Google has announced an expansion of its digital coaches program for SMBs, which provides online marketing advice and assistance, for free, to diverse small businesses across the US.

The program aims to connect SMBs with approved digital coaches from their area, in order to help them navigate the various aspects of getting their business online and maximizing brand awareness.

Originally launched in selected regions back in 2019, Google’s now expanding the program, with new coaches in Georgia, Iowa, Michigan, North Carolina, Ohio, Oklahoma, Oregon, Pennsylvania, South Carolina and Virginia.

As explained by Google:

“Trained in partnership with Main Street America, these new coaches will work with businesses in their home states, with a focus on those that operate in small towns and rural communities. Digital Coaches will offer ongoing workshops on topics designed to help small businesses grow and thrive, including connecting with customers, selling online, and improving productivity – all for free.”

The benefit for Google, of course, is more ad spend, and more focus on improving the details of each businesses listed details, which will enhance Google’s database of businesses, services, and products that it can then highlight in Search.

So it’s free, in direct cost, but there are also clear benefits for Google in providing this education to as many businesses as possible.

Google says that there are now 28 certified Grow with Google Digital Coaches across the US, helping Black and Latinx businesses to maximize their digital presence. Thus far, they’ve helped more than 160,000 small businesses gain new skills, and this new expansion could see that number rise rapidly, easing more businesses into the digital shift.

You can learn more about Grow with Google Digital Coaches, and how to access them, here.

Mark Zuckerberg’s social media firm — owner of Facebook, Instagram and WhatsApp — has racked up roughly two billion euros in fines – Copyright /File Brendan Smialowski

Joseph BOYLE and Jules Bonnard

The European Union rolled out its mammoth data privacy regulation five years ago this week, and has since handed down billions in fines.

Ireland’s data watchdog smashed the record for an individual fine on Monday when it demanded 1.2 billion euros ($1.3 billion) from Meta over its transfers of personal data between Europe and the United States.

Here are some of the worst offenders of the General Data Protection Regulation (GDPR):

– Meta: undisputed fine king –

Mark Zuckerberg’s social media firm — owner of Facebook, Instagram and WhatsApp — has racked up roughly two billion euros in fines.

Breaches by Meta have included a mega-leak of some 533 million phone numbers and emails, mishandling children’s data and repeatedly failing to give a legal basis for its data collection.

Meta, along with the likes of Google, Twitter and LinkedIn has its European headquarters in Ireland, a low-tax regime that has courted big tech.

The Irish privacy watchdog has been reluctant to hand down big fines but said in a statement on Monday that the EU’s central authorities had ordered it to collect 1.2 billion euros from Meta.

Austrian campaign group NOYB said it had spent millions in a decade-long legal battle to force the Irish watchdog to tackle the case.

“It is kind of absurd that the record fine will go to Ireland — the EU Member State that did everything to ensure that this fine is not issued,” said NOYB’s Max Schrems.

– US giants: In Meta’s shadow –

Luxembourg lit a torch under the Silicon Valley data industry in 2021 by slapping Amazon with a record fine of 746 million euros.

The country, whose low-tax policies have led campaigners to label it a tax haven, refused to give details of its decision at the time, only providing a brief statement after Amazon revealed the fine in its regulatory filings.

The online retail giant had been sued by a European consumer group claiming personal data was collected for ad-targeting without permission.

However, Amazon denied any breach and promised to appeal. It is unclear whether the fine has been paid.

Google has faced plenty of GDPR pain too.

France’s data watchdog hit the search giant with 50 million euros in fines for a lack of transparency on its Android mobile operating system in 2019 — the biggest such fine of that year.

– Clearview AI: Widespread penalties –

Clearview AI may not be a household name, but it claims to own billions of photos of people’s faces that it sells as a searchable AI-powered database to law enforcement and other clients.

It scrapes the images from the web, often from social media accounts, without asking permission.

Privacy watchdogs in Greece, Italy, France and the UK have all hit the US firm with fines totally roughly 70 million euros, and regulators in Germany and Austria have declared it illegal.

The firm has consistently said it has no offices or clients in Europe and is not subject to EU privacy laws.

The status of the fines is unclear. France issued a penalty of five million euros recently, accusing the firm of failing to pay the initial fine.

– Public bodies, hacks –

In the early days of the GDPR, several watchdogs cracked down on public institutions, raising profound questions about the regulation’s scope.

Bulgaria fined its own tax authority around three million euros in 2019 after hackers stole the details of millions of people.

But several issues in the case were referred to the European Court of Justice, including whether such a hack automatically meant the data controller had not complied with GDPR.

The court has not yet issued a final decision.

Portugal handed down one of the first significant fines under GDPR — 400,000 euros — in November 2018 to a hospital near Lisbon.

The watchdog ruled that the institution had allowed unauthorised access to patients’ data and the case was seen as an early wake-up call for public bodies to get busy with GDPR compliance.

Portugal later gave public institutions three years to adapt to the new regime, meaning the fine was never enforced.

• Jen Hartmann is the founder and CEO of a marketing agency in Louisville, Kentucky.
• She recently hired two Gen Zers to help with social media.
• Hartmann said the workers were eager to get feedback and improve.

Last year, Jen Hartmann found herself hours into a TikTok scroll. The founder and CEO of a marketing agency in Louisville, Kentucky, she was on the hunt for marketing trends. That night, she realized she needed a Gen Z employee. She’s since hired two and says it’s dramatically helped her brand.

This is an as-told-to essay based on an interview with Hartmann about hiring young employees. 

The interview process surprised me

I started interviewing Gen Z candidates for our roles in public-relations coordination because I was spending too much time on TikTok. As a CEO, I wanted to take a step back from client strategy. I thought Gen Z could bring a fresh perspective.

How the interview process shook out was totally unexpected.

I came to the table thinking: “They’re just looking for a job or a paycheck. They’ll be in and out the door in a month or two.”

That was not true: They came to the interviews dressed better than we were. They were prepared, had listened to relevant podcasts, and had looked at our website. And they emailed and messaged us on LinkedIn after the interviews to thank us. 

Their level of professionalism blew my mind. They were more professional than some of the millennials we had spoken with. 

My Gen Z employees take ownership of tasks and are open to feedback

Our Gen Zers were onboarded very quickly; they didn’t need as much hand-holding as I expected.

They also asked a lot of questions. As a founder, I appreciated that they were eager to learn and get feedback — not just on what they did well but also on what they could improve.  

I was also surprised by their willingness to take ownership. They contribute good ideas during client calls without even being asked. 

And if they make a mistake, they’re willing to take responsibility and fix it.

Prioritization, however, can be a little difficult for them. When you’re a new employee, it’s hard to figure out where to start if you have 15 things on your to-do list. I’ve had to work on that with them.

And when it comes to communication, we have to deliver feedback differently. I have to be gentler so it doesn’t get miscommunicated that I’m mad at them or going to fire them.

Gen Z seems to be a little more feelings-centric than millennials. Millennials have a harder outer shell. That’s not a bad thing. It’s great that Gen Z is in touch with and open about their emotions.

But because of that, millennial bosses need to be careful not to send the wrong message, especially if it’s all done over Slack or email.

Gen Z’s knowledge of social media is critical for businesses today

Gen Zers are constantly on TikTok. They’re very in the know, very in the loop. To keep up with our clients, we needed to bring on some Gen Zers who knew the trends and what influencers were up to.

It has made the biggest difference during client conversations. Half of their timely pitches are angles directly from TikTok. Our pitches are standing out because of this, and they’re getting picked up a lot more than they were in the past. 

Their knowledge of social also helps when building media lists, something that can take a long time for other generations. Many Gen Zers read major publications and keep up with the journalists and their work by following them on social media. That makes the lists much more effective and quicker than ever before.

Since hiring Gen Z employees, I’ve been able to take that step back that I was looking for, and their work has truly benefited the business.