs will need to partner together on developing a strategy that will help the organization and its leaders manage the changing business dynamics. These business trends will soon disrupt the working environment, making the connection between CEOs and HR leaders more important than ever before. CEOs are now becoming people champions and before anyone one else counters HR in an organization, it is the CEO who runs in with his own set of queries like - how does automation affect my existing workforce? What can we do to help employees drive further career enhancement? How effective are our organizational learning systems to retrain employees and build critical competencies that are now too expensive to buy?

In response to this, CHROs mostly agree that HR needs more investment, with people capabilities taking priority. CHROs will have to radically change how HR services are delivered to different segments of the workforce to better navigate changes caused by the VUCA (Volatility, uncertainty, complexity and ambiguity) world.

CEOs today want their HR to perform like the CEO of an HR solutions company, enabling human capital solutions for their company. They do not want their HR to only administer programs & processes, they rather want them to create impact and a return on the money invested in the company’s talent systems. With this orientation, CHROs needs to have a point of view for both the present and the future course of action. Just as CHROs should be proactive in calling out and mitigating dysfunction within the executive team, they should do so about all talent systems with an eye on business strategy execution.

The connection between today's CEO & CHRO is a typical relationship between a coach and a captain in sporting arena and the game of cricket is a perfect example for this. While the captain has to front end and delivers in the field, it’s the coach that contributes to the strategy and instills the passion and ownership in the players. It is time wherein CEOs and CHROs need to take this partnership one step further.

Request for Trainer/Teacher Registration on Boost-A-Brain (Unit of InnoSewa)

Good Evening Everyone,

We are going to launch our new educational & training portal Boot-A-Brain. In which  we are inviting teachers & trainers to get register at our website using links below: 

1. For Teachers : https://www.boost-a-brain.com/become-a-teacher-2

2. For Trainers :  https://www.boost-a-brain.com/become-a-trainer

I request you to register as a Trainer on our site, we will be providing two options for the client to attained training programs, either Online or Onsite (offline). If client selects Online then trainer will be providing his training over internet using our user friendly platform, if client selects Onsite then client will be providing all the expenses for trainer's travel and lodging. 

I will request you to share all of your program detail to us over email along with time required for course and fill the form so that we can publish your training programs on our site and circulate it over internet. If you have any queries feel free to contact me over email and phone call.

Regards,

Amit Tiwari

InnoSewa

+918826494878 | 7011307359

amit@innosewa.com

Flexible Duct Connector

In order to isolate vibrations caused by air handling units, fans or other equipment connected to air ducts, it is highly recommended to install a flexible duct connector joint between the outlet of these devices and the airduct. It is necessary to select an airtight and flexible cloth, with good weathering qualities and one which will withstand the temperatures inside and outside the duct. Duct being generally made of steel, the main difficulty is to fasten the cloth to it in order to obtain a perfectly airtight joint. Easyflex duct connectors are perfect for this job.

Easyflex offers you a pre-assembled airtight and mechanically resistant flexible duct connector. It consists of astrip of treated cloth, attached on both sides to strips of galvanised steel, using a strong mechanical joint and providing airtightness. In order to meet the requirements of each kind of installation Easyflex has especially developed a wide range of pre-assembled, ready to use duct connectors which offer a quick, easy, economical and efficient method of assembly.

Easyflex flexible duct connector is available in various steel thicknesses, cloth qualities, cloth widths, steel widths and types of seam. Air handling unit manufacturers will, by using narrower widths, be able to produce more compact air handling units, with savings of weight, volume and cost.

 

For more information please contact us at web@easyflex.in.

 

Author : Easyflex 

The Challenge of Change in the Government

 

We adore change - as long as the change is made by other person and we don't have to change ourselves.

I speak frequently on the subject of "Change". Whenever I ask the audience: "Is Change inevitable?" or "Is Change good for us?", the response is almost unilaterally that Change is here to stay. People in the audience always nod their head in agreement when I mention that in today's world - "Change is the only constant".

But when I talk about the change that is washing up on their organizational shores, they become slightly more serious, and even become quiet. In an organization, change could manifest in several forms – embracing a new structure, process or policies, adopting new technologies, moving operations to a new geographic location or completely realigning your product portfolio.

The absence of change could lead to organizational obsolescence and ultimately may be to its demise, and on the other hand, the implementation of change if not done properly could lead to organizational disintegration. Neither of the above scenarios – the death of the organization or its disintegration is desirable. These options could be avoided and a seamless change in an organization could be implemented by following some of the guiding principles of leading organizational change. 

               Change fails more often than it succeeds.

According to the Change management guru - John Kotter, it fails more than 70% of the time. The three top reasons that change fails: Too much complacency, lack of vision and absence of leadership thrust. I have been advising a lot of organizations on managing change. The best of the organizations understand the need to manage change. They plan and more importantly devote time and resources to manage the process of change. The worst plunge into it, and then much later through the implementation realize that the change effort isn't going anywhere. But then more often than not it's too late to salvage the situation, and end up losing a great opportunity.

I am currently supporting a change management effort for a massive digital transformation for one of the high performing ministries in the government. The good thing is that Change Management has been included as an integral part of the technical project management. Rather than coming at the end of the project, this is running concurrently with the project. Its early days to predict the success of the change management, but what can be said confidently is that the approach is right. Our challenge is to draw out the leadership to lead this effort and communicate with the stakeholders about the need for change.

The most redeeming feature is that the government has realized that the huge resources being put to such initiatives like digital transformation can only be optimally harnessed if they are supported by a well designed and structured change management process.

The Author is CEO & Founder People Sculptors.  Shaping People. Building Companies

 Author : Sidharath Tuli

Seismic Isolation - Easyflex

Seismic Isolation

• In a seismic application where vibration isolation of the mechanical equipment is required, this movement for proper isolation is still necessary. However, in these installations, the lateral & vertical movement of the equipment needs to be minimized so that equipment remains in place during a seismic event.
• Holding down the equipment can be achieved in two ways, a mechanical snubbing device can be placed in conjunction with “standard” spring isolators or spring isolators with “built in” snubbing devices can be used. These are what we refer to as seismic isolators.

Floor Mounted Seismic Vibration Isolators 

• In this restraint method, the equipment rests on isolators that have built-in restraint.

• Seismic forces are exerted on a building and its contents during an earthquake. These forces act horizontally upon the structure itself, as well as the piping, cable trays, duct work, and other building systems within.
• Typical supports for piping, trays, and other equipment are designed for the gravity, or vertical, loads but do not take into account the horizontal loading caused by earthquakes.
• Seismic restraints (i.e. braces) resist the horizontal forces and keep the systems in place and secure.
• The main purpose of seismic bracing is safety- to minimize the loss of life due to an earthquake.

Picture Credits: VMC USA

Author : Easyflex