Contents

Question: My affiliates keep bugging me about my articles. Why do they want my articles and should I let them have them? What do I get out of it?Dear Affiliate Manager,You hit on my pet peeve. Stop hoarding your articles already! Do you want your affiliates to promote your program repeatedly to their lists and on their sites or dont you? Isnt the goal to get your website exposure all over the internet? The more sales your affiliates make the more money youll BOTH m...

Dear Affiliate Manager: Are You Hoarding Your Articles?

Dear Affiliate Manager: Are You Hoarding Your Articles?Question: My affiliates keep bugging me about my articles. Why do they want my articles and should I let them have them? What do I get out of it?Dear Affiliate Manager,You hit on my pet peeve. Stop hoarding your articles already! Do you want your affiliates to promote your program repeatedly to their lists and on their sites or dont you? Isnt the goal to get your website exposure all over the internet? The more sales your affiliates make the more money youll BOTH make.My favorite affiliate programs are the ones which provide me with articles or brandable ebooks. These marketers understand what its like to be an affiliate who wants to make money. Make it easy for me to promote your product repeatedly. Give me quality articles I can use on my websites, in my newsletter and in my blog with my affiliate link included. Dont just shove a link at me and say good luck. Its not exactly motivating me to go sell your product. Hey, if you dont give me the tools I want, your competition will.And, let me clarify something. Providing free affiliate articles with links to your other websites in it, bypassing your affiliates thats just wrong. Please dont make the article leaky by adding several self-promoting links in the body of the article. As an affiliate, I dont want to promote your other programs and send you leads out of sheer generosity. Although I am a nice person and Im happy to promote good products, Im not donating my time to promote your products. First, the products have to be good. Secondly, all things equal, I have to be able to feed my family in the process. Stealing commissions from your own affiliates is just wrong on many levels.So, what can you do to start building a loyal army of affiliates today? Put yourself in their shoes. Theyve signed up for your program because they believe in your products and in your reputation. Show them that you view your affiliates as partners and youll have loyalty that you cant buy at any price.

The Rich Jerk... Or Just A Jerk?

The Rich Jerk... Or Just A Jerk?

Ok, you MUST of heard of The Rich Jerk! You know. Hes the guy who apparently makes millions on the Internet and loves nothing more that to belittle others about it!! He sells a guide on how to do the same!Well, ive had enough of his obscene ego! Here im going to give you an in depth insight The Rich Jerks guide. I probably shouldn't, and he wont like it but i don't care. Here goes!!The Rich Jerk starts off with the top six ingredients that he uses to write a sales letter. Most of them are nothing that i haven't already heard of and used, however the first ingredient is a stroke of genius. It is one of those things that you sub-counciously already know, you just haven't got access to it! You will be able to use this technique in all of your sales promotions not just your sales letters.Next up in The Rich Jerk he talks about hes pay-per-click strategies. Again, most of the stuff id already heard off but once more he slips in a little nugget of brilliance. This method should go a long way in making your ads stand out and crush the competition. I the tip that The Rich Jerk gave, with excellent results. For me this has alone proved, literally, to be worth the price of the book Its hard to monitor exactly what changes you make do what within a adwords campaign, but i firmly believe that this one tip has nearly doubled my monthly adwords profits. Real good stuff!Here we take a look at The Rich Jerks adsense strategies. Not sure if i should be telling you this but what he advises is what is known as traffic arbitrage. Whats traffic arbitrage i hear you say. Its basically buying buying web traffic cheap from one place and then selling it to another place for more money! which is buying traffic cheap from one source and selling it high to another... For instance you could be buying traffic from GoClick for 7p, then sending that traffic to a page that you have set your adsense up on that is worth 28p. This is a strategy that i have been using successfully before i read it in The Rich Jerk. It is not a particularly well known technique, so I cant say that im all that pleased with The Rich Jerk for telling everybody about it. It is however excellent news for you. Once you get the hang of it you can add about 150 a month to your income within about 2 hours.The Rich Jerk now enlightens us all with his SEO strategies... alarm bells are ringing!!! This, i think is absolute rubbish. He basically advices you to buy thousands of incoming links then use a $1700 search engine cloaker!!!!! Great. Cheers Rich Jerk!Next Chapter in The Rich Jerk is how to sell your own product. This is some very solid information and i managed to pick up more than a couple of interesting tit bits here.Ebay! - Im not a big fan of Ebay, so im only gonna touch upon this. Here, The Rich Jerk lists all of his wholesale suppliers. I happen to know that there allot of complete rip off wholesale merchants out there so a list provided by The Rich Jerk himself holds allot of water to my mind.The rest of the Rich Jerk concentrates on HYIP's. Im not a huge believer in the validity of these, although i do know some people who have earned allot of money from these.Bottom line, do i recommend The Rich Jerk? Yes I do! Since buying The Rich Jerk ebook I have cherry picked my favorite tips out, implemented them and have earned the price of the book 150 times over! No, really i have!If your a complete newbie to Internet marketing then i can not think of a better guide than The Rich Jerk. Likewise if your an old sea dog like me, you will still pick up some real pieces of gold from The Rich Jerk!

Prejudging Will Cost You Your Business

Prejudging Will Cost You Your Business

You know when you want to turn your car on, you have to put the key in the ignition, put the car in drive, press the gas and go. Nothing changesYou press the gas, You hit the brake, You stop at red lights, You forge forwardnothing changes! You stay consistent, because you cant change your car based upon the road your on. You cant prejudge and say Im not going to bring my shocks today, because I dont need them on this particular road, or I dont need my blinker, because Im only going to go straight. I live in Florida, where everything is straight and flat, but I still cant say I dont need my blinkers, shocks or brakes. I cant do thatI cant pre-judge my pathits an impossible feat!What does this have to do with becoming a successful business builder? Simply, STOP Prejudging! Again, STOP Prejudging. 95% of people in direct sales and marketing fail, and heres the reason why. They Prejudge their Prospects and change their presentations to better fit that particular prospect. Heres an example: Oh, hes just a 24 year old stuttering kid that will never make it in the industry so Ill just change the presentation and make it a little shorter. No need to waste my time. On the flip side of that, most people will say this to themselves: Im sitting down with a CEO of a company today so Ive got to take out the part on money, because he has plenty. It doesnt matter who your prospect isYou cannot prejudge him/her and change your presentation! As you know that 24 year old stutterer was me, and I would have earned you seven figures if you wouldnt have prejudged me. The challenge for most business builders is prejudging their prospects based on his/her credentials, looks, past, etc. I believe each and every person is a MiracleI believe every single business builder should be a seven figure earner if they choose to be. DO NOT PREJUDGE! Show your plan and your business to each prospect the very same way.Dont change it for anyone! Its the same way you drive your car. You always bring your blinker, you shocks, brakesevery time you drive your car! You cant prejudge conditions no matter the circumstance. Never, ever prejudge, and I guarantee you that you will become a seven figure earner and build a powerhouse business.Find your WHY & FLY!John Di Lemmewww.FindYourWhy.com

Infinit-O introduces new offshore outsourcing solution

Infinit-O introduces new offshore outsourcing solution

Los Angeles, CA Infinit Outsourcing (Infinit-O), a leading provider of outsourcing services announced today a new solution called Dedicated Operating Team or DOTs for small and medium sized businesses.Infinit-O is bringing something new to the outsourcing world, a hybrid outsourcing model specifically designed for small and medium sized companies. Infinit-O establishes and maintains virtual employees in self-contained Dedicated Operating Teams (DOTs) for clients.Clients have complete control of the day to day operations whilst Infinit-Os team of experienced outsourcing experts implement not just the set up phase but also manage all the support functions such as HR, IT and Administration. This enables clients to quickly gain the advantages of running their own in-house offshore operations without the overheads and risks of doing it themselves. Infinit-O understands that there are still companies who are skeptical in outsourcing parts of their business for valid reasons, therefore, we are giving these companies the liberty to manage their own virtual employees through DOTs. stated Manolo Aquino, Co-Founder of Infinit-O.80% of companies realize the theoretical benefits of outsourcing but the major challenge today is how to develop the delivery capabilities in a controlled, scalable and cost-effective manner. Having a local partner in the offshore destination with over 20 years experience in complex outsourced solutions provides a level of comfort that allows them to quickly realize the full benefits of outsourcing in a cost efficient and controlled manner, explained Richard Eldridge, Co-Founder of Infinit-OABOUT INFINIT-O Infinit-O is a leading BPO company with offices in the US, UK and Philippines providing back office outsourcing solutions and knowledge process outsourcing (KPO) solutions in the financial services and healthcare sectors. The company delivers high quality outsourcing solutions with a highly motivated and experienced team, an ability to optimize business processes, access to cost effective and innovative technology, all delivered from highly secured work environment.For more information visit www.infinit-o.com

EMPLOYEES AS CUSTOMERS: What HR needs to Learn from Marketing

During the earlier stages of my career I was fortunate to have worked for a large corporation that had a management development program for up-and-coming managers. This program combined formal management courses with on the job training. The job training involved assignments to different divisions in the company. Two learning goals were mandated by these assignments:1.Acquire knowledge in a new discipline 2.Learn about the different parts of the organization, experience their challenges and understand how they contribute to the success of the whole My formal education was in environmental studies with a specialty in ecology. One of the key principles in ecology is that ecosystems are made up of interdependent elements. A change in one part of an ecosystem will result in changes in other parts of the same system. Without knowing it at the time, my classmates and I became “systems thinkers”. This ability to see systems has guided my decision making throughout my life in business and in my private affairs. Naturally, I thrived in this opportunity to be a part of a management training program where I was able to experience different parts of the organization and see first hand how each part related to the whole company. When I concluded the training program I was appointed manager of marketing planning. My appointment coincided with a strategic decision made by the company to aggressively increase its share of the energy market. I had a staff of 35 and a budget of three million dollars for market research. I was learning on the job. I learned from my staff and I learned from the consultants we hired to conduct much of the market research. In addition I was sent on a two week intensive executive marketing program at the Graduate School of Business, Columbia University in New York, and a year later to the Wharton School of Business in Philadelphia. This was an amazing time of learning, personal growth and achieving demanding goals. After that my career continued to flourish. I moved through the senior ranks of several companies until I reached president. Nine years ago I established Entec Corporation a company that specializes in measuring employee engagement. Although I loved marketing, I returned to my first passion-creating working environments where employees can thrive and be fully engaged. Over the last nine years I have worked with many organizations and I have also been privy to the HR practices of many others. To my surprise I discovered the lack of research discipline that HR departments applied when conducting employee surveys. I was prompted to write this article after reading a piece by Sudipta Dev, from Aptech. In his article, "Is Job Happiness a Myth?" he wrote about the importance of conducting an employee satisfaction survey as a way of gauging employee sentiment. He also mentioned how important it was to conduct focus groups afterwards to fully understand the survey results. I witnessed this process of conducting an employee survey, followed by focus groups in several companies over the years. This included a well known company with 35,000 employees. However, I thought these were isolated cases. When I read this article it was evident that this was common and considered a best practice. I could not believe what I was reading. Why spend money on an employee survey if it is going to be followed by focus groups? Isn’t this placing the cart before the horse? Conducting an employee survey is conducting research. My marketing training and experience taught me that the survey is the last step not the first step in the research process. The purpose of the survey is to quantify and prioritize. Focus groups are used at the start of the research process to get an understanding of potential issues. In our marketing work and now in Entec’s HR work, we use the focus group information to develop a model first. This is followed by developing questions that fit within the parts of the model. Creating a model before developing the questions provides a framework for the questions. This framework provides a structure for the survey analysis so that the results are organized and presented in a way that point clearly to follow up action. When the survey and the analyses are completed, there is no question as to what the survey results mean. There is no question about priorities. There is no question about who is responsible for follow up action Marketing and market research are sophisticated, disciplined processes that produce highly effective results. For example, automobile manufactures use a variety of “focus group” techniques to clearly understand the reasons and motivators for a purchase decision: Is it external design, internal design, color, performance, quality, comfort, size, fuel efficiency, financing and so on. How will the different market segments prioritize these factors? The focus group information is used to develop the market research survey that will quantify the information. The research results are used to create the marketing programs for the various products and market sectors. Employees are no less important than customers. Understanding the “root causes” of employee behavior and motivation is especially important in today’s knowledge based economy. We are in an economy where a company’s success rests on the mental performance of its employees. It seems to me that in this environment, HR departments would bring greater value to their organizations if they adopted and applied marketing’s sophistication and research discipline to understanding employee needs. A change in perception is required, where employees are viewed as customers. This will provide the information to unlock the creative and innovative energy of employees. Let me share a personal story. Nine years ago when Entec Corporation was founded, we spent the first year conducting research. The purpose of the research was to clearly understand the key factors that contributed to the employee experience in the workplace. We organized focus groups in several organizations from different business sectors. For example, the General Manager of an electric utility consented to personally participate along with half a dozen staff from different parts of his organization and different job levels. We facilitated many meetings over a three months period to create an “employee experience model”. The model depicted all the factors that contribute to the employee working experience. At the end of this period the group formulated questions for an employee survey that was designed to measure the employee experience at work. The questions were clear and precise and they led directly to follow up action. This process was repeated at a health care facility and several other private sector companies. The surveys were tested and validated.When we used our employee survey we noted that there was a direct link between the survey results and a company’s financial performance. For example, we surveyed three electric utilities. Although the number of employees ranged from 150 to 400, the customer profile for each utility was very similar. The revenue split between large industrial customers, commercial customers and residential customers was about the same for each utility. In other words we were able to compare apples to apples. The utility with the highest employee survey scores were also the most profitable. The utility with the lowest employee survey scores was the least profitable. Since that time our employee models and surveys have evolved and have become more sophisticated. Today we no longer talk about measuring the employee experience but rather we talk about employee engagement. When the employee surveys and analyses are completed there is no question as to what they mean. There is no need for post survey focus group. There is a direct link between the survey results and the company’s financial performance. The following note from a client summarizes this best.Gap Inc. Canada has partnered with Entec since 1999 to customize, implement, analyze and then action a compelling employee survey. I have reviewed and used many employee satisfaction instruments in the past, but none were as comprehensive, accurate or as linked to improving both business results and employee commitment as this one. Vice PresidentGap Inc. CanadaIt is interesting to note that in 2004 the three Gap brands in Canada: Gap, Old Navy and Banana Republic are among the most profitable in the world. Gap has approximately 175,000 employees, world wide. I think companies and HR departments need to change their perception of their employees and view their employees as customers. To do this they need to adopt the full spectrum of marketing concepts, processes and tools to understand their employees and to meet their needs. These would include disciplined employee research, followed by appropriate communication, relationship building and provision of products and services. Naturally, the products and services will depend on the survey results but could include improved workplace practices such as greater participation in decision making, infusing a high level of trust and fairness, choosing from a menu of benefits that best suit individual needs, consideration around work/life balance issues, zero tolerance policy on sexual harassment, verbal abuse and bullying etc. Some companies are addressing many of these important issues but frequently the programs are developed in a piece meal fashion. There is little knowledge about the value and contribution of each program to unlocking employee energy and to the bottom line.A classic example of this is the company gym. I am a great supporter of physical fitness. I exercise each morning. In the past I worked for two companies that provided a physical fitness facility. I appreciated the convenience of these facilities. However, the fact that the facility was there did not change my behavior and it did not seem to change the behavior of most other employees. Those who worked out did so whether there was a company gym or not. Those who do not exercise did not start exercising. Typically health departments measure the utilization rate of their gyms. But they do not measure relevant measures such as the “conversion rate”- the number of employees that did not exercise in the past but exercise now. They do not link the presence of a gym to the financial performance of the company. Is a gym the best way for a company to be spending its money? Should they be investing in strategically located meditation rooms, or a day care centre, or a full time chaplain? Most companies cannot answer these questions because they do not have the information. They have not developed a framework to ask the right questions. They have not conducted disciplined employee market research. The Beginnings of a Framework-Employee EngagementThe Gallup organization has placed the term employee engagement on the map. There contribution to understanding the underlining factors of employee motivation has been significant. There is however, an important piece missing in Gallup’s work. There are two parts to employee engagement: 1.the employee and their own unique psychological make up2.the employer and their ability to create the conditions that will promote employee engagement. Gallup’s work does not address the first part. Entec Corporation assembled a team of experts in strategic management, organizational development, leadership, behavioral psychology and psychiatry. The team was asked to develop a model of employee engagement. They determined that there were five factors that are primary drivers of employee engagement:1.Employee emotional well-being2.Department practices3.Leadership behaviors4.Corporate practices 5.Vision and values The focus of the organizational measures in the Employee Engagement Survey is on practices and on leadership behaviors. Practices and behaviors create the specific working conditions that influence an employee to be motivated, and emotionally committed to their work and to their company. Since every employee has a unique psychological make up, each employee will respond differently to the same conditions. For example, every employee has a different level of self-motivation. One employee may require verbal recognition once a year for a job well done while another employee may require recognition once a week. Each of these employees will score the question regarding recognition differently even though they may have the same supervisor and they are treated in the same way.If 40% of employees scored in the disengaged category it means that for these employees the organizational practices and leadership behaviors are not meeting their needs to motivate them to be fully engaged. It does not mean that 40% of employees are a lost cause. It means they need more from their organization to lift their level of performance. Disengaged employees can become engaged employees under the right working conditions. It is important to convey to all employees that “disengagement” is not necessarily a negative reflection of their own desire to do a good job. The organization "needs to" create the environment to bring the best out in their employees. The majority of people want to do a good job.But employees also need to understand that employee engagement is a partnership between themselves and the company. The responsibility for employee engagement does not rest solely on the shoulders of the organization. It is not one or the other - it is both. Employees have a responsibility to shape their own destiny and career path just as much as the employer. Therefore employee engagement is a partnership between the company and the employees where everyone works together to achieve the business objectives of the company and the personal aspirations of employees. The organization has the responsibility to create the conditions for this to happen. But before the organization can enter into an effective partnership with employees to create the appropriate conditions for engagement, they need to have the right information that is derived from employee market research.

How To Build A List Of Eager Subscribers

Every online business provides great service to generate satisfaction among their customers. As each and every customer receives satisfaction over their products or the services they get, there is a great chance that they will become a return customer and buy again. Better yet, they will recommend you to other people that could generate more business for you and your site.As more traffic is driven to your site, you can entice many of them to subscribe to your mailing list or opt-in list. This is a list where in website visitors agree to be sent promotional materials such as newsletters, catalogs and such that could keep them updated about your site or the niche of your site. These promotional materials are sent via e-mail to the members of the list in different time intervals. When using e-mail as the media of your marketing and advertisements, you eliminate the need for high costs. Email is free and if you can manage to make your own promotional advertisements you can also save a bundle there. With an opt-in subscribers list, you are pretty sure that what you are sending out is received, viewed and read by the subscribers and not simply being deleted. They have signed up for service and have consented in receiving it.This means that there are constant reminders to your subscribers about all your products, new products and services as well as any promotions and special deals you are having. There is also the chance that they can be forwarded to other potential customers as they tell their friends and families about you and your site. Of course you should be also aware that a subscriber may unsubscribe when they feel that they are not getting what they want or expected. Make sure that they are satisfied with your opt-in marketing strategies and keep them excited in receiving your newsletters and catalogs. Here are some tips that can help you build a list of eager subscribers.Make your promotional materials interesting and fun. Try to use a little creativity but not too over artsy. Build around what your product or service is about. For example; if you are selling car parts, put some pictures of what is new in the auto parts world, a new wing door possibly that can fit any car and make it look like a Lamborghini. Try to research what people are looking for, these way, you stay one step ahead of them all the time and you will be their bearer of new tidings. They will be eager to receive what you are sending them because they new you always have fresh and new things to share with them. Write good articles that can be very informational but light at the same time. If your subscribers enjoy your articles, they will go to your site by clicking the links that you will be putting on your newsletter to read some more. You can provide articles that can connect to many people. Be diverse in your articles. Put something humorous, then put something informational, then put something that has both.Are you wary about this because you dont like writing? No problem, there are many professional and experienced article writers that can do the job for you for minimal fees. They know what they are doing and can provide the need that you have for your newsletters, the money that you pay for your articles are going to be met by the many sign-ups and the potential profit from the sales that you will get.Create and send an E-book to your customers about anything that is related to your business or site. Use your knowledge and expertise in the field you have chosen to help other people who are similarly interested. Offer this e-book for free. You can write about anything informational and helpful to your subscribers. For example; you can do manuals and guides in so many things. This e-book could be used as a reference for many people. Share this e-book with everyone, even other sites; just make sure that they dont change the links in the e-book that will lead people to your site. If you want, you can always get some people to write it for you just like your articles. Your investment once again will be covered by the great marketing this will generate. Add e-coupons in your newsletters that will help them avail to special discounts. Put a control number in your e-coupon so that they can only be used once. When people get discounts that can be found in your newsletters, they will be eager to receive your newsletter in anticipation of what you are promoting next.If your subscribers can get benefits from your newsletters, they will be very eager to receive them. Just dont flood your mailing list with mails so that you dont annoy your subscribers.

Summary

Question: My affiliates keep bugging me about my articles. Why do they want my articles and should I let them have them? What do I get out of it?Dear Affiliate Manager,You hit on my pet peeve. Stop hoarding your articles already! Do you want your affiliates to promote your program repeatedly to their lists and on their sites or dont you? Isnt the goal to get your website exposure all over the internet? The more sales your affiliates make the more money youll BOTH m...