To become a Google Certified Partner in the Google AdWords Certification Program, a company must:

• Have managed at least a US $10,000 spend over 90 days (to be counted from the day the AdWords account is linked to the MCC). The MCC account linked to the company must have spend on 60 days out of a 90-day period and must also have been active for at least 90 days.
• Have at least one individually qualified employee
• Note our terms and conditions (Google Adwords Terms & Conditions)

Too many employees work for their boss rather than their company or their clients. Businesses these days are filled with multiple layers of management, and employees often find themselves playing politics and focusing on tasks to make their boss happy.
At the end of the day, the company quickly forgets what their goals are and what they are in business to do -- and everyone is focusing on the task at hand with little sense of how it fits into the bigger picture.
If you notice this in your workplace, your top-down hierarchy is the culprit.
By eliminating this model at my digital marketing agency, Ciplex, we created a company people love working at, and saved money in the process. Our customer satisfaction went up, and the quality of work improved. We have happier employees, satisfied clients, lowered costs, and a better company overall.
Here’s how I did it:
Create a Team Culture
I created small three to five person teams and removed any ‘bosses’ those teams or team members had. I also dismantled any “senior” or “VP” titles within the team. Though leaders will naturally emerge within a team, there’s no need to have a strict reporting structure. Your senior employees may initially be taken aback by this idea, but it’s important to remind them that the changes in culture and work habits will lead to increased productivity and motivation. Let your team choose their own titles, without implementing hierarchy, and have teams measure their own performance so they can learn and grow.
Set Goals
Employees need to work collectively--not just as task-doers. After creating teams, I gave each team a goal, one that could easily be measured in short intervals--like one or two weeks. This helps employees to see exactly what outcome they’re working for--they now focus on the why and no longer on the how. Given a goal and consistent short time-frames, teams are able to measure their performance and learn from previous mistakes, allowing them to improve during the next time interval. Establish the philosophy of team goals, and employees will no longer feel as if they’re just “doing tasks for the boss.” Employees will appreciate the effort to allow their team (or even individual team members) ownership and responsibility of the goal. If they need help, they have a support layer, but no hierarchy is involved.
Provide Support, Not Escalation
In a hierarchal workplace, escalation occurs when a problem arises. Instead of team support, you get individual workers passing problems off to other people. And when a problem is passed, so is its ownership. In my model, managers and bosses are repositioned as team support, working for the teams, helping them in whatever they need. Former high-level executives provide help and support, rather than telling employees what to do or how to do it. Getting rid of company hierarchy means client or customer satisfaction becomes priority and ownership stays with the team. Since no one is able to “pass the buck” when a problem comes up--everyone will tackle problems collectively. No more navigating departments and roles (politics) that once divided them.
Take Money Off the Table
By default, salaries are hierarchal. When you flatten your company hierarchy, you don’t have to flatten salaries to make them equal for everyone--but you do have to talk to your employees. Ask what they need to feel comfortable on a monthly basis. We didn’t lower any salaries, but we did give out some raises. Create pay levels that are tied to performance, not job titles and seniority. As soon as your employees aren’t constantly worrying about money, your culture can thrive. Remember, you want your employees to work towards a team goal, not towards their paycheck.
Remove Rules, Give Autonomy
No one likes to feel they’re living under authoritarian rule. Autonomy is one of the biggest motivators, so let your employees act like the adults they are. By removing unnecessary rules and offering flexibility, they can determine how much they need to be in the office on a given day, or whether or not they’ll be able to take a vacation next week. Structures like strict work hours, location requirements, limited vacation time, fancy titles, and even employee reviews scream one message: employees are working to satisfy rules--not to meet goals.
Lead, Don’t Manage
Dismantling your company hierarchy means your teams will measure their own success, giving you the freedom to lead instead of manage. Don’t correct employees or solve their problems--guide and support them with leadership instead. If there’s a problem, ask key questions to guide them to the solution instead of jumping in to take the reins and own the problem.
Reap the Benefits
By flattening our hierarchy and getting rid of the bosses, Ciplex’s culture has thrived. Our employees are happier because they actually want to come to work every day--they don’t feel forced to work because of money, nor do they feel shut out of big decisions. In addition, we watched the quality of work and customer satisfaction increase, while costs were lowered. Grow your company by getting rid of the hierarchy, and you will create a company people love working at.
Could your company culture benefit from dismantling your hierarchy? Why or why not? Share your thoughts in a comment below!

Hi Friends,

Now i am Google Adwords Qualified Individual in Fundamental & Search Advertising
https://adwords.google.com/professionals/profile/ind?id=02494049855022621615&hl=en

• Ignore the standard promotional that comes with each reseller package. After all, everyone else is going to sell via the same campaign. Change the copy instead. Perk up the page with exciting graphics – perhaps.
• Give a new look to the eBook cover. Let it look different.  You can even do it yourself. There are plenty of graphics editing programs.
• Any sales campaign must shout “Buy Me”. The best way to do it is by offering bonuses. Every buyer likes a windfall.
• Think differently. For example, you can convert Private Label Content into a video tutorial or an audio course. People love being offered something unique.

If you are really tired with removing unnatural links of your website. No worry Google has launched a new tool to remove those links from search.

First open Disavow links removal tool Disavow links
When you arrive, you’ll first select your site.












You’ll then be prompted to upload a file containing the links you want to disavow.












The format is straightforward. All you need is a plain text file with one URL per line. An excerpt of a valid file might look like the following:

http://www.spamdomain2.com/contentA.html

http://www.spamdomain2.com/contentB.html

http://www.spamdomain2.com/contentC.html

What exactly are spammy links or Inorganic links?

How to start?

Step 1:

Step2:

Step 3:

Step 4:

Tools we can use:

More Queries:

How can we contact to Google?

How you know if it’s manual or algo penalty?

Google has confirmed the rumors of a Panda refresh happening over this weekend.

Google said this refresh started rolling out on Friday, June 8th and has an impact of less than 1% of search queries in the U.S. and about 1% worldwide.

As I said, the search forums took notice to major changes in the search results, specifically impacting sites that were originally hit by the Panda update. I reached out to Google this morning for a confirmation and they have confirmed the update.

Previously, Google panda update:

    Panda 3.6 on April 27th
    Panda 3.5 on April 19th
    Panda 3.4 on March 23rd
    Panda 3.3 on about February 26th
    Panda 3.2 on about January 15th
    Panda 3.1 on November 18th
    Panda 2.5.3 on October 19/20th
    Panda 2.5.2 on October 13th
    Panda 2.5.1 on October 9th
    Panda 2.5 on September 28th
    Panda 2.4 in August
    Panda 2.3 on around July 22nd.
    Panda 2.2 on June 18th or so.
    Panda 2.1 on May 9th or so.
    Panda 2.0 on April 11th or so.
    Panda 1.0 on February 24th