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Convertidor Mp3: Convert YouTube Videos to Mp3

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Convertidor Mp3: Convert YouTube Videos to Mp3

Convertidor Mp3

You may need a better MP3 converter for YouTube. YouTube’s design is wonderful, with its safe, non-pronouncing alphabet, and layout that feels like reading from a traditional page of print, but its interface has become very complex. Some of the formatting tools don’t work at all. Some pages simply won’t open unless you use a specific application or online tool like convertidor.mx, to convert YouTube to mp3.

It’s not just that YouTube is hard to use; it’s that YouTube has been designed as if it’s still 1999, where nothing ever changes. So if you’re expecting a brand new website where you can browse the vast and amazing resource that is YouTube, you will be disappointed.

In the future, YouTube might improve its own designs and try to add features that allow users to browse and make an album from their own videos. But as of now, the browser is a dinosaur and as user experience designers they’ve let the dinosaur run free in search of clicks. We want the YouTube to become more efficient and we want it to work properly.

There are a lot of things that could make YouTube easier to use. Google is an incredible company, having control over almost every aspect of internet use. Google should be able to build a better site that would be easier to use. A designer could take what they know about designing sites and apply it to YouTube, making it more appealing to visitors.

Youtube to mp3 converter

A good, fully featured MP3 convertidor for YouTube would integrate the major video websites, allowing users to browse YouTube from any website. As YouTube provides every major video website with its own small but useful blog engine, this would be a great feature to have.

A basic plug-in would also allow a user to navigate through videos in a way that would be much easier than clicking through each video one by one. They could browse through the videos and skip the ones they wanted to watch or skip to the next video if they wanted to do so.

The plug-in would allow the user to play back videos that he was currently watching and leave them to play on YouTube without having to stop and watch them again. It would let them start their favorite video from the beginning or start an ad-free edition of their favorite videos. The plug-in would let the user skip videos and adverts, or block ads by classifying them as spam. Many people hate the ads that pop up when they visit YouTube and a plug-in that worked the same way would make YouTube much friendlier.

Other websites would have their own unique functions. People might have their own blogs for information on games, science, politics, music, technology, and a whole host of other topics. It wouldn’t matter where you were browsing from, if you had your own blog that you could keep browsing through.

Some people might be interested in learning a new language or just for fun. The language feature would let a person learn any language at the same time as listening to and reading the language. If they enjoyed their lesson and wanted to continue, they could skip back to the beginning of the video and continue their lessons.

This would all be possible if the plug-in connected to YouTube used the standard audio format for video and used the audio track to download the audio files into the user’s computer. Then the software could load the files into the main window of the website and create the albums in real time.

Other sites would be about playing music on their blog pages. For example, a website would want to highlight its latest album, a band might want to highlight their album as the best one of their career, or a game developer might want to highlight the best game of their life and make sure everyone knows how lucky they are. They could pick out the best of the best songs and include it on a “best of” playlist.

With so many different functionalities, it would be easy to find something that could make life simpler for visitors. For designers, it could be a great way to show how well their website actually works.

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Great Resignation: How to beat Great Resignation with Employee Experience

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Great Resignation: How to beat Great Resignation with Employee Experience

Great Resignation

The world was forever changed in late 2019 when the Coronavirus made its appearance. Countries shut down. Streets were empty. Companies held as best they could or were forced to close their doors. Many would believe that such an event would lead to employees wanting to hold on to their jobs. Typically, large numbers of resignations signify a good economy and abundant availability of jobs allowing people to follow passions instead of necessity.

Post-COVID employee experience is much different.

For two years, and some a bit more, people were forced to spend time alone, realigning the importance of human interaction, well-being, and happiness. This drive for more personal fulfilment, satisfaction, and growth stemmed The Great Resignation.

No longer were employees basing staying with jobs out of need or comfortability. Now they look for work-homelife balance, greater satisfaction and better employee experiences, or they will leave. So how do companies face this? How do they increase employee retention and improve employee engagement?

The secret is in employee experience.

Holistic Employee Experience

There are, of course, no quick fixes for the Great Resignation, small wins can motivate and drive longer-term goals for your organization. The Great Resignation—and COVID by extension—taught many employees that life meant so much more. That the daily grind working in offices with long commutes, stress, lack of rest or relaxation, and the hustle of strenuous work weeks while normal was not conducive to happiness and mental well-being.

But this shift can be used as a blueprint for better employee experience!

Companies who work on being human-centric in ideals, strategies, and decision-making can improve greatly their chances of stemming mass exodus. Post-covid employee experience is now the new golden standard, and it looks at taking a more comprehensive and holistic view of experiences.

How can you be more holistic and how does it help?

  1. Think beyond probationary periods – Your employees are more important than the first 30, 60, or 90 days of employment, and yet many companies stop professional development and training after these dates. Normalize career growth, evaluations, employee 360 reports, and feedback loops to keep learning and advancement in the scope of your employees. While doing this, you’re also keeping your strategies and Key Performance Indicators—KPIs—fresh as you go.
  2. Communication is key – Talk to your employees about what they need, want, desire, and what their ambitions may be. Learn your people like you want them to learn your company. With transparent and open communication, you are engaging with your employees and creating an environment of consistency, openness, and inclusion—aspects employees’ desire.
  3. Employee-centric Corporate Culture – It may seem like the best idea is to center your company culture around the company’s values, vision, and strategies, but this is only half the battle. Integrating employee experience into the fabric of company culture ensures the company is as focused on their employees’ happiness as their own. It creates a bond to grow engagement, which has an effect on employee satisfaction and experience. As these rates increase, so to can employee retention numbers and customer experiences.
  4. Life and work-balance Erasure – Should your employees have to ask for more work-life balance? No, they shouldn’t. When built directly into work environments or expectations, it becomes something standard instead of something to be sought after. Examples of this could be:
    1. Flex hours
    1. Unlimited PTO
    1. Work-from-home or hybrid offerings
    1. Expanded benefits to include mental health and free resources
    1. Altered work hour schedules

Rise of Human Experience

Human Experience is a viewpoint that blends aspects of customer experience with employee experience, important in a post-COVID world. Instead of viewing them as separate entities entirely, companies can connect metrics and measurements of both to view a more comprehensive experience. Employees are customers—or potential ones—and as such, so too can customers become employees. With this view, it refocuses employee experiences in direct answer to the needs stemming The Great Resignation.

Ways you can use CX strategies within EX:

  1. Employee Journey Mapping – Like in customer experience, companies can work on mapping journeys for positions within the company overall, building in professional development and growth from the outset. They can then alter these journeys through personalization when an employee fills that role.
  2. Monitoring metrics – connect goals, milestones, and trajectories with metric directly linked to KPIs. Think employee net promoter score (eNPS), employee experience (EX), employee satisfaction (ESAT), and employee engagement (EE), for example, as they can correlate with operational success as well as customer success with your organization.
  3. View of employees – view your employees with the importance you view your customers. You cannot survive without either, and just as you court customer loyalty for more profitable relationships, so to can employee relations boost revenue, growth, and expansion.

Remote and Hybrid Work

One of the lasting effects of COVID was the desire to work from home or have the flexibility to. According to Gallup, nearly half of full-time working Americans—45%—are still working remotely.  White collar workers have even higher percentage, coming in at 70%. After the shutdown, many leaders were surprised to find employees still wanted to work remotely. The Pandemic exposed an internal need for conducive work environments and flexibility.

The office and all it entailed wasn’t as attractive as some leadership believed.

It was agile leadership who switched to maintaining remote or hybrid options who won out against competitors. Record job openings only further highlight how living is more important, and work can no longer be focused on only paying bills. Organizations who shift better with their employees retain talent better.

Remote work is not the only fix, but it does show how views of work’s place have vastly changed.

Act on Meaningful Feedback

Closing the loop between you and your employees is more important than ever before. Simply hearing them is not enough. Active, empathetic listening pair with actions on a consistent basis is the wining combination. Employees not only want to know they are heard but that their input is valued.

Regularly checking in with your employees, and not only attaching it to their performance, creates a culture of partnership.

Ways to gain meaningful feedback to inspire data-driven action:

  1. Employee 360 Review [LN1] [SP2] – not to be confused with an employee evaluation, the 360-degree review is a way for all employees to gain feedback from peers, subordinates, and managers to assist employee self-evaluation.
  2. Pulse checks – a powerful anonymous survey tool. Pulse checks are in between annual reviews and keep the feedback coming for HR initiatives, but it can also inform business strategies that are employee-focused as well.
  3. Surveys – From satisfaction to engagement, the best thing you can do is ask your employees. Working from assumptions can lead you down costly mistakes. By asking directly you can get their true opinions—think of using anonymity to influence candid responses.

Final Thoughts

The biggest takeaway from this is: employee experiences is an important part of operational success. The evolution of its importance and what it means cannot be discounted. Doing so can led to higher employee turnover rates and you won’t retain your best talent. As employee experience continues to change, the forward-thinking companies with innovative leadership will make it to the top.


 [LN1]Would it be okay to tag our template here?

Yes, we can [SP2]

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