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Google Play Store: How to solve typical problems

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Google Play Store: How to solve typical problems

The Google Play Store is the most important way for most Android users to find new apps, games, and updates – alas if they strike! We’ll show you how to solve typical Google Play Store issues.

Without the Google Play Store, an Android phone is not fun. Finally, the Play Store offers the largest app offering and is convenient on top of that. But he can also be bitchy: Sometimes downloads get stuck, another time the play-store app shows only a white page or it does not even start. Sometimes it just throws around with cryptic error messages like “DF-DLA-15” or “RPC: S-3”. With the right handles, most problems can be solved quickly.

Step 1: Is it Google?

It can be a simple Google malfunction that temporarily puts the Play Store out of action. If that’s the case then you have bad cards and just have to wait for Google to fix the problem. With the help of the website allestörung.de you can quickly find out if there is a problem with Google. The Google Play team is also tweeting – also a source for up-to-date info on the status of the service.

Step 2: Smartphone triathlon

Google Play Store is also just a normal app on your phone. As such, it is plagued by typical app issues that can be solved with the typical smartphone triathlon (quit the app, turn flight mode on and off and reboot phone):

  1. Quit the Play Store from the Task Manager. Under Android 9, it appears if you pull the bar at the bottom of the screen far enough up. Then just swipe the app away from the list and start over. Older android has its square button on the lower edge of the screen for Task Manager. Depending on the manufacturer, the function may also be concealed in another location.
  2. There may be a problem with the internet connection behind the play store error. Many of these problems can be resolved by turning Airplane Mode on and off again. Try it alternately times only with the mobile Internet or just Wi-Fi. Sometimes it helps to restart the wireless router.
  3. Did not do anything, then try it again after rebooting your phone.

Step 3: House cleaning

Data from the Play Store app may be confused. As a result, the app is swallowed and causes problems. Delete the “Play Store Memory” to eliminate this source of error. It consists of two parts:

  1. Volatile data is stored in the cache. These include, for example, app icons, descriptive texts, user reviews, etc. that the Play Store displays when visiting. They can be deleted almost without consequences, at most, reloading the mobile data volume a little.
  2. Also, the Play Store stores information about your Google Account, which apps are installed on your device, pending updates, etc. If you delete this information, you will need to sign in to the Play Store. To do this, you’ll need the credentials for your Google Account.

To clear the cache and/or the data memory, open the Android settings. There, go to app settings (for example, apps and notifications in Android 9), reset the cache first, and see if the issue persists after that, and if that does not work, try clearing the cache again also the other information.

Step 4: Check system

The Google Play Store also ticks when Android is not in perfect condition. Check the following points:

  1. Are the date and time of your smartphone set correctly? If necessary, update the settings.
  2. Have you disabled apps in the past? Maybe you also got a critical function for the play store. Activate the corresponding apps again via the system settings.
  3. Is there enough free space on your device? It should be at least about 500 megabytes.
  4. Are you online via a VPN (Virtual Private Network)? The network administrator may have made settings that disable the Play Store. If possible, try it without this safeguard.

Step 5: Reset Account

Remove the Google Account you use the Play Store with. To do this, open the Settings, tap Accounts, then the Google Account. Android 9 (screenshot) will show a corresponding button to remove the account. In previous versions of Android, the delete function hides behind a button with three dots on it

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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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