Churn And Burn Case Study

Remember the good ol’ days when link blasts comprising hundreds or thousands of links from many different sources was the key to ranking in Google?

Apparently, things have changed, all due to Google’s propaganda and the fear of getting penalized which is one of the main goals behind said propaganda. Heck, some of my SEO clients are disturbed by the presence of exact match anchor texts in their link profile, not knowing that they actually need it to rank.

Never the less, what if I told you that link blasts still work very well, even today?

I’m not the only one that knows this. Lots of SEOs are still using this to rank their sites quickly and make good sums of money before Google catches on, and I’ve seen sites ranked this way last for years, receiving substantial traffic from Google without any penalties.

This kind of SEO is called ‘churn and burn’ SEO, and backlink indexers play a major role in its effectiveness.

How Indexing Has Changed Over the Years

Churn and burn SEO involves building tons of backlinks drip fed over weeks or months (depending on keyword competition) to reach the first page of Google, but the problem is that the majority of them won’t get indexed, at least not naturally.

This is simply because Google has gotten better at filtering out links built by GSA, Scrapebox, and other blackhat SEO tools.

All hope is not lost, though. You can still get those links indexed using several methods.

A few years ago, the best way to get Google to notice your backlinks was through pinging. You would simply copy your links and paste them in a bulk ping tool and hit submit.

Pinging tools used to produce fantastic results until Google dialed down their effectiveness. Now they are almost worthless.

I remember how I would publish a new post, ping the url, and see it in the search results a few seconds later. It was almost magical, but, sadly, those days are gone.

You can still index your new blog posts rapidly by fetching and submitting them to Google via the webmaster tools console, but that isn’t useful for indexing backlinks since you don’t own the sites linking to you.

What Works Now

After Google killed ping tools, a new solution surfaced…backlink indexers. Backlink indexers are built off a secret recipe that speeds up indexing. The original backlink indexer was One Hour Indexing (part of the HKSEO network). It existed for a while before competitors imitated our service and produced their own versions of it.

The introduction of One Hour Indexing into the Black Hat World marketplace was good news for all SEOs. We were getting their backlinks indexed in less than an hour, thus the name ‘One Hour Indexing’, and all that was achieved without pinging or building links.

Google tweaked their algorithm to cripple indexing services back in June 2015, but we’re still getting backlinks indexed fast. It just takes longer than an hour now.

Some competitors claim to be good at this, but all they do is build links to your backlinks, an activity that could complicate matters for you if they’re building undesirable links to your backlinks.

Despite the competition and Google’s update, we’re still producing better results than the competition as proven by this case study.

Here’s another recent case study proving the effectiveness of One Hour Indexing.

If you’re looking for a backlink indexing solution, One Hour Indexing is hands down your best bet.

What If you’re Not Engaged in Churn and Burn SEO?

If you’re not building thousands of backlinks, you can still benefit from using One Hour Indexing. That’s because you can index 10 or 1,000 backlinks using it. The volume doesn’t matter.

So, if, for example, you’re building 20 PBN links per month and don’t feel like manually submitting them to Google or waiting for Google to index them, you can take advantage of the power of One Hour Indexing.

Also, if you recently published hundreds of pages on your website and want to get them indexed fast, One Hour Indexing can help you.

Tell Us about your Experience

Have you used any backlink indexer in the past? If yes, please share it in the comments along with your experience with it.

Social media restaurant communities are littered with conversations revolving around one of the most costly and frustrating elements of the business: employee turnover. Every LinkedIn group, Google+ community, and Facebook page dedicated to the industry sees its share of questions and answers as to how to make It stop.

If you've ever worked for a restaurant, as a staff member, manager, or owner, you are familiar with the problems. Employee turnover is astronomically expensive and impacts customer service in a major way. The old adage that it's more expensive to earn a new customer than to keep one also applies to your employees. This is one of the most crucial challenges quick-service restaurants face, yet the National Restaurant Association pegged the turnover rate in both the restaurant and accommodations sector at nearly 63 percent in 2013.

But there are two different versions of this tale: restaurants that struggle to keep workers employed, and those who have people waiting to get in. What determines which one your restaurant is?  First, let's look at a few scenarios in the restaurant Industry:

St. Louis–based Lion's Choice gets a lot of attention for its record setting employee retention, and it deserves every bit of it. Eighty percent of its 275 full-time employees have been with the company for 10 years or more, and the brand recently set a record of going an entire year without one employee leaving or being fired.

The point of an employee loyalty program is, of course, to gain your workers' dedication, but in doing so, you'll have to prove your dedication to them.

Lion's Choice offers full-time employees medical and dental insurance, a 401K program and match 50 percent, life insurance, family and medical leave, and paid vacations.

Now, compare that to one of the incredibly popular Millennial darlings, Chipotle, where employee turnover sits at the other end of the spectrum, at 80 percent annually. Complaints about working conditions and lack of training at the fast casual abound online, particularly on Glassdoor.  One complainant was so inspired he created a website to document both anonymous and 'registered' complaints about his former employer.

And Chipotle is not alone. McDonald's has become legendary for its customer service and 'friendliness' complaints, and although the chain would not verify its exact employee turnover rate, it is fair to surmise that its part-time workforce and high turnover is at least part of its customer service problem. And of course, with the general quick-service employee turnover rates as high as they are, it is clear that Chipotle and McDonald's have a lot of company.

What’s the primary difference between operators like Lion's Choice and the other restaurant organizations so challenged with employee turnover? Of course Lion's Choice is smaller than the other operations named, but Lion's Choice employees feel a loyalty to their employer that is reciprocated. The comments on Glassdoor by employees from the other companies named shows that they feel their employers see them as expendable, and the turnstile will keep spinning.

As the economy creeps toward a more stable situation, turnover will become even more of a headache as so-called “disposable” jobs are easier to come by. Anyone in the restaurant Industry understands that employee loyalty is more complicated than simply 'hiring the right person.' The list of issues includes that,plus pay and benefits, accommodating work hours since so many restaurant employees are students, comprehensive training, and a positive work environment.

If it was simple, would the vaulted Starbucks Corporation have a turnover rate cited at 65 percent by Rossi Norman Dias in a case study? He also puts other quick serves at 150 –400 percent. Dias names the culture of teamwork as a huge factor in employee morale and motivation.  

Virtual Next focuses on mobile customer loyalty programs, not employee loyalty, but because of the company’s experience, it understands the touch points that impact a person’s loyalty—there are a lot of similarities between customer and employee loyalty.

Just as important is a company’s culture. Operators should ask: Am I selling the brand internally to employees? What policies are am I setting? How do I reward positive behavior? Are those positive behaviors defined so employees know what’s expected?

When Virtual Next creates a successful customer loyalty program for a client, there are many components in addition to rewarding specific behaviors, such as ease of use of the program, how they are treated by restaurant employees, and their overall experience impact whether or not they return as loyal customers. Employees’ overall experience has a tremendous amount to do with whether they stay as well.

The point of an employee loyalty program is, of course, to gain your workers' dedication, but in doing so, you'll have to prove your dedicationto them. In order to consider how the program could work, operators should acknowledge some of the greatest challenges their employees face, including low pay, lack of proper training, long and sometimes monotonous hours, and a negative or despondent culture.

Not every quick serve has the margins that Starbucks does, but there is still a lot a smaller operator can do to impact company culture. An internal loyalty program that tackled at least some of these issues it would include one of the following:

Rewards for group performance: Many employees who leave a quick-service job cite the work environment as a big issue, so building teamwork builds employee morale all around. By rewarding group work, you encourage a team atmosphere, which in turn raises morale.

Individual rewards: These could include incentives like extra breaks, free food, an earned prime parking spot, or an accrual system that worked towards a bonus day off.

The end results of creating a program, and therefore a culture that makes employees feel appreciated and happy, carries farther than simply cutting down on hiring expenses; happy employees create a better experience for your customers as well. The ROI on a program that makes your employees happy can’t be discounted.

Quick serves face some of the most challenging hiring and employee retention issues in any industry. And an internal loyalty program is not the magic elixir for all of turnover issues. Creating proper training and an attractive culture is a colossal undertaking, but there are quick serves out there doing just that, and some employees would quickly jump ship to any one of them if they thought the grass would be greener. Creating an internal loyalty program that sets you apart can be a major part of what keeps them on your team.

Bijan Shahrokhi is a technology entrepreneur and founder and CEO of Virtual Next, a mobile loyalty and payment solution for restaurants and retailers.

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