SEO

8. Enable social shares directly from email.

https://stackoverflow.com/questions/42125863/save-a-stack-overflow-post

You can mark them as favorites (the star icon under the voting buttons). They will be then available in your profile, in "favorites" section.

Speed

Nobody likes hanging around for a slow loading website. Plus, Google favors fast loading sites. Even if you have good hosting, there are still a few tweaks you can make. For instance, WPX Hosting recommends using the W3 Cache plugin to make your web pages load faster.

Manage links

Without external links the Internet wouldn’t exist – there’d be no way to get from site to site. Likewise, without internal links, your visitors wouldn’t be able to get from page to page on your site. So here’s what you need to do:

• Internal links – When you publish new content on your blog think about existing posts and pages you could link to. And also, think about existing posts and pages that could link to your new content.
• External links – Include links to relevant pages on other sites from your content. There’s bound to be some high-quality, authoritative pages you’ve researched when writing your content, so link to them, and let the site owner know, too. (It’s the start of influencer marketing – more later.)
• Broken links – Unfortunately, internal and external links don’t last forever – URLs change, content gets moved around, and sites disappear. So you need to make time to find and fix your broken links.
• Redirects – Sometimes you need to change the URL of your pages or domain. WordPress sometimes implements redirects but they’re not always reliable. Instead you could use the free Redirection plugin. But, from a performance perspective it is worth adding redirects manually if you’re comfortable doing it.

https://xomisse.com/blog/seo-blog-posts-blogger/
I’ve written quite a few posts on SEO – covering basics of writing content and optimising images to increasing your domain authority, removing broken links and using NoFollow links

https://www.shoutmeloud.com/9-killer-blogspot-seo-tips-for-bloggers.html

Permalink plays a great role in search engine ranking of your post. There are a few rules which everyone should follow for Blogspot permalinks:

• Keep the number of characters in the post title to 50
• Remove Stop Words from the permalink (Ex: A, An, The)

While writing a blog post, you have the option to edit the permalink. Simply use it to edit your permalink and remove the stop words. A good idea is just to use Keywords in your permalink. (Don’t make it look spammy).

Here the post title should be “city of (long-distance ) Love! “. But the title is included in the home page title ” Still in Berlin “, and this would harm the SEO friendliness of the article title. Here is how to fix this. Go to Blogger edit HTML > find out code section

title><data:blog.pagetitle/></title>

and replace it with
<b:if cond= 'data:blog.pageType == &quot;index&quot;'>
<title><data:blog.title/></title>
<b:else/>
<title><data:blog.pageName/></title>
</b:if>

Now the individual pages will have post title itself.

Format Blogspot images for SEO

We have already shared a detailed article on Image optimization for SEO and basis of optimization your image on BlogSpot is by adding alt tag and title tags in every image. In WordPress, this could be easily achieved by using plugins but in BlogSpot, this needs to be done manually. You should insert them manually after uploading each image. Here is ShoutMeLoud popular guide on Image optimization for SEO.

https://www.shoutmeloud.com/on-page-seo.html

• On-site SEO refers to the optimization of the entire website with things like Sitemap and setting permalink structures.
• On-page SEO optimizes content for a target keyword within a single blog post. This includes using proper headings, proper keyword placement, ensuring content quality, and paying attention to many other factors.

ifttt
https://ifttt.com/search/query/blogger%20reddit
https://wiredcraft.com/blog/how-to-post-on-hacker-news/

• Have a great title. That means being relevant and catchy, use capitalization and potentially use slang (a simple “sh*t” in the title can go a long way).
• Be opinionated. Having a strong opinion about something will help create some level of discussion and buzz among readers, which helps getting upvotes.
• Be relevant. HN is a community of hackers and entrepreneurs, so either post about entrepreneurship, technology or the related lifestyle and interests of such kind of people.
• Now there are a couple rules to how upvotes work on HN:
  • One upvote per IP address. This means that if we’re all voting from the same IP (for example at the office), it just won’t be taken in to account. We also need to submit the story from a different IP.
  • Direct links to the post don’t allow people to vote. The link we have at the bottom of the post for example (http://news.ycombinator.com/item?id=5200847) won’t work for upvoting. We need upvotes to be made from the newest page or the front page.

Website performance
https://www.keycdn.com/blog/website-speed-test-tools

https://www.socialmediaexaminer.com/6-blogger-tools-for-sharing-promoting-new-content/
#2: Schedule Content Sharing With Buffer

https://www.quora.com/What-is-the-promotion-process-like-at-Google

• Promo can exist outside of performance ratings (“perf”). A very high consistent perf may not influence the result and can cause frustration from employees failing promo due to project constraints.
• Shipping an exceptional project or product is where promo shines. If you get moved across teams, get caught in a reorg, or have multiple projects cancelled it directly affects the likelihood of being able to show how you’ve moved Google forward in a significant way.
• Managers can limit your promo opportunities if they give negative perf scores.

I’ve seen a few people struggle with this, but those that excel do well to understand the feedback they get from the 360 reviews and apply it. Overly defensive or adversarial attitudes in this process might blame management for those issues, but ultimately this is the system working well enough.

• Committees can be biased by in-person overtures made by managers. If your manager really, really wants you to be promoted, he can show up at the promotion committee meeting in person and make his case. Obviously, not every manager does this, so candidates whose managers do are at a substantial advantage over their peers; and given that promotions are awarded in a bell-curve like fashion, the candidate who does get a promotion in this way does so at another candidate's expense, irrespective of the relative objective merit of the candidates. You might argue that the act of a manager showing up is related to his belief in the candidate's strength, but the reality is that managers often do this for entirely selfish reasons - to prevent negative consequences threatened by the candidate, such as quitting the team or company, and I have seen that happen twice.

Google has a 360 degree review process that feeds into the promotion committee's decision-making process. Peer review is a huge and significant component of this review.

Anyone who applies for a promotion writes a 'self-appraisal' pointing to project accomplishments, strengths and opportunities for development, which is then followed by peer reviews that serve to re-affirm or invalidate any points therein. The manager/reportee's review is also part of this same 'packet'. At the end of it, there are committees that review these packets, confidentially in groups. One cannot really predict which committee one's packet will go to. Committees are usually unfamiliar with the person whose packet they are looking at too, and will try to gauge the candidate's promotion fitness based on various guidelines (For engineers, it is around code output volume and complexity, for instance, expectation of which varies based on levels. With higher positions, impact also factors in). Based on collective discussion and debate, a consensus is arrived at, by the committee. This decision is later collated and communicated to the manager.

Few good things about the process (imho):

• The huge amount of say your immediate peers at work have, to say about you. It is much less of a boss-employee kind of appraisal process, in some sense.
• The peer review is pretty open, and one can mostly get to hear what their peers have to remark on opportunities and strengths in their own words (barring a tiny anonymous section, wherein someone could confidentially communicate any sensitive feedback to the committee and the manager). There is no real 'massaging' of peer feedback through an intermediary channel, which can often fail to capture few important aspects of the feedback.
• The anonymity between the review committee and the management hierarchy of the candidate should in principle significantly reduce any unfair influence on results.