Tag: telework

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The COVID Work from Home Experiment

There has been a great deal of anticipation about the COVID work from home experiment, and it appears that the upside is the many benefits of remote work which has generally improved the performance of office workers by nearly 30% in productivity with very low overhead costs. A huge win in the workforce in the United States of America.

Even with the overwhelmingly positive results and huge benefits to the bottom lines of companies and organizations who have successfully embraced (and cashed-in on) the telecommute work-from-home model has not without its challenges.

At the very least, Internet connectivity, having the basic electronic devices required, being able to have an effective workspace within the home, and managing family around the home office are the basic requirements to have nailed down in the beginning.

The first real concern to show up was paranoia among management. “How can we be expected to trust employees working from home?” The first wave of response was to attempt to initiate surveillance efforts to micromanage remote workers. The results appear to indicate counterproductivity as initial increases in productivity began to decline.

In the new world of the telecommuter, a reasonable degree of trust must be part of the foundation of the teleworking agreement. Employers must find other ways and means of tracking individual employee productivity over time, besides looking over the shoulder of staff members.

After all, they are working from home, which means they could be doing practically anything from drinking on the job to working naked for all we know (and they are).

Nevertheless, for the companies and organizations who fully embrace the idea of staff working from home, their number are up, and expenses are down.

While all the numbers are looking good, it appears that telecommuters in the $150,000-range (and up) are seeing the greatest increase in productivity and value to the employers during this period of time when we are testing the waters of sending workers home to work.

At the same time, other industries that do not translate as well to the telework atmosphere, are barely staying alive, and some of them are closing their doors forever. Channels such as manufacturing, warehousing, transportation, and hospitality, are experiencing the greatest challenges and struggle for survivability during these unprecedented times.

Telecommuters are facing their own set of challenges, such as a general decline of overall mental health, while family viability in workers’ households is declining at an alarming rate, causing some parents to have to make a choice between work and family.

One of the biggest issues for remote workers to tackle is how to manage work tasks amid the various distractions that might vie for one’s attention in a work from home environment. This is in huge contrast to being secluded in a safe and sane corporate office setting, where very little effort need be exerted to focus on tasks at hand.

Instead of the brief interactions that may distract you briefly at the office, home office interruptions may include anything from doorbells, phones ringing, dishes in the sink, impatient children and/or pets desiring attention, and the list goes on and on.

Kids at home who are attending schools remotely online are also a growing concern for telecommuters.

Being able to set up a home office space that has separations from the rest of the household and establishing boundaries seems to help remote workers manage distractions that might otherwise negatively affect their overall performance.

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Who Will Continue to Work from Home?

Employers are going to be faced with the question and having to decide, “Who stays working from home post-pandemic?” and the answer may not be what you expected. While the average productivity is clearly up by 23% or more for telecommuters working from home during these unprecedented times, if employers are going to have to select only, let us say, 25% of the workforce to continue to work from home, who will it be?

Who Will Continue to Work from Home?

The word on the management street is that the first choices will be the highest-paid employees, those making $150,000 or more per year.

If you are earning under that dividing number, you may find it disconcerting, but remember your employer is looking after his bottom line, the return on his/her investment.

If you are making $150,000 per year, you are earning $75.00 an hour. Think about it. If your employer is paying you $75.00 an hour to stay home, the company or organization is making a $17.25 return on their workforce expenditure on that employee every hour. They only pay $75.00 per hour but receive a $92.25 return on that investment (ROI). That’s $34,500 in their pocket every year.

That is a full-time $17.50 per hour employee free for a year. Though clever management would most likely make far better use of over thirty grand than pick up a free low-wage employee.

If you are making $30.00 per hour ($58,500 per year) $6.90 per hour on your working from home. Still, $13,455-a-year is not chump change.

You can see why those higher-paid employees are going to get first dibs on the telecommuting gigs following the lifting of COVID-19 restrictions. It is all a matter of working the numbers. It is also clear that if your performance has only been on an even keel since you have been working from home (that means your performance value has stayed the same and you are not a part of the remote workers who have increased their performance from working from home), you more than likely will be invited to return to work.

On the other hand, many employers will not be forced to make such hard decisions. These are the companies and organizations who are rejoicing at the lockdowns, excited about letting most, if not all, of their staff home, or taking volunteers who may prefer to return to the life of the commuter.

73% of forced pandemic telecommuters are actually hoping to return to work at the office. Many of them will be disappointed when they find out that they are having to stay home to work after the coronavirus debacle.

These employers are already scurrying to get out of their leases, and they not only could not care if you returned to the office, but they don’t even want you to think about coming back. These organizations are the best-positioned to not only survive -but thrive – post-pandemic because they are making the extra 23% in productivity, plus cutting huge overhead costs.

And if you are thinking that you can help to glean a little more take home at the end of the month by cutting your expenses and moving to the country? Be aware that, generally, Silicon Valley is cutting the salaries of employees who are moving away to save on expenses, which splits the difference (savings) roughly in half. Half for the employer and half for the employee.

As unfair as it may sound, it is happening now and is setting the standard for things to come.

Something else to keep in mind.

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Your Remote Worker is Looking for Another Job Online

As much as you have sought to make all the accommodations so that your staff can work from home, even so, your remote worker is looking for another job online. The HR departments of all surviving employers are out there raising the bar, offering more perks and benefits to entice your employees to jump ship, and your people are taking notice.

And if you are thinking that your employees are looking forward to returning to the grind of showing up at your office every day to report to work, be forewarned, an overwhelming percentage of your telecommuting employees would gladly take a pay cut for the chance to continue to work from home following the lifting of pandemic restrictions. Remote work is the future.

If you subtract state, federal, and municipal telecommuters from the equation, 80 percent of teleworkers are looking for a better deal online. Your competition knows this, and they are making their intentions known, because if nothing else, the pandemic has alerted your staff that their earning potential is no longer limited by location. They can now work anywhere in the world, while never having to leave their homes.

And for those workers who were restrained to metropolitan living to accommodate their daily commutes to and from work, they are moving away from the hustle and bustle. Why? They are seeking a better life, freedom from the stress and strain of being a part of the rat race, reduction in the cost of living, and to relocate closer to the families they moved away from to seek grand employment opportunities.

This is forcing small businesses who are doing their best to adapt and survive throughout the lingering effects of the coronavirus outbreak to focus on increasing benefits to telecommuting employees to retain the current workforce.

You are going to have to reevaluate your incentives to stay competitive and increase employee retention during these unprecedented times.

Here are some ideas you can up the ante for employee retention:

1. Loosen the Reigns

If you’ve been tracking your remote workers like the Dickens, then you might start thinking about other methods of tracking your employees’ performance while they are working from home. Teleworkers are not fond of thinking they are being micromanaged or spied upon. Other firms who empower their employees to be responsible for themselves in delivering the goods are consistently seeing record-breaking results from their work-from-homers.

2. Health Benefits

Medical insurance is a highly sought perk for telecommuters. For small businesses, this might be too much of a nut to crack, so think about offering health benefits, like health club memberships, or offer to go halfsies on a treadmill they can use to stay fit at home. Be creative.

3. Workspace Assistance

If you could see the conditions that remote workers are working under to deliver the results you are looking for while they are working from home, you might be surprised that they are working in less than complimentary conditions, while perched on the sofa or curled up in bed with their laptop because they do not have an adequate home workspace. You can offer matching incentives or provide your remote workers with a basic workspace set up.

4. Employee Vacations

Many employers offer vacation time where employees earn a percentage of the hours they’ve worked back in hours to be spent while on vacations, but the growing trend is to also offer a stipend incentive to subsidize the actual cost of getting out and taking a vacation, and not just holding up inside your home, and watching TV. Statistics prove that vacationing teleworkers are the most productive and feel more content while they are on-the-clock.

5. Increased Flexibility

If you empower your employees to adjust their hours to their own schedules, they feel a higher degree of affinity with their employers. If you want to keep them, let them make their own schedules and allow them to even undercut their hours and sacrifice a few unpaid hours to tend to personal details. You gain long-term reliability and increased job performance. So, lighten up.

It looks like your staff’s preference is to continue to work from home even after the pandemic restrictions are lifted, so it behooves you to pay attention to this emerging trend of our new normal and start to make accommodations for employee retention.

 

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‘Tis the Season to Find Jobs Online

No doubt, if you are used to finding a seasonal part-time or full-time temporary job during the winter months or for the holidays, things are extremely different this year thanks to the pandemic.

Nonetheless, ‘tis the season to find jobs online, whether they be temporary or more permanent jobs. You can use the holiday season to get your foot in the door in a telecommuting job, work from home, and be first in line for a full-time job when it becomes available. Not unlike jobs when small businesses had a chance to survive in the brick and mortar venue(s), the streets were open, and we were not on lockdown.

Last year, you could have found seasonal jobs on the streets, by responding to Help Wanted signs in the windows of your favorite establishments. Local shops and retail stores littered the streets, and in a day (or two) you could end up exchanging your skills for cash in a brick and mortar business or restaurant.

This year, we have seen the biggest downturn in small businesses ever, and those left standing (only about 30 percent) could still use a helping hand during the holidays. Other businesses and organizations who were unaffected by the pandemic were able to quickly adapt to the telecommuting-style of working from home, and they, too, are looking for extra help during the holidays.

Though this year, you won’t find the Help Wanted signs hung in the windows. Now, you will have to find these jobs online, and not all of the jobs are teleworking as many warehouses and other essential businesses are in need of the extra labor to help make it through the holidays.

And if you thought your job search could be done by scouring your newspaper’s classified’s Help Wanted section, at first glance, you will know this is not how it is done. You will have to take your job search online.

If you want to find a job this year, you will have the best luck looking at sites like, jobs.google.com, Flexjobs, Indeed.com, upwork.com, facebook.com/jobs, and CraigsList, just to name a few. And what kind of jobs will you find?

As you might have guessed, right now there is a preponderance of jobs online which are primarily remote work, such as data entry, social media, internet marketing, customer service, telemarketing, and spoken language interpreters. You will also find retail, delivery, and warehouse jobs. And many of them include perks and benefits, including health insurance and paid vacations.

If you have a car and a valid driver’s license, delivery jobs are also in demand at Amazon and Door Dash.

A recent review found many full-time 40-hour workweeks paying $17 an hour for local work and you could earn much more if you have finely refined skills and experience.

If you are feeling like there is a lack of work available, and thinking that there are no traditional seasonal jobs to be had, it would be understandable. Mostly because you cannot see or find them the way you are used to.

Pretty much anyone with a computer and an Internet connection has little to worry about when looking for some extra spending cash, only be aware that there are some criminals who might like to take advantage of your online job search, so exercise your due diligence and check out any potential employer before jumping in to anything.

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Teleworking Urban Exodus

One thing we are learning is that the concept of gathering in congested urban confusion is neither desired nor practical as the current trend of teleworking urban exodus is seeing the workforce relocating from the metropolitan rat race in cities like San Francisco, Los Angeles, Seattle, New York, and Boston to rural areas and the countryside, where life is more safe, sane, manageable, meaningful, and less expensive.

Currently, most workers who are telecommuting and working from home in the city, are contemplating the move to outlying geographical areas, even though they are not comfortable with the idea of making the move due to fear that they will be displaced when we return to normal.

The truth is “normal,” the relationship of the pre-pandemic workforce has changed forever. We will never return to things as they were because our whole world and its economy have gone through a major transformation. What exactly the emerging world will look like post-pandemic will look like, we don’t know, but for certain, this “new normal” will be vastly different from the pre-pandemic world we once knew and had adapted ourselves to. It is gone.

Yet, there is this underlying fear that has some COVID-19-restricted teleworkers concerned, asking, “What if we move out of town, only to find that we have to move back?” Regardless, so many people are making the move, after confirming that they can continue to work post-pandemic by telecommuting and working from home.

The most important attribute when considering a new rural location to relocate to is now the issue of connectivity. The communities who already have or are building a strong information network to accommodate this migration of teleworkers are seeing their populations grow and economies expand by welcoming the new Internet-powered employees who require a high-speed connection to take full advantage of local resources.

This is the new sustainable working model that is emerging from the rubble of the coronavirus outbreak.

When I think back to the events of 9/11, I can see how this new normal can be highly beneficial in protecting our workers from a single terrorist attack. With the workforce dispersed widely across the nation or even the globe, it can make any company nearly impervious to any single targeting effort.

Employers who embrace the telecommute working model are thriving because they have access to a wider potential employee database that is unrestrained by geographic limitations and a far lower cost to court and maintain an effective workforce.

The teleworking urban exodus continues to expand

Empowered employees are bargaining with their employers and are able to negotiate, leading with their intention to move to a more distant location, as they are able to say, “I am moving to” (insert location), “and I would like to keep my job.” And employers are eager to accept this new arrangement amidst the emergence of this sustainable work model.

And if you haven’t decided where you might relocate to, you might consider moving to Tulsa, Oklahoma. They are offering a $10,000 cash grant to remote working techies who are willing to relocate to Tulsa and stay for at least a year.

But wait! There’s More: Besides the $10K in cash, Tulsa also supplies you with free workspace, opportunities for community meetups, hangouts, and housing discounts as well. For more information, check out TulsaRemote.com.

So, if you are thinking about telecommuting, moving, or moving your job to an online type of working arrangement, now is the time to take advantage of this new opportunity.

 

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Is Pandemic Teleworking a Corporate Conspiracy?

Under the veil of the current COVID-19 pandemic and lingering restrictions and lockdown, corporations have been able to survive by converting operations to telecommuting and moving jobs online to huge benefit to the corporations and first reports seem to indicate that the workers see the conversion as advantageous as well. Is pandemic teleworking a corporate conspiracy?

While there was a growing interest in telecommuting across the nation, there was a growth-spurt which caught on in the shadow of 9/11 promoted by the government, and other industries took note of how important it might be to have staff that could work from home in the event of any disaster, terrorist threat, or pandemic.

Some organizations rejected the idea of enabling staff to telecommute or work from home out of fear. Fear that the working class could not be trusted. These employers and managers feel like they have to micromanage every step their employees take, suspicious that any employee will do as little as possible or nothing at all if they can get away with it and still receive pay.

Then comes the coronavirus outbreak and even the most resistant businesses are faced with hard and fast choices. Do you give up and close your business or quickly find a way to embrace telecommuting to survive? Do you shut down your factory or crowd manufacture?

And those who were resistant to moving jobs online because they could not adequately monitor their staff for fear of slacking off or having employees that would exploit the employer or corporation, new industries sprang to life to meet their concerns and leaving the staff asking the question, “Is your employer spying on you?” and indeed, they are spying on their employees to varying degrees thanks to remote monitoring technologies.

Other technologies experienced growth to meet the need of this expansive growth in telework across the United States, such as videoconferencing, Zoom, and VPN connectivity.

For the other employers and corporations who were already leaning in the direction of telecommuting, the transition was nearly seamless, and this forced experiment delivered staggering results for the corporate number crunchers. The pandemic work from home workforce increased productivity, at huge savings in overhead for the corporations.

It makes you wonder, is there some other purpose at work here, to force people to work from home?

This pandemic lockdown has benefited the ecology of our world amazingly. Mother Earth has not been in such good shape since the industrial revolution, she is healing from the damage we have caused her, right now.

Corporations are more profitable by not having to cater to on-site workforces.

There is a dark side to teleworking which is emerging, but new technologies are emerging to deal with any shortcomings that might be associated with the work-from-homers.

And factories which cannot embrace a crowd manufacturing model, some of them are investing in housing near the factory, hotels, or apartment buildings to accommodate manual laborers which have not been replaced by automation or mechanization.

Is Pandemic Teleworking a Corporate Conspiracy?

Following this pandemic, many corporations and employers will continue to operate remotely, and they are already releasing leases, selling off, or repurposing properties that were necessary to support on-site workers.

Who are the Top 10 beneficiaries of huge financial growth during the pandemic?

1. Amazon.com
2. eBay Inc.
3. Apple
4. Netflix
5. Alphabet
6. FedEx Corp.
7. United Parcel Service
8. Microsoft Corp.
9. Facebook
10. Zoom

What does the Top 10 COVID profiteers say about the current condition if we follow the money? Is there more going on here than meets the eye?

What does the future hold?

What will the workforce look like post-pandemic?

Are we turning into a society of caged slave labor for increased profit?

Or are we being prepared for new advances in societal living, like The Venus Project?

 

 

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Are Teleworkers Here to Stay?

If you, your company, or organization haven’t already, you must follow the growing trend of telecommuting or working from home and moving more jobs online, not because of the COVID-19 pandemic, but because this is the way businesses will be operated in the future.

Worried mother holding baby and talking on smart phone at home office

The government has led the way by being adaptable and prepared to conduct itself amidst any threat to continue to have work done remotely from home in case of a major terrorist attack, biological warfare, or natural disaster.

Many businesses who are refusing to adapt or are unable to adjust their business model to accommodate shelter in place and pandemic restrictions are rapidly falling by the wayside, allowing only the powerful evolutionaries to survive.

Before the lockdowns were initiated, 75 percent of all workers were confident, that if they were required to stay home, they could effectively perform most, if not all, of their work from home.

For the companies, businesses, organizations, municipal, and federal government agencies that have quickly adopted telecommuting and working from home, they report increases in employee productivity anywhere from 15% to 55%.

Overhead costs to accommodate workers telecommuting during the lockdown been greatly reduced as having to pay for brick-and-mortar facilities for workers can be nearly eliminated, while workers are taking more responsibility for their own performance, requiring less management.

And for the most part, the teleworkers are loving it.

Are teleworkers here to stay?

Teleworkers, just as much as their contemporaries, were growing tired of being among the frantic rat race, and found a sense of empowerment from gaining more control over their quality of life, as they claim to be able to maintain an effective balance between life and work by telecommuting.

Being able to make adjustments to one’s work schedule to make room for appointments, family issues, or errands, offers sensible satisfaction to workers with families. They eat healthier, have less stress, are able to spend more time with family and friends, as well as more leisure time.

Employers who are allowing their employees to work from home are enjoying the fact that unscheduled and sick leave numbers are down 75%. And it’s no surprise because you could continue to work from home with a cold without the fear of spreading it to coworkers. In fact, you could still telecommute while on quarantine. And if you go out for a surgery or treatment, you are apt to return to telework much sooner than a job on campus.

While most people are feeling relief from the daily struggle of life, 80% of those who are confined to their homes without work, would rather be working from home, are willing to take a pay cut to do so, and they are envious of those who are teleworking in these unprecedented times.

The lockdown has placed undue stress on local law enforcement with the rise in domestic violence calls, but this has been offset by a huge reduction is traffic accidents due to the huge reduction in commuting traffic to and from work.

It is likely that this is the new normal, that telecommuting will replace archaic commuting to and from work following the pandemic. Look at the benefits.

Rural employees can work for metro-area employers with no problem, greatly expanding HR’s access to new and emerging talent. Disabled workers may be as much, or more, productive as their non-disabled peers. Discrimination is nearly non-existent. Personality conflicts among the workforce are all but eliminated.

Employee performance is evaluated on performance only.

Employees may continue to interface with their families or act as caregivers without affecting their work status. Disabled workers need not fret over figuring out how to make travel considerations.

Telecommuters enjoy an extra two to three weeks’ worth of free time every year, simply due to working from home and not having to commute.

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Is Telework a Ticking Time Bomb?

If you are currently telecommuting and working from home under a temporary agreement with your employer, whether they be private businesses, nonprofits, and federal, state, or local governments, there is a good chance that you will continue to work from home following the pandemic.

Is Telework a Ticking Time Bomb?

Many businesses and organizations are already making plans to cut back on the currently extraneous resources necessary to keep in place for your return to work after COVID-19 restrictions are lifted. So, if you are thinking about returning to your former office space, you might be surprised to find the entire building empty, for lease, or sale.

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While many employers are using teleworking as a method to “just get by” during the coronavirus lockdown, most of them are reorganizing their efforts to focus on expanding teleworking from home at an increased rate after restrictions are lifted.

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Of course, it makes sense from a budget perspective as the business or organization does not have to bear the expense of all that overhead associated with providing a space for workers, which is beginning to look like an archaic form of conducting one’s business affairs.

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And employees are responding much better than expected. Professional performance rates are up since they started working from home, as much as 20% or more (some employers are reporting productivity increase as much as 33%).

The logical conclusion is to continue doing what works best and cut out all the expenses that were associated with the old methods of doing business.

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The employees are ecstatic to recouped hours of their lives previously spent commuting to and from work, and their costs of working have also been greatly reduced, such as laundry, and meals.

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Even so, there is also a Dark Side of Teleworking that employers are not as concerned with as the employees are, as the Top 5 Complaints of Teleworkers are childcare issues, no social interaction, productivity pressure, inadequate home office space and/or supplies, and lack of separation while working at home.

If there were a number 6 ranked complaint, it would be growing tension at home. Families are unaccustomed to being basically celled-in with each other for long periods of time, and the huge growth in domestic violence calls since the lockdown was initiated bears witness to this.

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So, the tension is building as the pandemic marches on, and this may be the ticking time bomb for those who are telecommuting and working from home.

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The businesses and organizations that are fully embracing the idea of going forward into the future with as much telecommuting as possible are considering upping the ante in support of the new teleworking community by adding subsidies to help take the edge off of working from home.

Some examples include a stipend or expense account for telecommuters for ancillary expenses which were previously borne by the company or organization. This might include everything from toilet paper and coffee to office supplies and technology-related expenses. Some employers are entertaining the idea of subsidizing rents or mortgage payments in exchange for the area inside the home which is set aside for work-related activities.

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What does the future hold for telecommuters?

No one knows for sure, but the future will have many more employees working from home than you ever thought possible pre-pandemic.

What will it look like?

We don’t know, but we are eager to find out.

Is telework a ticking time bomb?

Not if we are aware and prepared for what lies ahead.

 

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The Biggest Lie You Are Told at Work

The biggest lie you are told at work is that you are getting paid what you are worth. If you knew the truth, you would know that your employer is making at least five times what you are being paid. Once you have an awareness of how valuable you actually are you assume a position of empowerment.

Now that you know how valuable you are, you are able to negotiate with your employer, since you now realize that you are grossly underpaid.

You may be making a wage that is comfortable for you, and maybe you don’t want to rock the boat too much. So, what could you ask for? Freedom, my friend, freedom.

You can easily ask for a bit of liberty and freedom, to be released from the shackles of the environment which you are forced to be entrapped in. Instead of working your nine-to-five within the confines of your regular job, and having to commute back-and-forth every day, propose that you telecommute, or work from home.

You may not be able to accomplish all of the details of your work at home, but the more you can be free, the better your quality of life can be.

Thanks to the coronavirus and the government’s ensuing COVID-19 lockdown, we are discovering that many jobs that required heavy commutes and unending hours away from home, translated into full-time work from home jobs online.

While the experiment of sending people home to work from home during the lockdown panicked many a manager, and administrators were fit to be tied, the results were astounding. Employees were not only able to perform many (if not all) of their job functions from home, but employee productivity shot up nearly 20 percent.

What do you think administration and management thought of that?

Think about it. If the company, agency, or organization that you are working for was raking in $500 for every $100 they paid you, now they’re making $600 for every $100 you get paid if you’re telecommuting or working from home. Is that a profitable move? You know it is.

If you’re currently working for a company that is not offering you telecommuting or considering the move of your job online, it’s an easy proposal to make.

In fact, the businesses, agencies, and organizations who quickly embraced the idea of empowering their employees to work from their homes when the COVID-19 lockdown reared its ugly head, they were able to survive the storm. They found themselves not only surviving but thriving.

It wasn’t long and they started having meetings about how to reduce costs by eliminating offices, brick and mortar facades, and getting out of leases to accommodate on-site workers. Having the teleworkers working from home was not only more profitable, but it allowed them to cut costs immensely.

After the COVID-19 restrictions are lifted, many employees will be surprised to find out that they will be continuing to work from home, instead of having to commute to and from work every day. The companies win, the employees win, because even if they don’t get a salary increase, not having the expenses associated with commuting to and from work, is like getting a raise, plus you get the most valuable asset of all by telecommuting; your life back. All the hours you wasted in traveling to and from your job are now yours to keep and do with what you want.

So, yes, the time is now to make a presentation to your employer about working from home if you’re not already doing so. Everyone wins.

You are worth five times what you are getting paid
You are worth five times what you are getting paid

Although, there is another option to think about.

WORK FROM HOME BONUS

There are others who are exercising a completely different strategy, and you might consider this as an option for yourself.

There is a growing number of Americans who are ditching the jobs online altogether, and performing their former skill set by moving their job online as a self-employed freelancer, for two-and-a-half times their former salary!

These people have figured out that they are easily worth five-times their former pay, so why not strike out and create their own opportunities offering their skills to other businesses?

If you do so, you get to choose.

Do you take in two-and-a-half times the pay for doing the same work?

Or do you make the same amount of money and work 25% as much as you are now?

Alternatively, you could start your own online business with low overhead and huge profit potential, though this takes a bit more savvy.

As many have discovered, taking your start-up business to the Internet is a simple process but it is not easy, and many fail or shiver in a fetal position from the thought of it. But with the right coaching, you could be one of the wildly successful ones.

Think about it.