Business
4 Business Website Redesign Mistakes and How to Avoid Them

Studies show that 80% of American consumers shop online. It’s not surprising, then, that having an online presence is imperative to small business owners. If you don’t have a strong online presence, you can’t expect to compete with the other businesses in your industry.
However, it’s not just about ranking high for keywords related to your brand. Yes, that’s an essential part of the equation. But you also need to think about the consumer experience you’re creating on your website.
This is what determines whether or not website visitors become paying customers. You must avoid making business website redesign mistakes if you want to generate leads, make sales, and build a successful company.
We’re here to help. Keep reading for a quick list of four mistakes to avoid while updating business websites.
1. Not Working With a Website Design Agency
First, unless you have experience and expertise in designing and developing websites, it’s best to leave this to the professionals. While there are some website-building platforms that make the task relatively straightforward, it’s not something you should risk.
Not only does building a website require technical backend coding, but every mistake you make will be felt by your customers. This might include:
- Slow loading times
- Improper formatting
- Links and buttons that don’t work properly
- Misaligned images, text, and video
- Difficult navigation
- And more
You can avoid these business website redesign mistakes by working with a professional right off the bat.
2. Not Placing an Emphasis on Branding
During your website redesign project, keep your eye on the prize. Don’t forget that this is all about branding for your company. Every aspect of your website will reflect on your business.
The fonts, colors, images, and videos you use should all coincide with your brand identity. When consumers visit your website, they should be met with a familiar and consistent experience.
3. Trying to Rank Your Homepage
One of the most common business website redesign mistakes is tiring to make your homepage rank high on Google. This is both unnecessary and potentially problematic.
First, you don’t want your homepage competing with other web pages on your site. You should strive to direct search engine users directly to the page they need, whether it’s a product page or a blog page.
Second, your business is going to evolve over time to include more niche products and services. If it ranks high now, it will most likely be outdated in a matter of months.
Follow this link to learn more about the type of SEO homepage content you should use.
4. Forgetting to Make Your Website Mobile-Friendly
Finally, in your new business design, don’t forget to ensure your site is optimized for mobile devices. A mobile-friendly website is imperative to your success, as most Americans own smartphones.
We use these for social media, chatting with friends, sending emails, and online shopping. If your site isn’t optimized for mobile devices, smartphone users will have a terrible time navigating your web pages. They’ll load slowly and incorrectly.
Based on the short attention span and demanding nature of modern consumers, this will result in a high bounce rate. They’ll quickly become frustrated, leave your site, and find one of your competitors.
Are You Making Business Website Redesign Mistakes?
If you’re making any of the business website redesign mistakes listed above, stop and rethink your tactics. Follow our guide to make sure you get positive results with this project.
And if you’re looking for more small business tips or digital marketing advice, you’re in the right place. Check out some of our other articles before you go.
Business
The Ultimate Guide to the Essential Social Skills in Business

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.
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