Business

3 Tips to Fix Keyword Cannibalization from Real Guest Blogging

Published

3 years ago

July 23, 2020

Have you ever seen two or more of your web pages ranking for the same keyword? At first, this might seem like a good thing. After all, the more pages showing up on the first page, the more traffic you get, right? As any wise webmaster would tell you, however, this problem could be costing you potential customers and sales.

Real Guest Blogging specializes in content marketing, and one of the most common problems they encounter with their clients is keyword cannibalization. This happens when you target the same keyword across two or more pages on your website. Without an efficient content strategy in place, it proves challenging to prevent keyword cannibalization, particularly if you have a huge site with hundreds or even thousands of indexed pages.

It’s worth noting; however, that keyword cannibalization isn’t always a bad thing. But if you know that fixing the problem can improve your conversion rate and profit margins, then you should equip yourself with the right knowledge to stop your posts from cannibalizing each other once and for all.

1) Identify what pages are affected

Your first step is to identify what pages of your website are affected by keyword cannibalization. The easiest way to do this is to head over to Google and use the search query: “domain + keyword.” For instance, typing “bestwidgets.com + red widgets” will return a list of all indexed pages on your blog that contain this particular keyword or similar variations.

You need to sift through this list and identify what keywords these pages are ranking for. From there, it’s all a matter of finding out whether one or more pages rank for the same keyword.

2) De-optimize

When you see a page cannibalizing another, and you’re sure that your site will be better off without its ranking for the same keyword, then it’s time to start de-optimizing. The easiest thing to do is to remove the keyword in question from the page you want to withdraw from the search results pages. But this usually doesn’t cut it. In most cases, you have to look at the internal links pointing to that page and de-optimize the anchor texts as well.

To take things up a notch, you may want to use a backlink checker to see the external inbound links of the page. This entails reaching out to the webmasters of the sites that link to your page, and you can’t expect them to reply all the time. But it’s worth trying if you want the best shot at de-optimizing the page.

3) Merge similar content

Merging is the best route to take when two or more pages have very similar topics. Usually, you can combine these pages into a brand new page, allowing you to create a more comprehensive post that could have a higher ranking potential. Just remember to use a 301 redirect from the old pages to the new URL. Doing so will preserve “link juice,” giving the new page a better chance of ranking for your target keyword quickly.

4) Delete the page

Of course, you also have the option of merely deleting the pages that cannibalize others. Many webmasters might find this a bit extreme, and it can be not easy to delete a page knowing that you put in the time and effort to create it. But if you know that it hurts the chances of ranking another page, then it’s best to delete it. This applies in particular to pages that get little traffic and have no backlinks.

In Summary

Keyword cannibalization can be a severe problem for any website, yet it’s easy to forget about it as you focus on creating content and optimizing other website elements. Real Guest Blogging recommends preventing the issue before it even arises. Determine whether any of your existing pages already rank for the target keyword you have in mind. This helps you figure out whether it’s worth creating content from scratch or you’re better off updating an old post.

Business

The Ultimate Guide to the Essential Social Skills in Business

Published

1 week ago

May 30, 2023

Matthew Wiles

Effective communication and strong relationships are essential for success in the workplace. One factor that can greatly influence these qualities is emotional intelligence, often abbreviated as EQ. EQ refers to the ability to identify, understand, and manage one’s own emotions, as well as the emotions of others. Research has shown that individuals with high levels of EQ are better equipped to handle stress, communicate effectively, and work collaboratively with others (Chamorro-Premuzic & Sanger, 2016).

Research has consistently shown that emotional intelligence (EQ) is an important predictor of job performance and success in the workplace. EQ is comprised of a set of skills that allow individuals to recognize, understand, and regulate their own emotions, as well as the emotions of others. In addition, individuals with high EQ are better able to communicate effectively, build relationships, and navigate complex social situations. As a result, they are often viewed as effective leaders and collaborators, and are more likely to achieve their personal and professional goals.

In fact, a number of studies have demonstrated the significant impact that EQ has on job performance and success. For example, one study of 85 upper-level managers found that those with higher EQ scores were rated as more effective leaders by their subordinates (Law, Wong, & Song, 2004). Another study of 151 employees found that those with higher EQ were more likely to be promoted within their organization over a five-year period (Carmeli, Brueller, & Dutton, 2009). These findings highlight the importance of EQ in the workplace and suggest that developing these skills can lead to significant benefits for both individuals and organizations.

According to a study conducted by TalentSmart, a leading provider of EQ assessments, EQ is responsible for 58% of success in all job types (Bradberry & Greaves, 2009). In contrast, IQ only accounts for about 4% of success in the workplace. This suggests that EQ is a crucial skill set for individuals in any professional field. Fortunately, EQ is a skill that can be developed and honed over time with practice and awareness.

There are several key components of EQ that are particularly important for success in the workplace. These include:

Self-Regulation: This refers to your capacity to recognize and control your emotions. Sometimes treating them when they arise may be necessary. Understanding how to manage your anger is essential. However, it can also cover how to control the feelings you’ll experience.

Self-Awareness: This implies recognizing and understanding your own feelings. Do noisy places make you nervous? Do other people talking over you make you angry? Knowing these truths about yourself shows that you are working on your self-awareness. Being conscious of yourself is necessary for this phase, which can be more complex than it sounds.

Socialization: This category focuses on your capacity to manage social interactions and direct relationships. It doesn’t entail dominating others but knowing how to work with others to achieve your goals. This could entail presenting your ideas to coworkers, leading a team, or resolving a personal disagreement.

Motivation: Strong motivators include external forces like money, status, or suffering. Internal motivation, however, plays a significant role in Goleman’s concept. By doing so, you demonstrate your ability to control your cause and initiate or continue initiatives of your own volition rather than in response to external demands.

Empathy: It’s equally critical to be sensitive to others’ feelings. This may entail learning to identify different emotional states in individuals — for example, can you tell the difference between someone at ease and someone anxious? — but it also requires comprehension of how other people may react to their current situation. Empathy is one of the essential traits in business and business leadership.

A thought leader in this space, Michael Ventura has built a career advising organizations on the importance of emotional intelligence in the workplace. In his book, Applied Empathy, Ventura highlights the value of empathy in business and provides strategies for developing and applying this skill set. With two decades of experience as a leader, facilitator, and educator, Ventura’s work has made impact in with prestigious institutions such as Princeton University and the United Nations as well as corporate clients such as Google and Nike.

Through his work, Ventura advises leaders to focus on the development of EQ in order to help individuals improve their communication, collaboration, and leadership skills, ultimately leading to greater success in the workplace. Experts like Ventura continue to support the growing body of research on the value of EQ in business, and the evidence that organizations who invest in the EQ of their teams help to create a more empathetic and successful professional environment.

And it’s worth noting that EQ isn’t just important for individual success in the workplace, but also for overall organizational success. A study by the Center for Creative Leadership found that EQ was a better predictor of success than IQ or technical skills in the workplace, and that teams with higher levels of EQ tend to be more effective and productive (Boyatzis, Goleman, & Rhee, 1999). By cultivating a culture of empathy and emotional intelligence, organizations can improve their overall performance and create a more positive work environment for their employees.

In conclusion, emotional intelligence is a crucial component of success in the workplace, and individuals and organizations alike should prioritize the development of these skills. The ones that do not only develop a leading edge in their category, but also become a meaningful place to work for their teams. And in today’s rapidly changing talent landscape, the retention of highly capable, emotionally intelligent leaders is one of the greatest keys to unlocking success.

References:

Boyatzis, R. E., Goleman, D., & Rhee, K. S. (1999). Clustering competence in emotional intelligence: Insights from the emotional competence inventory (ECI). In R. Bar-On & J. D. A. Parker (Eds.), Handbook of emotional intelligence (pp. 343-362). Jossey-Bass.

Bradberry, T., & Greaves, J. (2009). Emotional intelligence 2.0. TalentSmart.

Chamorro-Premuzic, T., & Sanger, M. N. (2016). Does employee happiness matter? Journal of Organizational Effectiveness: People and Performance, 3(2), 168-191.