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Making An Impact With Nonprofit Marketing written by Sara Nay read more at Duct Tape Marketing

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Clone of Weekend Favs May 29 written by John Jantsch read more at Duct Tape Marketing

My weekend blog post routine includes posting links to a handful of tools or great content I ran across during the week.

I don’t go into depth about the finds, but encourage you to check them out if they sound interesting. The photo in the post is a favorite for the week from an online source or one that I took out there on the road.

Have you ever wondered how a successful business is born? The backstories of those that are intelligent enough to run a company can be fascinating to uncover— even more so when a cofounder changed his path multiple times to find his passion.

GR0 cofounder Jonathon Zacharias never intended to go into digital marketing. In fact, he went to school to pursue law. At his part-time job, working for a friend of his father at a law firm, an interest in search engine optimization began to grow into a self-defined “obsession.” Eventually the gig led him to realize, “I was way more interested in getting the cases than litigating them.”

At the time, only law and medical professionals were fully utilizing the tool of SEO, a system that streamlines content to connect searches on platforms such as Google to specific data. The potential for businesses to profit off of SEO by using it to up their digital marketing game still seemed like a concept years away. However, Zacharias saw the importance of this process long before it became mainstream in the e-commerce industry.

In November of 2016, a struggle with addiction became too much to ignore, and Zacharias received treatment at CRI-Help, a residential drug rehabilitation center. Armed with a new sense of self and sobriety, he met his future GR0 partner, Kevin Miller, through the program. He states, “We immediately became best friends, talking every single second. I feel like my entire life shifted as soon as I met him.”

And he was right. Miller’s experience working at Google and position as head of growth at Opendoor allowed for the pair to bond over search analytics and marketing campaigns — something Zacharias had always seemingly done alone. He had been waiting to share his expansive findings with someone else.

“I spent the next seven, eight years, from 2011 to 2019 when we started the company perfecting the science behind SEO, and then once I had that perfected, I basically started applying tactics that had never been used in e-commerce,” he shares. “It was really like the second wave of SEO.”

By the time this new process had been shown to Miller, he was all in and suggested going a step further. Zacharias states, “He loved it so much that he was like, ‘let’s just start a business and do this for as many direct-to-consumer brands as we can, because it’s such a powerful channel.’” The duo laid their plans, and GR0 quickly came into being.

Two years after its inception, this startup has been propelled into success. “We are basically matching the hottest direct-to-consumer ecommerce brands, working with the biggest celebrities in the world, and creating real partnerships,” Zacharias states. GR0 has been able to work with Venus et fleur, Nugenix, and Funboy, among other reputable businesses.

Zacharias says, “We give these brands an opportunity to work with huge celebrities that they wouldn’t normally be able to work with because they couldn’t afford to put millions of dollars down up front.” With an inspired and inspiring CEO, GR0 is just beginning its climb upwards.

The post GR0 Cofounder Jonathon Zacharias Brings Innovation and Skill to Modern SEO appeared first on Social Media Explorer.

Original source: https://socialmediaexplorer.com/search-engine-optimization-2/gr0-cofounder-jonathon-zacharias-brings-innovation-and-skill-to-modern-seo/

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Cybersecurity and remote work – so far, these two have not gotten along very well since the majority of workers began working from home last year. In 2020, 62% of Americans began working from home; and for 49%, this was their first experience with remote work. This meant that many more employees were suddenly using their personal devices, rather than company issued devices. They were working over unsecured or spotty WIFI, leaving security vulnerabilities. Employees were suddenly using Zoom and other video and collaborative tools to conduct business; tools which were easily hackable. The ability to secure remote work is key.

Employees were also suddenly connecting to their company networks in droves, which made the networks vulnerable as they were not intended to handle the mass of remote connections. Not to mention that although 75% of employees would typically follow security protocols given by their employers, only 20% actually received input on home cybersecurity.

Add this all together, and you get a 300% increase in cyber attacks, according to the FBI. You also get attacks targeting remote workers increasing by 5x and you get 20% of all businesses reporting an increase in security breaches. Not to mention that phishing is up by 600%, and ransomware is up by 148%. The pandemic of 2020 has brought more than just one virus with it. Due to the increase in remote work, it’s expected that 76% of organizations will take longer than before to detect and contain breaches. 70% of companies say that the cost of security breaches will only increase. Cybercriminals will continue to target remote workers using social engineering attacks, hacking vulnerable and IOT devices, and breaking through unsecured WiFi networks.

Is Multi-Factor Authentication the Answer?

It’s time for the internet to step up to the plate. Multi-factor authentication just isn’t cutting it. Passwords are too easy to hack and security questions are too easy to guess by gleaning a user’s social media. The real answer to these new security challenges lies with passwordless authentication. This replaces passwords with cryptography and biometrics. It’s also risk-based, which means that every user and device signal is checked. It also has no need for using out-of-band messages that can be intercepted.

It’s 2021. We’re doing things differently now, and it’s time for cybersecurity to get with the program.

The post How to Secure Remote Work appeared first on Social Media Explorer.

Original source: https://socialmediaexplorer.com/business-innovation-2/secure-remote-work/

The post How to Secure Remote Work appeared first on connect social networks.

After a year of uncertainty and anticipation for the coronavirus pandemic to conclude once and for all, the United States is officially out of the dark and scary tunnel. Vaccinations are being widely distributed in record time, and states are finally lifting public restrictions. With this in mind, many people are curious about what life after the pandemic will look like. Will everything return exactly the way it was before? Or will it be a new sense of normalcy? The adjustment will take some time, but overall, people are excited to regain their freedom and spend quality time with family and friends.

Like others, Shalom Lamm is excited for his business to no longer suffer from COVID-19 and get back to contributing to a cause that means so much to him. He is the CEO of a nonprofit organization called Operation Benjamin. This company dedicates itself to preserving the memories of American-Jewish soldiers who died in battle during World War II. Their mission is to locate Jewish soldiers who were mistakenly buried under Latin Crosses which incorrectly represented their heritage. Once pinpointing the sources, they correct the mistake and bring an overwhelming sense of peace and comfort to the families of the fallen soldiers. With the pandemic coming to an end, Lamm is anxious to have his business once again thrive to its fullest potential and have the opportunity to assist many more families. Like businesses, many aspects of society are preparing for the reopening of the country, but with some new trends. Here are some things to expect once life after the pandemic proceeds:

Building Your Story And Making Your Big Ideas Irresistible written by John Jantsch read more at Duct Tape Marketing

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How To Build A Personal Brand On LinkedIn In 2021 written by John Jantsch read more at Duct Tape Marketing

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Simplify Your Marketing And Grow With Less Stress written by Sara Nay read more at Duct Tape Marketing

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Over a year ago, the workforce experienced one of the most dynamic and time sensitive changes that it has ever seen. 88% of businesses required their workers to transition to remote work in order to deal with the COVID-19 pandemic. Of those businesses over 67% say that remote work will be a permanent feature of their company beyond the pandemic.

Leading companies such as Twitter, Facebook and Nationwide Insurance have already publicly stated that the transition from in-person to remote work will be a permanent fixture of their business model. This decision could have a lasting impact on the industry as a whole. If this is truly the case for our business society moving forward, then we may see vast differences and changes in employee behavior based on this decision. One of the biggest changes will be location.

Between fourteen million and twenty-three million people will migrate throughout the United States if remote work becomes permanent. Remote work gives employees the flexibility to move wherever they want and many employees want cheaper affordable living in other states. People will also trend towards moving to places that are beyond the traditional commute. 54% of people surveyed said they would move two or more hours away from the office, while 42% said they would be comfortable moving four or more hours away. Those who live in cities are two times as likely to move if remote work becomes permanent.

There are three main reasons that businesses actually prefer remote work to traditional in-person work.

The first is the decreased need for real estate. With minimal people attending an in person office space companies can relinquish some of their property leases and save money.

Secondly, they can also consolidate their offices into smaller spaces. This would reduce the large price tag associated with large office buildings and help reduce some corporate expenditures.

Third, because employees can work anywhere there is no need to have a central hub or headquarters. This means that businesses can reallocate to cheaper industrial markets so that they can maximize the money spent of real estate.

However, the benefits may not outweigh the losses. Industry leaders have announced that they may pay remote employees less than those who come into the office. They may do this by having a variable wage based on the cost of living in each city or they may subsidize a move but then cut pay. This could result in an unfair wage gap for women and racial minorities. Women currently earn 82% of what a white man earns in the current market. An African American man earns 87% of what a white man earns. Women and racial minorities may not have an option to work remotely and as such may be unfairly biased against.

However, this wage gap may be mitigated by the financial gains that remote working brings to everybody. Research reports that employees who work from home could save an average of two thousand five hundred to four thousand dollars a year from working at home.

And there may be some credence to docking pay for remote works. Working from home is seen as an opportunity that allows for people to have increased free time and lower the need for childcare and other expenses. A location based pay cut may also depend on the type of job you have.

If your job is one of high demand or if it receives significant benefits and salary you may actually be doing a disservice to your title by working at home. Therefore, it is within the companies rights to make decisions based on your suggested productivity.

Companies still value executives and the location of Silicon Valley, but they are hoping that cost of living based wages can entice fresh talent from these higher cost areas down to lower cost housing markets. This could directly benefit the company because they can control where their talent is.

Cities like New York, San Francisco, and Washington DC are 1.5x as expensive as cities like Dallas and Cleveland. This means that the purchasing power is the same but the standard of living is vastly different. In order for companies to persuade employees, they need to find a solution to this problem.

Source: TrackTime24.com

The post Remote Work and the Wage Gap appeared first on Social Media Explorer.

Original source: https://socialmediaexplorer.com/infographic/remote-work-and-the-wage-gap/

The post Remote Work and the Wage Gap appeared first on connect social networks.

Investing in company culture is the key to performance and success. Company culture is unique to every organization and encompasses all of their attitudes, ideas, and attributes. Company culture is shown in the actions and behaviors of every individual who works for the company. According to a decade-long study, firms that have a strong focus on corporate culture saw massive growth in revenue, stock price, net income, and job growth. Although 72% of company executives say that culture is the key to performance, only 32% believe that their company culture is aligned with their business strategies.

Investing in cultural transformation can produce large rewards. Cultural transformation comprises aligning employee desires and business strategy, instilling a compelling vision for the future, and rallying support through active communication. Focusing on cultural transformation can bring an 85% net profit increase after 5 years and increase workforce growth by 25% in just 3 years. Cultural transformation can also bring a 50-point increase in employee engagement, which brings 10% higher customer ratings, 17% higher productivity, 20% higher sales, and 21% higher profitability.

Although a positive outcome is expected in all digital transformations, less than 15% are successful. Employees are more likely to resist cultural change when there is a poor corporate culture. If employees feel overburdened, change often brings new responsibilities and they fear they will face more work with no reward. Additionally, if past efforts to change have failed, this can lead to unintended consequences, compromising employee trust. New technologies can also expose employees who lack the necessary skills, prompting the fear of job loss and making the employee less likely to buy into transformation efforts.

When deciding to invest in company culture, it is important to ask if your rewards align with vision fulfillment across the organization, if company culture unleashes employee passion, and if there is a leadership program that cultivates the right values. Investing in the strategic imperative, skill training, job alignment, reward success, and future vision are all cultural transformations that matter. Ascension Transformation Solutions provides your company with the means to invest in successful business and cultural transformation.

The post How to Invest in Company Culture appeared first on Social Media Explorer.

Original source: https://socialmediaexplorer.com/infographic/building-company-culture/

The post How to Invest in Company Culture appeared first on connect social networks.