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The 7 Biggest Web Design Errors And How You Can Avoid Them

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A web presence is a must-have for any 21st century business, but newcomers to the field can often be led astray by trying to do too much with their site.

In this guide, we’ll help you sidestep some of the common pitfalls that plague those making their first forays into website design.

 

 

 

7 Common Web Design Errors

 

1 – Busy pages make bad pages

Trying to cram too much on to a single page is a sure fire way of putting visitors off. Not only is this practice generally a bad idea, but it can actively impede users logging on via a mobile device (of which there are ever-growing numbers).

White space is a good thing and gives users valuable breathing space to digest content. Make sure you’re spacing out columns, graphics, text and especially links. Above all, don’t try and do too much on one page.

 

2 – Hiding your links away

Links are arguably the most important feature of your website, so don’t hide them away or obscure them. First and foremost, you want to be consistent with how you highlight links, then apply this format across your entire site.

The opposite also applies, so don’t make un-linked text look like linked text. Some easy ways to distinguish links from regular text are with colour, underlining or bolding.

 

3 – Needless navigation is a no-no

It’s hard to overstate the importance of navigation on web design. This element will impact how easy and ergonomic your site is to get around, so spend some serious time putting yourself in the shoes of a new visitor.

While arty navigation (e.g. turning the page on a virtual book) is both pretty and tempting – and was fashionable for a period – it’s remarkably unintuitive to use. When setting out navigation for your site, bear in mind the key tenet of content being easy to find with the least amount of effort.

You should apply this doctrine to every aspect of your site, from drop-down links to images and beyond.

 

4 – Where’s your call to action?

Having a brilliantly designed and easy-to-navigate site is all well and good, but if it doesn’t prompt visitors to do the thing you want (i.e. click on something, share something, sign up to something), then it’s of no use at all.

You need to make sure that you include a clear call to action in a relevant place. However, this should by no means be intrusive, nor should it annoyingly interfere with navigation.

 

5 – Search and ye shall find

If you’re running a website (and particularly an e-commerce site) there is no excuse not to include a search function. Whether you have the resources to create this yourself or outsource it to a specialist, this is a necessity in the 21st century.

Not only will this improve the functionality of your page, but it will also help to keep visitors who couldn’t immediately find what they were looking for on-site. One easy solution for newcomers to site design is Google’s Custom Search. By simply copying over the appropriate HTML code, you can incorporate a custom Google-powered search box for your users.

 

6 – Testing

Like GLaDOS from Portal, this should be your watchword. People will visit your site via a growing variety of means and it’s more important than ever to ensure an ergonomic experience for all.

Some common issues to look out for include being able to view the site in different environments, browsers and with different settings (e.g. having JavaScript disabled). There’s a vast variety of tools for such tasks available for free or at a marginal price, so there’s nothing holding you back from getting stuck in and keeping your website functioning at its peak.

 

7 – Keep your content coming and current

If you do opt to include a news, blog section or social media feed on your site – make sure to keep it up to date. If you fail to keep content relevant, it can make it appear like you’re out of businesses or are vastly behind the times.

Even if you have nothing to say yourself, it’s always possible to curate content you – and ideally your target audience – will find interesting and relevant.

 

Conclusion

Successful web design is more of an art than a science, but what doesn’t mean you can’t be empirical about the process. Look at your competitors’ sites and see what they do well – and badly – and then co-opt or discard these elements as needed.

Test the functionality of the site on those who’ve never used it and above all, have empathy. When viewing your work, try and put yourself in the shoes of a first-time visitor and alter elements accordingly.

 

This article was brought to you by Gerald Heneghan on behalf of Custard, a bespoke online PR agency, which provides a comprehensive range of tailored services.

I am the the Founder of Addicted2Success.com and I am so grateful you're here to be part of this awesome community. I love connecting with people who have a passion for Entrepreneurship, Self Development & Achieving Success. I started this website with the intention of educating and inspiring likeminded people to always strive for success no matter what their circumstances. I'm proud to say through my podcast and through this website we have impacted over 200 million lives in the last 10 years.

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Success Advice

Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)

The surprising truth about leadership styles that can make or break your team’s success.

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Why one-size-fits-all leadership doesn’t work
Image Credit: Midjourney

Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)

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What Every New CEO Must Do in Their First 100 Days (or Risk Failure)

Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

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The Leadership Shift Every Company Needs in 2025

Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

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Bridging the gap between employees and employers
Image Credit: Midjourney

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.

What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.

1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.

9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

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Entrepreneurs

What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators

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