So your name is out there now. As I said before, established brand names can still thrive even when having a negative reputation. Denny’s had a great 2013. Now take a look at what their customers think of them.

Getting links on authority sites is a great way to have some authority rub off on you. Not only is the link viewed as a vote of confidence by search engines, more importantly, it’s viewed as a vote of confidence by users.
According to Conductor, search engines direct about 47% of online traffic. Of all the sources, search engines represent a plurality of directed traffic. But that means the majority of traffic is independent of search engine rankings. According to the same Conductor study, non-social referral visits account for 15% of the internet’s traffic. Even using Conductor’s sample size of 310 million hits, that’s 4.7 million referral clicks.

This is my way of saying that links don’t only lead to search engine traffic. A well-placed link on an authority site can direct an abundance of referral traffic.
Right now in the world of SEO, it’s more important than ever to be cognizant of anchor text diversity. Google is not fond of sites that use the same keyword-rich anchor text over and over.

So along with keyword and white noise anchors, branded anchors should absolutely be part of your link profile.

This is a good thing. Being “forced” to use your brand name as an anchor is a way of simply getting your name out there. Even if a user doesn’t click the first time seeing your name, the more that user sees your name, the more that user is going to be compelled to click. And once they click, they are led to the biggest branding opportunity you have: your site.

There’s no better representation of your brand than your website, and link building is a valuable way to get people to look at your brand in all of its glory.

So you have great content. Now what? As awesome as, say, your info graphic might be, people aren’t going to find it without being pointed towards it.

You might be saying, “What about social media? Wouldn’t it be easier to share it on our social media channels?”

I’m never going to advocate being absent on social media. Even if social signals are not part of Google’s algorithm, they have indirect effects on rankings.

Even though social media is an effective method of promotion, that doesn’t mean you shouldn’t be building links as well in your promotional efforts.
If you’re building links without building relationships, you’re doing it wrong.

I can’t emphasize enough how much easier link building is when you have relationships within your niche to rely upon.


Let’s say your primary online strategy to gain visibility is through the usage of social media. Building a legitimate following on social media is one of the most trying tasks of going that route. When I say legitimate, I mean gaining followers without bios like this:

Did you ever think that you can gain followers outside of the parameters of social media? It happens to me frequently. I attract a few followers every time I get a link, and the majority of the time the followers are people I’ve never talked to in the realms of social media channels.

Relationship building leads to visibility, no matter where you want to be seen.

Our link building campaigns have often created new relationships for clients, relationships which have provided benefits outside of SEO. Think partnership or advertising opportunities. Without our link building services, those relationships would not exist.
It's pretty incredible how often you hear managers complaining about their best employees leaving, and they really do have something to complain about--few things are as costly and disruptive as good people walking out the door.

Managers tend to blame their turnover problems on everything under the sun, while ignoring the crux of the matter: people don't leave jobs; they leave managers.

The sad thing is that this can easily be avoided. All that's required is a new perspective and some extra effort on the manager's part.

First, we need to understand the nine worst things that managers do that send good people packing.

1. They Overwork People


Nothing burns good employees out quite like overworking them. It's so tempting to work your best people hard that managers frequently fall into this trap. Overworking good employees is perplexing; it makes them feel as if they're being punished for great performance. Overworking employees is also counterproductive. New research from Stanford shows that productivity per hour declines sharply when the workweek exceeds 50 hours, and productivity drops off so much after 55 hours that you don't get anything out of working more.

If you must increase how much work your talented employees are doing, you'd better increase their status as well. Talented employees will take on a bigger workload, but they won't stay if their job suffocates them in the process. Raises, promotions, and title-changes are all acceptable ways to increase workload. If you simply increase workload because people are talented, without changing a thing, they will seek another job that gives them what they deserve.

2. They Don't Recognize Contributions and Reward Good Work


It's easy to underestimate the power of a pat on the back, especially with top performers who are intrinsically motivated. Everyone likes kudos, none more so than those who work hard and give their all. Managers need to communicate with their people to find out what makes them feel good (for some, it's a raise; for others, it's public recognition) and then to reward them for a job well done. With top performers, this will happen often if you're doing it right.

3. They Don't Care about Their Employees


More than half of people who leave their jobs do so because of their relationship with their boss. Smart companies make certain their managers know how to balance being professional with being human. These are the bosses who celebrate an employee's success, empathize with those going through hard times, and challenge people, even when it hurts. Bosses who fail to really care will always have high turnover rates. It's impossible to work for someone eight-plus hours a day when they aren't personally involved and don't care about anything other than your production yield.


4. They Don't Honor Their Commitments


Making promises to people places you on the fine line that lies between making them very happy and watching them walk out the door. When you uphold a commitment, you grow in the eyes of your employees because you prove yourself to be trustworthy and honorable (two very important qualities in a boss). But when you disregard your commitment, you come across as slimy, uncaring, and disrespectful. After all, if the boss doesn't honor his or her commitments, why should everyone else?

5. They Hire and Promote the Wrong People


Good, hard-working employees want to work with like-minded professionals. When managers don't do the hard work of hiring good people, it's a major demotivator for those stuck working alongside them. Promoting the wrong people is even worse. When you work your tail off only to get passed over for a promotion that's given to someone who glad-handed their way to the top­­­­­­­, it's a massive insult. No wonder it makes good people leave.

6. They Don't Let People Pursue Their Passions


Talented employees are passionate. Providing opportunities for them to pursue their passions improves their productivity and job satisfaction. But many managers want people to work within a little box. These managers fear that productivity will decline if they let people expand their focus and pursue their passions. This fear is unfounded. Studies show that people who are able to pursue their passions at work experience flow, a euphoric state of mind that is five times more productive than the norm.


7. They Fail to Develop People's Skills


When managers are asked about their inattention to employees, they try to excuse themselves, using words such as "trust," "autonomy," and "empowerment." This is complete nonsense. Good managers manage, no matter how talented the employee. They pay attention and are constantly listening and giving feedback.

Management may have a beginning, but it certainly has no end. When you have a talented employee, it's up to you to keep finding areas in which they can improve to expand their skill set. The most talented employees want feedback--more so than the less talented ones--and it's your job to keep it coming. If you don't, your best people will grow bored and complacent.

8. They Fail to Engage Their Creativity


The most talented employees seek to improve everything they touch. If you take away their ability to change and improve things because you're only comfortable with the status quo, this makes them hate their jobs. Caging up this innate desire to create not only limits them, it limits you.

9. They Fail to Challenge People Intellectually


Great bosses challenge their employees to accomplish things that seem inconceivable at first. Instead of setting mundane, incremental goals, they set lofty goals that push people out of their comfort zones. Then, good managers do everything in their power to help them succeed. When talented and intelligent people find themselves doing things that are too easy or boring, they seek other jobs that will challenge their intellects.

Bringing It All Together


If you want your best people to stay, you need to think carefully about how you treat them. While good employees are as tough as nails, their talent gives them an abundance of options. You need to make them want to work for you.

What other ? Please share your thoughts in the comments section below as I learn just as much from you as you do from me.

The inspiration for this article came from a piece authored by Mike Myatt.