Evaluate Roles and Responsibilities

When did you last evaluate the roles and responsibilities (job descriptions) of employees? For many organizations – the answer is often “not since the employee was hired!”

Employees’ responsibilities change after they have been in the job. They have likely taken on new responsibilities as they have become competent in their role and it is seen that they are capable of doing more. They may be assisting other employees in other roles. Particularly over the last few years when many organizations downsized, employees took on multiple roles and additional responsibilities. Many employees take on new tasks with no formal training provided; effectively learning on the fly.

As a best practice, around the time of annual performance reviews, review with employees their current responsibilities in comparison to what is written on the job description.

What are they doing above and beyond their regular job description?What projects have they undertaken?What new roles do they serve within the organization?

And…

What do they need to help them succeed?

In collaboration with the employees, determine what skills and knowledge are needed for them to be successful with the new responsibilities they have undertaken. How well do their current skills and knowledge match to what is required? Is training needed? Do they need time to concentrate on a particular project to meet a deadline? Do they need more management support to be successful?

I have learned that in most cases employees do not mind taking on additional and new responsibilities. What they do mind is having projects or new tasks dumped on their lap with no consideration for what they already have to do and with no training in order to be successful.

Provide the employee with an updated job description to capture what they do and, frankly, to reflect reality. It is difficult to evaluate workforce needs when you don’t have a true understanding of the work the employees are doing within the organization. You can’t figure out where the needs are when you are unsure of who is doing what within the organization.

Understanding exactly what new roles and responsibilities the employees are doing enables for more effective performance review sessions overall.

When possible and it makes sense, consider updating job titles and adjusting salaries to accommodate permanent changes in employees’ job responsibilities. Even when salaries cannot be adjusted, possibly a bonus can be given to the employee for going above and beyond or public recognition of their extra efforts and their new role/responsibilities.

If the organization has significant changes occurring, consider evaluating job descriptions on an annual basis. If not, at least every 2 – 3 years makes sense.

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Early in 2014: Conduct a Business Process Review

As a best practice, consider evaluating your business processes at least once a year. As your business changes – grows or contracts, launches new products and services, hires new employees and gains new customers – your business processes will need to change or be updated for the business to continue to succeed. Too often organizations do not set aside time to evaluate their business processes with an eye toward improvement in how the work is getting done and the customer’s needs are being met. Let’s face it – businesses are changing every day! There is no way the same processes that enabled for past success will enable for future success. I’m not suggesting a complete haul-over of your busienss processes are necessary on an annual basis, sometimes even the smallest tweaks make such a difference!

As a leadership team, take these best practice steps to develop a plan to evaluate current business processes with a goal of refinement to ensure the organization can continue to succeed in a competitive, global marketplace. 

Begin by selecting those critical business processes that have not been evaluated in at least a one to two year period (choose no more than 2 – 3 initially)Pull together small project teams that include managers and individual contributors from those areas where business processes need to be reviewed (e.g., if you are evaluating your sales processes, including sales managers and individual sales team members as well as individuals from marketing and operations and other areas that impact/work with sales.)For each project team, select a team leader and provide them the following high level agenda to get started: Document current process (if already documented – ensure accurate and reflects what is actually being done!)Look for where the process can be improved for efficiencies and increased effectiveness.Design a new/updated process to enable for those efficiencies and increased effectiveness.Test it out!Make any adjustments and finalize the new process.

Ensure someone from the leadership team checks in frequently on progress, answering questions and providing support. Once the company goes through the process once, it is easier the next time around!

Make reviews of business processes an annual process within your organization!

Best practices for success while enabling employees to work remotely

 

Recently we have heard about the debate whether work at home/work remotely makes sense and some of these organizations have appealed all the possibilities of remote work. I find it surprising when companies do not want to learn about work at home options. And this is to be managed (we'll discuss this shortly), the great advantage is the ability to expand the pool of potential talent for your organization. Why limit your search to local or worry about moving expenses (and prospective employees, or even want to move), and instead allow the ability of employees to work remotely?

Of course you will need to establish processes and procedures for employees, work at home, in order to ensure that it has the consistency and working. Processes in place also soothes managers, who may not be used for at-home workers and I wonder if people are really working or goofing off.

Considered necessary to ensure success for employees working at home

Technology plus support for creating and solving problems with technology (computer, phone, software, including virtual meetings, etc.)Access to the sites or other internal Web site for sharing information, downloads and transfer dataClearly referred to the responsibilities of employeeRegularly scheduled in check (individual meetings) of the employee's immediate managerEnsuring time in the Office on a regular basis (even if only a few times a month) allow you to build relationships and staying connected to the mentor help othersA employee (preferably in peer or external to the Department) to support, answer any questions and concerns

For new recruits, as well as best practices, bring them to the Office for at least the first one or two weeks of employment. Putting them into other (always nice to learn about working with face to face), allow them time to build rapport and get a feel for the organization.  It also allows you to "feel" people skills and may need more support when working remotely.

Initially assign employee projects that allow them to work with other than getting things done on their own. This allows them To be better acclimated to the Organization, and their associates.

What are Your Goals for Mentoring

Prior to beginning to develop the plan for your in-house mentoring program, spend a bit of time developing the strategy for the program. The goal is to develop a program that makes sense for your organization and the people you are trying to support with mentoring. Often organizations roll out a mentoring program without consideration of what they are trying to accomplish by having a mentoring program. When I asked one client why they were interested in launching a mentoring program, the response was “Because our competitor has one and we should too.” I’m not saying the client shouldn’t have a mentoring program, but they need a good business case for one and not simply because they competitor has one.

Consider the answers to these questions listed below in order to develop your strategy for a mentoring program and thereby ensure you develop a program that works to meet organizational goals.

What challenges or issues are being faced within the organization that mentoring may be able to address?Which individuals would be suited to participate in a mentoring program – either as a mentor or the mentee? What is the ideal profile of a mentor? What is the ideal profile of a mentee?What is the experience with mentoring within the organization?What is the expected outcome or changes from a mentoring program? What is it expected that mentees will do better as a result of being mentored?How would a mentoring program link to the organization’s strategic long-term goals?

As a best practice, get the leaders of the organization together for a strategy session to respond to these questions. For a few clients, I do well when I send the questions out beforehand and then we discuss as a group –it gives them time to process and think. For yet others, I do better when we meet and talk through the questions as the connversation is lively and everyone participates and shares freely.

Developing a Project Strategy

This is the year one of my clients, a senior project director within his organization, decided the company will have a strategy for the projects they complete! A review of projects completed over the last 5 years indicated to them that, while many projects have been successful, many still have not been successful. In further review of the projects that have not been successful, the client noted the following:

A number of them never should have been launched as they did not have the resources, budget nor interest to support them and enable for successOthers appeared to be planned poorly and failure was attributed to that poor planningOne was a pet project that had significant investment money from leadership, but no clear understanding of what it was supposed to accomplish

During a meeting, we discussed the need to prioritize projects. Especially since in the upcoming year the organization had a number of strategic objectives to expand the business into new geographic areas and to launch a number of new products. Previously, projects selected were not “officially” mapped to organizational strategic objectives. In the past, some projects were able to be linked back to strategic long-term goals certainly, others could be “squeezed” to fit, and yet others had no link at all to a strategic long-term goal.

The client decided that in order to reduce the number of projects being done to a manageable amount but to ensure that those projects that were selected enabled for achieving goals, the following should be reviewed for each project before it was launched and resources assigned to it:

The project must help to achieve one of the organization’s strategic goals, either in full or in part (in part means it must at least move the goal forward.)Expected project benefits must outweigh the project costs (positive ROI.)The budget exists to complete the project.The proposed scope is achievable.Resources are available to complete the project (with the majority of resources coming from internally.)Technology is available to launch and complete the project.

Projects that meet the requirements above will be further prioritized as follows:

5 (most impact) to 1 (least impact)

Increases revenueImproves profitabilityReduces expensesSupport customer needs/increases customer satisfactionHas a benefit to more than one division/business unit

It was decided among the leadership team that for 2014 this process for selecting and prioritizing projects will be used, with the expectation that it will need to be fine-tuned. However, it is believed this is a good starting point to ensure the right projects are selected. Certainly considering that the organization has not had a way to select and prioritize projects previously, this was a step in the right direction.

Align Training Plans to Organizational Goals

AppId is over the quota
AppId is over the quota
 By Gina Abudi, on January 15th, 2014

I was speaking with a client at the end of 2013 who was working on finalizing training plans for 2014. He stated that there appeared to be so many training needs and desires based on a recent employee engagement survey that he just didn’t know where to start! He had a limited budget but wanted to satisfy as many people as possible. He asked my advice on what would be most important to cover in training based on my knowledge of the organization. I asked him what the organization’s goals were for 2014 and beyond. He listed a number of goals that were discussed at a mid-year strategy session. And there was our starting point I told him!

As a best practice, align training needs to what is required to meet organizational goals. This provides a number of benefits, including:

Making a better business case for training investmentEnsuring employees are equipped to help the organization meet goalsProviding employees skills they will need for the futureEnabling the organization to better meet long term goals by ensuring employees have the skills and knowledge to do what needs to be doneEngaging executives and leaders in training (since by investing in training of employees, they will be able to meet their goals)

In order to align training needs to organizational goals, you will need an understanding of the long-term goals of the organization and will need to understand what is required to reach those goals. For example, in my client’s case, the organization is a pharmaceutical organization that has expanded significantly in the last year and half; more than doubling their employees and they expected to grow over the next few years. Additionally, they were moving from research to product development, an area in which they had not worked prior. Two needs were identified as essential:

The ability for individuals to take on management roles within the organizationThe ability for individuals to manage projects with tight deadlines

This prompted my client to look at the following skills and levels of competency:

Supervisory skills (many of those who would be moving to management roles were scientists and researchers.)Project management skills (a disciplined approach to managing product development projects would be essential in the future.)

Based on this research, he would be able to develop comprehensive training programs to help the organization meet their goals.

To summarize, as a best practice human resources and other training professionals should be meeting with executives and other leaders to understand strategic goals – at the organizational level but also strategy for each division or business unit. Use this information to develop a listing of necessary skills and knowledge that will be needed within the workforce to help achieve those goals. Determine whether those skills and that knowledge curently exists within the workforce and if it does, at what level (beginner, intermediate, advanced). Build your training plans based on getting employees the skills and knowledge needed to be successful. Certainly you may need to recruit new hires with special skills for some roles, but build up the skills of your current employees when possible. These individuals already have the institutional knowledge and understanding of the culture and bring much to the organization.

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What is the impact of being able to manage your time?

have a number of tasks to be performed on a given day! Is just too much to do to achieve the goals and objectives, what we need to do. It seems easy to say only limit what you do. but it's rare when we can do.

Here are a few common mistakes that we all make that distract us from the focus and implementation of our goals:

Not keeping ' to-do ' list of priorities, not to be doneNot management and interruptionsProcrastinating on tasksTaking on more than we can do in the time they accepted periodNot breaks planning tasks effectively workNot/projects to be completed (with sufficient time to do) trying to multitask

I have found that when we know that these errors and stop their conscious, we can more easily go past them! Here is one of best practices in order to try that effectively worked for me – I hold a priority "to do" list that have to be met. Priorities in the following two ways:

The greatest impact (customer focused vs. personal) effort that is required to complete a task

Priorities in any way that works for you. Each and every day to create a "to do" list to be completed that day. I set aside time to work through this list; lock time on my calendar. At this time to send my phone, voicemail and keep my e-mail off, so I'm not distracted.

Since I am a morning person "," fill my more complex "to do" items in the morning.

Using employee resource groups to promote diversity

 

The diversity of the organization allows for a number of benefits, including creativity and innovation in:

Troubleshoot businessNew products and services for customers

In addition, a variety of better meeting the needs of customers, who are often differentiated themselves.
One of the methods to promote diversity within the organization is by encouraging and supporting employees resource group. Employee resource groups are groups of workers with similar backgrounds. Many organizations create these groups around identifies such as:

GenderSexual identityRaceNational originReligionDisability

Although the resource group of employees can be created around a specific identity, shall not discriminate against the other connection to the organization. For example, a man may join (or participate in meetings) women group, to learn more about the challenges that face women within the Organization, or learn how to recruit more women to its Department or workgroup.

The benefits of such groups are different and include:

To enable networking among employeesIntelligence as to the identity of the person referred to groupsGain knowledge of the specific challenges that some employees face in organizationIntelligence on new products or services, to determine that the specific group they believe it would be beneficial to customers who are members of their groupIntelligence on how to best market for different clients and a sense of community among employees support groupsA

Organizations can support the employee resource groups in a variety of ways, including:

To provide office space for meetings and during the food or drinks & dayProviding inclusion in the budget of the sameEnsuring on the occasion of the meeting of executives to show support and to listen to the needs of groupProviding a forum for groups to share with the rest of – such as internal bulletins or presentation to all employees/all hands event meetingshosting on a quarterly or half-yearly, which enables all groups together

Employee resource groups are a great opportunity for your organization to promote diversity in the workplace. They allow keeping great talent and recruiting more great talent!

Best practice steps for delegation of tasks to employees

By delegating the tasks of workers in order to ensure that the tasks get completed to your satisfaction and in order to ensure the support employees must be effective, take steps best practices:

Choose the right employee to pass. Make sure that you have the basic skills to complete the tasks and time to do it.

You do not want to delegate tasks, employees who are already overwhelmed with work, I do not have the basic skills needed to complete a task or are new to the organization. Based on your knowledge of the employee, the map tasks to help you develop new skills or focus on areas in which they would like to focus on. For example, to ensure that an employee who is very sociable and likes to plan events to lead the planning of the trip.

Set up a meeting with the employee to discuss tasks can be delegated.

Contains sufficient details for tasks such as:

Its importance as part of a workgroup, Department, branch or organization. How this fits into what is happening in the Organisation (the big picture outlook.)What you need to do (at a high level.) Do not get into the step by step info on exactly how to do the job, let the employee determine how to get from point A to point B. your job is to tell them what do you want to see as a result of a/the final product the task assigned.Your expectations in terms of quality, deadlines for completion and check/update status.Permission level employee like decision making, solving problems that arise, etc. The number of delegated authority will be related to how much knowledge and experience, that the employee has, and how effective they were at the end of the delegated tasks in the past.Points of contact, or other resources that can help a worker if necessary. Maybe it's the person in the Organization, which must reach in order to obtain the necessary data or decision making.

During the meeting, ask the employee what other support or stocks must be successful. Evaluate his level of comfort with the allocation based on the questions you ask and its interaction with you.

Keep track of meeting with an email that is reminiscent of the debate and what was agreed with the employee.

Specify additional training or training required.

In step 1, we discussed the need to ensure that the employee has basic skills in the workplace. If the task may require more skill than he is now, or employee believes that he needs more support/guidelines to be comfortable, training to develop skills or coach to assist the employee. The employee may function as a mentor, the aid worker, or as the Manager can take on this role.

Delegation of tasks and assignments for employees allows them to build their skills and increase their knowledge. It provides them with opportunities for professional and personal development and allows for better visibility within the organization.

The Need to Build Relationships: A Mini Case Study – Part I

When you first joined the company over 6 months ago, you tried to move forward with a number of initiatives that were successful at your last company.  You met quite a bit of resistance from business line managers (your peers).  You couldn’t seem to move forward with any of your initiatives.

In a recent conversation with a friend who also worked at the company, he told you that you came across as knowing what is best for the organization and really didn’t appear to listen to others. While you had good ideas, you never bothered to understand what would or wouldn’t work at this company. You seemed to think you knew it all.

You need to change everyone’s perception of you. What are you going to do?

What are your thoughts on the question above? Please share your ideas in the Comments field below. Part II of this post will respond to the problem with some potential solutions/ideas to consider.

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5 Effective Tips On How To Recover From Penguin 2.1 Update

The first thing to bear in mind about the recent Penguin update is that it is recent. In other words, we do not have much data available yet, and while we do know about some of its effects, there is bound to be some amount of speculation involved when suggesting ways to ‘recover’ from the update. This, especially because the reactions to being wiped off the face of SERP has much righteous indignation in them from people who claim to have been hit in spite of always having fresh content and natural backlinks.

Controversy and bitterness apart, let’s take a look at what this update is officially all about. This one (apparently) does not consider content quality while nuking sites. In other words, according to some experts, you cannot recover from its negative impact by balancing a bad link profile with fresh and good quality content. What it does consider is bad inbound link, and as we have already stated, several webmasters have been complaining about their small business sites being hit in spite of an all natural link profile.

What are Bad Links?

Too many exact match anchor texts is bad. Why? Because it is inconceivable that every one of your several hundred (or thousand) ‘visitors’ used the very same anchor text to endorse your site – even if it is your official site description.

Forum signatures with similar anchor texts or the same raw links – this one is too obvious and was always a problem since Google decided to introduce its animal updates.

Ditto for blog comments and links or link texts

Excessive bookmarks – we are, most of us, guilty of this. Softwares and paid services for bookmarking have been around for a very long time, and we have made use of them. If you haven’t, you are among the exception.

Too many ‘do follow’ links and too less ‘no follow’ ones. Again, this has long been a problematic obsession especially with bloggers. People would go to ridiculous extents to find do follow blogs to comment on. Such link profiles are unnatural and, therefore, not Google friendly and likely to be hit by the Penguin 2.1 update particularly hard.

What is So Unique About the Penguin 2.1 Update?

If you have failed to find anything new in the previous points, you are not alone. Most or all of these were known to us. The unique aspect of the update in question is, (1) its ONLY function is to target bad links and so it is very thorough having nothing else to do and (2) Penguin 1.0 targeted only homepages, 2.0 went further to the inner pages and its offending content, and now the 2.1 update does exactly that plus, possibly, covers the deepest page levels hitherto unanalyzed by its predecessor. This does make it a threat for some sites. We reiterate, the only problem here is that sites claiming legit backlinks have been shouting themselves hoarse.

The Probable Solution

Analyzing your link profile seems to be first order of business in this case. It may not be long before we see some kind of software appearing on the scene that will remove all the links we created using other software. Until that happens, or unless you go about choosing an SEO company that will do your job for you, you have to do some manual checking and the Google Webmaster Tools is as good as any to begin your analysis with. Scrapebox will help you further (combined with a spreadsheet), but that will require a different article altogether to explain.

The bottom line is to check your link profile and find the offending link pattern. Try to look for the following while bearing in mind what we noted earlier about bad links:

Forum and Wiki spam – with exact match anchor text or repetitive raw link patterns;
Press Release links – did you no follow the links in them as per Google’s earlier guidelines?
Article Directory links – the ones that you had practically forgotten about!
(Questionable) Directory submission links – again, you may have forgotten about them;
Do you have too many links from unimportant sites and not a lot from authority sites in your niche? That’s a warning signal and now more so because it shows your link profile heavily biased towards quantity instead of quality;
And finally, God forbid – do you still have any of those link exchanges left over from your site’s younger days?

Now that you have a clear picture (more or less), go about pruning the questionable links. You can ask the concerned webmasters to remove the links, and they’ll probably understand, but don’t be surprised if no more than 5-10 percent of them bother to respond. Use the Google Disavow tool next and for domains that are particularly seedy, remove entire domains instead of particular links that you may deem irrelevant or harmful.

A word on removal here: a lot of experts advocate doing a blanket removal after deciding upon a plan of action. We suggest you stick to what seems natural. For example, if you decide upon removing all domains that do not match .com, .org, .edu or .net, it would probably seem unnatural, and 2.1 update cannot be entirely different from its mother Penguin and the creator Google. The emphasis was always on a natural pattern of endorsement in the form of link distribution.

An Alternative Approach to the Problem

Forget Google. Yes, that’s what we said/ typed/ wrote. But first, ask yourself if you think Google has been returning better search results or, shall we say, if the alleged improvement in returning results is in proportion with the hue and cry associated with its algorithmic updates. We have found mixed responses to this query, and you need to know what yours is. Then, you need to understand that there are other search engines that people still use. Bing! is a big one that Google fans often tend to ignore. Optimize for that as well as the smaller engines.

You don’t have to be indignant or dissatisfied with Google to do this. It always makes better sense to put your eggs in as many different baskets as you can. Ask the businesses that have been hit by the 2.1 update (or even previous updates) and they’ll tell you. We’re sure there will be more updates and more indignation in the future. Do yourself a favor and reach for a wider audience to begin with. Don’t ignore the advice on cleaning up your link profile: diversifying your optimization techniques in terms of number of engines does not really justify black hat link building techniques or simply having a messy link profile. Do your clean up, get your act together and move towards other pastures which may not be greener, but sure does have a lot of green left in them to prop you up in case you get knocked down by the Big G.

Problems on the Team: A Mini Case Study – Part II

Read Part I for background information.

What might be the primary reasons for the team feeling as they are?

The team likely does not understand the value of teamwork and the benefits of being a member of this team. It is also likely that limited, if any, time has been spent on building a team environment. They don’t appear to understand why they are a part of the team, which means they don’t understand how they can contribute to the team – individually and as a team.

What should be done at this point?

Meet one-on-one with team members to understand their concerns more fully and determine commitment to team and teamwork. Understanding their past experiences on teams will help in getting them committed to this team and to the project

Meet with the team as a whole to discuss: Purpose of the teamGoals of teamHow they will work togetherHow they will be recognized for their efforts both individually and, more importantly, as a teamCollaborate with the team to establish roles and responsibilitiesHow they will operate as a team (problem solve, resolve conflicts, make decisions, meetings and reporting on status, etc.)Hold a team building event so the team members get to know each other and begin to build trust. You need to establish a relationship to begin to build trust and work together as a team.

What should have been done from day one to potentially avoid these issues?

The team leader needed to spend time before the launch of the initiative enabling for the team to get to know each other, establish operating procedures for the team and ensuring they understand how they can contribute to the success of the initiative. It is important to understand the members of the team you will lead so that you understand how to engage and motivate them and keep them committed to the project. To do this – you must build relationships with each and every one and understand their own goals and objectives and work to map those goals and objectives to achieving the goals and objectives of the project.

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HOW TO MAKE MONEY ONLINE

HOW TO MAKE $2 A DAY EVERY DAY

Using 100% Free Resources, we are going to build a Simple, Automated, WordPress website, place

affiliate advertisements on the site, and send the site traffic.

Setting everything up should take about an hour, depending on your knowledge and ambition. Once it

is set up, we should start to see earnings almost immediately.

Please note, this is not a ‘Get Rich Quick’ method. This is intended to generate extra pocket change, or

investment money. Earnings potential is estimated at $25-50 per month. Lets get started.

Our Free WordPress Website

For this to work properly, we need to set up a simple WordPress website. We don’t want to pay for

hosting for this property, so lets grab a free hosting account at Hostinger. Take a moment to sign up for

your free account, and verify the account through your email.

Logging into your new account will lead you to a dashboard with four colored squares. We are going to

click the Blue “New Hosting”, and follow the steps for creating our website.

When you get to the point where it says “Enter Domain and Password”, make sure you are set to create

a Sub-Domain. I prefer the shorter domains, such as .esy.es and url.ph, but any will do. Your ‘Sub-

Domain’ will become your website name. Our website is going to show Youtube Videos on a single

topic of your choice. We don’t need popular topics, but we do need topics with videos.

When you are done creating your Sub-Domain and Hosting, you should end up on your new sites

cPanel style dashboard. Scrolling down the page should show you a bunch of squares leading to

various areas of your hosting. We need to set up an SQL server and install WordPress, both are

extremely easy.

Scroll down till you see My SQL Servers and click the box. Fill out the form to create a new SQL

Server, then go back to your cPanel Dashboard.

Now, scroll down till you see AutoInstaller and click the box. On the right side near the top, you will

see a search box. Type WordPress into that search box, and the WordPress installer should appear. Click

Install and fill in your SQL Server information and the login info you want for your website. When it is

finished installing WordPress, you will find your WordPress Login at ‘Yourwebsite.extention/wp-admin’

Sign in to your WordPress website. The first thing you will see is your Dashboard. The left panel leads

all over your admin dashboard, and allow you to make changes to your website. Lets get this done!

Cleaning your website is important. Click Posts and Pages and erase the ones that are already there.

(Send to Trash). Click Links and erase all of them. Now click Appearance, and hover your cursor over

Twenty Twelve and click Activate. Hover over Settings and click Permalinks. Select Postname or insert

/%postname%/ into the custom field. Hover over Appearance and click Widgets. Click and drag all

widgets from your sidebar to the widget area, to delete them.

Now we need to automate content creation so our viewers have something interesting to look at. Click

Plugins and install Zombie VideoFly_v1.11 and activate it. A new tab appears on the left panel called

ZombieFly, which has five inner pages. Add Source, insert your keyword, language, and Every Day on

the right. Change the number of videos from 20 to 1, and save. Now click Updates, select twice daily,

and save.

The last piece is to add our banner ads to the site so we can earn money! Head over to CPMLeaders

and sign up for a free account. Once you sign in you will see a box saying “Choose your banner size”,

select 160×600 and click Get Code. Copy and Paste this to a text document for now, and repeat the

process for the 300×250 ad.

Go back to your wordpress dashboard and go back to your Appearance > Widgets page. Drag two text

widgets to your sidebar, then Recent Posts in between them. In the first text box, paste your 160×600

banner code. In the second text box, paste your 300×250 banner code. Be sure to click Save on each of

the widget boxes.

Website Complete!! Congratulations!

At this point, you have a WordPress website that will automatically post two videos per day. This

website shows banner ads that you earn for every time you get a visitor (Even if they dont click the ad).

WordPress will send out a ping whenever new content is published, which will naturally generate

visitors. But, this is a very slow process. Lets speed things up!

Simple & Free Traffic

We want to start sending as many people to our website as possible. It doesn’t matter if they click your

ads or not, they just need to visit the page for a minimum of about 20-30 seconds.

There are endless things we can do to get visitors to our site, but we are going to do something

extremely simple and 100% free to start generating visitors, and profits, right away!

So lets sign up at Hitleaps. Once you have your account, sign in and click “My Websites”. Click the

“Submit Website into Traffic Exchange” link, enter your websites domain into the Website Address

box. Set the visitor duration to 30 seconds, and click “Sumbit for Review”.

Now click Traffic Exchange. Now there are two ways you can do this. The first is to click Download to

get their extremely simple browser, which auto refreshes (earning you credits). The second is to click

the HERE link to use your browser. I checked the viewer for malware and found nothing. I ran the

software and closed it to make sure it didn’t leave extra processes running, it doesn’t. If you use the

downloaded viewer, you gain an additional 20% credits. It takes almost no resources to run, and Im on

a 4 year old asus laptop… Turn it on, give it your username/password and let it run minimized.

THATS IT!!

It sounds like a lot of work setting things up, but you only have to do it once, and there are no costs but

an hour or so of your time. The longer you run the viewer, the more credits you will get, and the more

visitors you will get to your website.

A basic exchange account with the viewer gives you 70% of your view time towards credits. This

means you can earn 1008 ‘Minutes’ (their credits) per day (running the viewer for 24 hours). Since our

views require 30 seconds, they are 0.5 minutes each, which gives us 2,016 visits per day.

The Math

Lets say we set up our website, place our banners, and let the viewer run for 24 hours a day for 30 days.

This turns into 2016 views per day, and 60,000 views per month. With the banners we are showing, that

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You should also note that this entire process takes about an hour to set up, and can continue to earn you

an extra profit day after day, month after month. Our banner service pays via Paypal and has a payout

of $5, which you could hit by your second day!

link for zombie fly ….http://fileam.com/file/04iO81