Freelance jobs Online

Online paise kaise kamaye make money through internet very easy way – 2020 – Sportsfinding

How to earn money. Online paise kaise kamaye. Friends, you know that Internet (online paise kaise kamaye) has changed our lives due to which many people keep searching for ways to earn money through Internet (online paise kaise kamaye).

The way to earn money, which is connected to the world is the way to earn offline, but now Internet (online paise kaise kamaye) has become a very big part of our life, we are always surrounded by Internet (online paise kaise kamaye), so every Someone discovers how to earn money from Internet (online paise kaise kamaye).

However if you Online If you want to earn money, then you have to make a lot of effort and in this you do not expect to earn a lot of money soon. Online It takes some time to earn, but you can earn money in millions.

Online paise kaise kamaye we here you Online platform, Website And Resources Will tell you about Online Will help in earning money.

1. Freelancing

Freelancing is always a popular way to earn money online, in this, many websites have been given for people with different skills to work freelance. In these websites you have to create your account, search through the listing, you have to apply for the work that you want to do. In some websites, you have to fill your Personal Detail with your skill so that any client can make direct contact with paise kaise kamaye

online paise kaise kamaye

We are telling you some websites which gives freelance jobs like,, and etc. You can earn between 350 rs to 7000 rs through these websites.

But remember that you will get payment only after doing all the work and will be approved by your client. This can also mean that your work can also be revised several times until the client’s requirement is not fulfilled. Some of these websites can tell you to setup PayPal Account because most clients make payment through PayPal only.

2. Apni khud ki website shuru kare (start your own website)

In this, you have to make a website, a lot of material is available online to make a website. You have to have a domain and hosting for the website and there should be a good template so that the design of your website becomes attractive. online paise kaise kamaye

online paise kaise kamaye

When your website is ready, after getting some traffic in it, signup it with google adsense, now your website will be ad show. Now the amount of ad will be clicked by the visitor, you will earn that much. For this, there should be good traffic on your website.

3. Affiliate Marketing

When the traffic on your site is getting good and your site authority is increasing, then you can put a link to the product of many companies on your site when a visitor clicks on the link of that product and buys it, so you will earn. .

You can join affiliate programs of many companies like amazon, ebay and flipkart etc. And there are many websites

4. Surveys and searches and reviews

There are many websites that give you money to do online surveys, do online searches and write reviews on a product. If you want to work on a project on a website and are getting registered with you, then you should work on the project carefully.

Because there is a lot of scam happening these days, they can scam you by asking your bank details, for this you have to take precautions. Before working on a project, you can see copies of business from them. There are some sites that give work in this way like

5. Virtual Assistant

Virtual assistant (virtual assistant) is the most popular for earning money online at this time, in this job you have to work only by staying at home. Virtual assistants are kept by big people, who do not have time, these virtual assistants plan their entire day, when is their meeting and what time is it to be told, they tell everyone their attention or they tell them which meeting you have -But they have to call, they also call on their request, these virtual assistants make their work very easy.

We are also called virtual assistant as personal assistant, you can do their work online by sitting at home, if they talk about their salary, then they get 500 to 4000 rs of hours.

You work of virtual assistant are some websites you can search for, taskrabbit, upwork, craigslist, vanetworking, wahan and zirtual
You can work in these fields like phone calls, email correspondence, Internet research, data entry, scheduling appointments, editing, writing, bookkeeping, marketing, blog management, proofreading, project management, graphic design, tech support, customer service, event planning, and social media management. e.t.c

6. Translating

If you know many other languages ​​besides English, then it will help you to earn more money. There are some websites that provide work on translate project, this includes Spanish, arab, Germany and French.

For many people, this work takes a lot of time, so they make their translation project available by making their work available online in the world. There are many websites that provide translate project available, among them,, and

You can do the job of online translation project by getting your registration done on these platforms, you get 1 rs to 10 rs per word in it.

7. Online tutoring

If you are expert in any subject, then you can earn money by giving online tuition to people. There are many people who are giving online tution in the country beyond and connecting with students of all ages. There is some such website

Name of those websites which will give you the opportunity to give online tuition,,, etc. is.
You sign-up on these websites and make your complete profile.

You have to list the subject that you want to teach. Most platform experts take your teaching demo then you are selected, if you participate in webinar, you are listed as a teacher, then you are given an online session. Initially you get 200 rs per hour. As soon as you have experience, then you can also take your fees 500 rs hours.

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8. Social Media

Do you know that in social media you can earn money besides talking with your friends and strangers. If there should be maximum followers in your social media. There are many companies that publish their product through social media, which increases the popularity of their product. online paise kaise kamaye

online paise kaise kamaye

These companies search for users whose followers are more, by contacting them, they give you a good amount of money for putting up the post of their product. So you have to be active on social media on a regular basis. There are many people who are earning thousands and millions in it.

9. Web Designing

If you have the skill to design and design a website, then you can easily earn 20000 to 1 lakh of a project, nowadays everyone wants to bring their business online, for that they need a website, for this they hire web designing online paise kaise kamaye

online paise kaise kamaye

So you can do maintenance and regular updates of their website sitting at home, for that they give you money. Because they do not have enough time to do this work.

10. Youtube

If you are very fond of coming in front of the camera, then YouTube is a way that will fulfill your hobby and will also allow you to earn money. online paise kaise kamaye

online paise kaise kamaye

If you are expert in something, then you can make money by uploading videos by making a channel on YouTube. If you are expert in any of these cooking, zym, English speaking, dance and communication skills, then you can make channels according to them.

Perhaps you will know that there are many people who are earning millions of money from YouTube, then you can also earn, you should have passion only, to do any work then only you can do everything.

Work from Home

How to Help Employees Work From Home With Kids – MIT Sloan



Our expert columnists offer opinion and analysis on important issues facing modern businesses and managers.

See All Articles in This Series

Many of us are now working from home. As I described in my previous column, we are experiencing a new wave of mass experimentation in virtual work: working with (and around) virtual technologies, learning how best to relate to virtual colleagues, and experimenting with virtual collaboration and the new distribution of tasks.

For working parents, virtual work has specific challenging pain points. In a London Business School webinar on virtual working I ran on March 14, 10% of the nearly 3,000 people polled said they were distracted by their families.

Many weeks later under lockdown, this distraction is becoming ever more salient. This is true for people with a variety of caring responsibilities — for children, older relatives, or people with disabilities.

I believe that the family distraction presented by the new work-from-home reality is one of the most pressing management issues of the COVID-19 crisis. It’s one that, if unchecked, could lead to a significant drop in productivity and creativity. We — both leaders and companies — need to move rapidly to gain quick wins to help employees manage their work lives. We also need to prepare the ground for long-term changes.

The Challenge: Dissolving Boundaries

On April 9, I ran another webinar focusing specifically on the challenges and opportunities of balancing work and family to find out what strategies are working. Executives joined from more than 30 companies in Europe, the U.S., Japan, Australia, and New Zealand, and more than 60% of them were working from home with family responsibilities. (That percentage is about the norm for many countries.) To understand their circumstances more deeply, we held a seven-day open platform hackathon afterward, where executives could talk to one another about their experiences and brainstorm solutions.

What these intensive home-based ways of working are revealing with absolute clarity is something psychologists have known for some time — that boundaries matter. One of the ways executives typically manage their working lives, particularly when their identities of, let’s say, hard-hitting salesperson and caring father are distinct, is by creating boundaries between these two domains. They build mental fences between the two spheres, often facilitated by clear transitions and “rite of passage” activities. These could include props such as putting on a suit, or activities like getting on the commuter train, having a pre-meeting coffee, or catching up with The New York Times. People who have been working from home for years typically create similar boundaries and rituals, such as moving into a study and maintaining a schedule that separates work life from family life.

These transitions help to separate and preserve our distinct selves and provide the means for temporal, cognitive, and relational shifts. Maintaining boundaries instead of blurring the line between when you are “on” for one role and “off” for the other means that distraction is minimized. Creativity and flow can happen more quickly.

With whole families quarantined, the boundaries for workers are dissolving. In place of two transitions (home to work, work to home), there are now multiple transitions (work, look after a child, work, prepare lunch, work, play with infant, etc.). Each transition adversely affects concentration and productivity and, ultimately, creativity.

A Veil of Ignorance Is Lifted

Based on what I am hearing, executives are becoming more empathetic to these challenges than ever before. Issues of tensions around work-home have, of course, existed for decades, but what has been lacking is the willpower to do much about this tension. That is beginning to change as executives experience these tensions firsthand.

It’s not that a senior executive in a large house with a garden has the same experience as a single mother in a small apartment lacking outside space. But in the past, there has been a veil of ignorance about the challenges, in the sense that the executive could well have had a team of support people (a nanny, a housekeeper, a cleaner, a gardener).

Now shorn of this team, thanks to varieties of quarantines, lockdowns, and work-from-home orders, executives are experiencing more viscerally the stresses and strains of the work-home challenge. That’s creating a sense of understanding and empathy that many executives had previously lacked.

My projection is that executives are now much more likely to put their shoulders behind both quick wins and long-term changes.

Three Quick-Win Ideas to Adopt Now

Business leaders have a new clarity that normal boundary management is not working, and they are newly highly sensitized to work-from-home challenges. In our hackathon, three ideas stood out that fall into the category of quick wins — meaning they are fast to implement with few barriers or costs:

Empathize with each employee’s context. Some companies are creating deeper insights into the specific situations their workforces face by surveying home workers. When they do so, they uncover a wide variety of circumstances and stresses. Being a single person living and working under quarantine is a very different experience than being a member of a working family with young children. One global professional company, for instance, found that over 60% of its employees were single and either living on their own or with a parent or partner and feeling the pain of social isolation. An immediate quick win was to create daily virtual coffee breaks at 11:30 a.m. Another company found that over 60% of employees were caring for children; their issues were exhaustion and the challenge of focusing during normal work hours. Leadership signaling that working unorthodox hours is OK could make a real difference to their stress levels.

Encourage employees to communicate their new norms. Some companies are actively cocreating new schedules with employees. For example, executives from one global technology company are working with employees to identify blocks of time when they will be “on” and blocks when they will be “off.” These schedules are then being shared with team members to manage expectations about when to expect timely responses to communications. While signaling new work norms, these blocks of time also limit the number of work-home transitions for individuals. Executives told us that both benefits have helped reduce employee anxiety.

Convene like-minded communities. Because home lives come in many forms, people’s needs and the support they require are idiosyncratic. One-size-fits-all responses will not work. That’s why some companies have created collaborative platforms that enable employees in similar situations to find each other, to mentor and coach each other, and to share ideas and interesting experiments. Just as important, the platforms enable communities to channel their specific needs and ideas to management. The results can be really creative: For example, an executive from a global insurer described how a community of parents of young children had spurred the company to provide resources on the company’s intranet to support their home schooling.

Four Long-Term Changes to Work Toward

One of the important topics of conversation during the hackathon was how the future of working practices will change because of the COVID-19 work experience. With the potential of months of home working, people will inevitably develop new habits and expectations. Some of these habits will be dropped as soon as social distancing is removed, but others will have such obvious virtues that they are destined to be adopted into everyday working life.

This is a good time to prepare for those resilient habits. Here are the four that seem most likely to last:

Recognize that virtual meetings are here to stay. The shift to bringing together 10 or more people from across the world into a virtual meeting — both with team members and clients — has happened with extraordinary speed and dexterity. This is a habit that is unlikely to be dropped. Executives need to prepare for more virtual technology and less commuting and traveling.

Embrace flexibility around time. Managing multiple boundaries at home has proved both tricky and stressful. But short-term fixes (like creating blocks of time) are easing the strain and are becoming the foundation for crafting new ways of working. In doing so, they are breaking the norm of working eight hours a day, five days a week. Will we move swiftly back to this traditional time model? I doubt it, and executives should be preparing now to understand and learn how best to manage time more flexibly. They should be prepared to experiment with four-day workweeks and to accommodate more employees who ask to work late in the evening (or very early in the morning) instead of 9 to 5.

Be strategic about the wonder of face-to-face working. It’s clear that many people working from home are really missing their colleagues. It is unlikely that in a post-pandemic world, they will want to stay exclusively at home. Consider a study by Stanford economist Nicholas Bloom that followed the experiences of call center employees of a Chinese travel company who were allowed to do their jobs at home in 2010-11 for nine months. At the end of the experiment, half wanted to go back to working in the office, even with an average daily commute of 80 minutes. They missed the social interaction. Executives need to be a great deal more thoughtful about what it is that face-to-face interaction brings to their organizations and seek to maximize these benefits.

Expect more men to be newly engaged in parenting. In working families, it’s still typically mothers who take on the majority of childcare responsibilities. Numerous studies have shown that although the amount of domestic labor and caring duties shouldered by fathers has increased, working women still do more of both. In our hackathon discussions, we heard some passionate conversations about how parents are experimenting with a more equal sharing of duties and how some fathers are cherishing the family time with their children. The positive caring emotions they are experiencing may well be something they want to hold on to. This has profound implications for executives regarding how issues such as paternity leave and flexible working are tackled.

These long-term changes raise a number of questions that will be debated over the coming months. What does high performance mean in a post-pandemic world when working long hours used to be the proxy? If people are working more flexibly, should their pay be more closely tied to the projects they complete rather than the hours they work? (Bloom found in his China study, for instance, that people working from home were 13% more productive.) And how do we ensure that high-performing people who also want to be caring parents are not penalized?

These next few months are critical. We have an opportunity right now to create more resilient organizations and to push ahead with an agenda of change.

Work from Home

Over one million IT employees will continue to work from home post-lockdown: Kris Gopalakrishnan – Economic Times

BENGALURU: More than one million information technology employees are expected to continue to work from home even after the coronavirus-inflicted lockdown situation returns to normalcy, says IT industry veteran Senapathy (Kris) Gopalakrishnan.

The former President of the Confederation of Indian Industry (CII) said the IT services industry has actually managed to transition people to work from home during the ‘stay-at-home’ period.

“And that was not a trivial task. A large number of people who have to be supported with technology infrastructure to work from home; business processes will have to be changed, with client permission,” the co-founder of IT services firm Infosys Ltd told P T I.

“Now I am told that 90 to 95 per cent of people in many of the larger ( IT) organisations are working out of home. And that transition has been smooth and done very, very quickly. They have figured that out and I think this will now become part and parcel of the business continuity processing, planning in the future,” Gopalakrishnan said.

The Chairman of early stage startup accelerator and venture fund, Axilor Ventures, also said that many of the smaller Indian startups have found that they are as effective working out of home and are now wondering whether they require permanent office space at all.

“We (India’s IT services companies) are not going back to business as usual,” he said, adding, firms would do a rethink on the office space they would require and “how we need to deliver services in the future.

Gopalakrishnan believes at least 20-30 per cent of IT employees would continue to work from home even after the lockdown is lifted and the situation returns to normalcy. That accounts for about 1.2 million people, he said noting that four million professionals work in India’s IT-Business Process Outsourcing sector as per industry body NASSCOM figures.

“Some companies will be lot more aggressive (more people will work from home), the smaller the companies lot more aggressive they will be, so that they can save significantly in terms of rental costs.”

The former CEO and Managing Director of Infosys said he does not see job losses in the IT sector but “I don’t see recruitment happening.”

He indicated that salary cuts would happen in the IT sector.

IT sector does not see large-scale layoffs, they manage to hold on to their employees but they dont recruit, they stop recruiting because growth is not there,” he said.

He said lot of people estimate that the impact of the coronavirus pandemic will be felt for 12 to 18 months which means that recruitment will be “nil or slow” for the one and half years.

“That’s going to hurt people who passed out this year and may be next year.”

“Yes, that’s one way you can actually avoid layoffs,” he said on possible salary cuts. “Everybody takes a small salary cut. When the whole economy is in decline, we are going to see zero growth or muted GDP growth this year; so, that will have impact on compensation and recruitment.”

“Typically, in the past what has happened (in the IT industry) is at the lower levels there is no salary cuts, as we go up it will be five per cent, ten per cent, and at the top it could be 20-25 per cent, Gopalakrishnan said when asked about the possible range of salary cuts in the IT sector.

Work from Home

Analysis | We Really Weren’t Ready to Work From Home – Washington Post

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Affiliate Marketing

Is Performance Marketing Much Broader Than Just Affiliate And Retargeting? – PerformanceIN

What is performance marketing?

The definition of Performance Marketing is quite hard to pin down, and usually varies depending on who you ask. For many, it is the absolute tip of the marketing funnel, where leads convert into sales through channels like affiliates and retargeting. For others it is a catch-all for all digital channels, and all digital channels are thought of in this light as being last click revenue drivers. 

The Performance Marketing Association defines it as “a comprehensive term that refers to online marketing and advertising programs in which advertisers (a.k.a., “retailers” or “merchants”)  pay marketing companies (a.k.a, “affiliates” or “publishers”) when  a specific action is completed; such as a sale, lead or click.” 

While this is a solid definition, it is not always accurate. What, in this definition, would display prospecting, or video pre-roll be? Not performance in this sense, but probably also not quite brand marketing in the sense that a creative director might talk about it.

In fact, this distinction between “brand” and “performance” marketing is, in the first place, a completely false one. No individual channel is innately only suited to driving direct response or long-term brand perception, as the two are inextricably linked. When it comes to specific marketing channels, they can all do both tasks in different ways and to different extents. “Performance marketing” as such needs to develop from being a very narrow view of direct response tactics and channels, into a broader set of approaches and methodologies.

Developing a performance approach 

This is, of course, easier said than done. The first, most critical, step however is to broaden the way we look at marketing by considering all channels as part of a complex mix, and consider the phases consumers pass through in any purchase decision journey. Broadly, and extremely simplistically, consumers are either passively or actively thinking about products and services. 

When they are thinking passively, they may not be “in market” to purchase, but they are consuming content and being exposed to messaging that will influence their decisions further down the line. This might be how we most conventionally think about “brand” advertising such as TV or print ads, but it is not exclusively the case, especially considering prospecting-style activity on social on display. Moreover, performance tactics can trigger a change of mind state, from passive to active. For example, a TV ad that includes the call to action of “Sale this weekend only” could prompt a consumer to start actively considering the product, which would be a performance approach applied to a brand channel, communicating with a consumer that is not conventionally in-market.

When consumers are thinking actively, they are in the process of exploring their options and evaluating the best choices. Exploration is an additive process of adding additional brands and products into their comparison set, while evaluation is the narrowing down of that set to their preferred final option. The role of any marketing is to shorten this process down as much as possible, up to the point where the consumer simply repeatedly buys from their preferred brand without considering alternatives. This is a highly complex mixture of branding and performance tactics that drive either brand/product consideration or taking action and purchasing. This final act of purchase is historically where “performance” marketing sat in the journey, but this final trigger could be prompted by any touchpoint or combination of touchpoints.

Applying a performance approach

Now that we have developed a more holistic view of how marketing (and performance marketing specifically) interacts with a consumers decision making process, we come to how we apply this in a practical sense. The simplest way to layer this thinking into your planning is to consider the two basic states of thinking: passive and active, and the two sub states within active thinking: evaluating and exploring, as moments that can be influenced. 

Then, the task of marketers is to map the various spectrum of channels, tactics and activations they can use to the various moments of influence in a way that maximises their impact. For example, while retargeting can have a role in all stages, it is perhaps best deployed on those in an evaluative mindset to trigger the change towards purchase. 

Lastly, we need to consider that the correct answer in this view of marketing may not always be, or even include our “performance” channels and tactics. And that is part and parcel of having a more sophisticated approach to performance marketing: knowing when it is not the best answer.

Work from Home

9 Benefits Of Working From Home – Built In

Not all working from home is created equal. Just ask Stanford University economics professor Nicholas Bloom.

The abrupt spike in telecommuting during the coronavirus pandemic strikes him as a borderline crisis — for workers and for companies. He recently wrote that it is “creating a productivity hit to firms and a mental health hit to employees with costs for years to come.”

Up until this year, though, Bloom was a renowned advocate for working from home. He was lead author on the 2015 paper “Does Working From Home Work? Evidence From a Chinese Experiment” — and that evidence, pulled from a two-year, randomized working-from-home trial at Chinese travel agency Ctrip, added up to a resounding “yes.” Bloom and his colleagues found that Ctrip call center employees who telecommuted were more productive than their peers in the office, and less likely to quit their jobs.

Since then, Bloom has also given a TedTalk called “Go Ahead, Tell Your Boss You’re Working From Home” — in which he argues that working from home is far more effective than Fifth Harmony would have us believe.

Benefits of Working from Home

  • No commute
  • Autonomy
  • Fewer distractions
  • Customizable workstations
  • Travel opportunities

Working from home during the coronavirus pandemic, though, shouldn’t be conflated with the working from home Bloom recommends. This is crisis working from home — unplanned, government-mandated and coinciding with widespread school closures. Many people are working from their literal beds, with shoddy Wi-Fi and kids underfoot.

“For many of us, the current experience was like leaping from the plane after [five] minutes of sky-diving lessons,” he wrote. “We just had to jump and hope.”

No one in their right mind would recommend this chaos — but just like Fifth Harmony, it shouldn’t give all working from home a bad reputation. Here’s how intentional, appropriately equipped working from home can benefit employees and employers alike, according to three experts, including Bloom.


nicholas bloom benefits of working from homeDr. Nicholas Bloom

Professor of Economics at Stanford University

leanna lee benefits of working from homeLeanna Lee

Founder of content marketing agency Lost Lass and co-host of podcast MxV

michael pryor benefits of working from homeMichael Pryor

Head of Trello at Atlassian

no commute benefits of working from home
Commuting costs employees hours every week. | Image: Shutterstock


No commute

Not commuting, as Bloom and his co-authors note in their paper on working from home, can save employees an immense amount of time. The average American spends about 54 minutes, round-trip, commuting each day. In Bloom’s study, the group that worked from home normally spent an average of 80 minutes commuting in Shanghai.

Not commuting literally adds an hour to each day — and more than a week to each year — while saving employees from the hassles of traffic and train delays.

“I’m one of the lucky ones,” Lee said, of her commute — which consists of walking from her living area to her attic office. “It creates a sense of going to work without actually having to go anywhere.”


autonomy benefits of working from home
Increased autonomy can make life better for employees. | Image: Shutterstock


“No one is busy their entire workday,” Lee said — but in an office, you’re often expected to “sit in one place for eight to 10 hours a day and at least look busy.”

Not so working from home, which Lee has done for most of her professional life. “You don’t have as much oversight,” she said. That means less micromanaging. At home, she can manage her own time, work when she’s most productive, and take care of her mental health. She manages depression and anxiety, and in her part-time office jobs, she said, “there was just not much flexibility for disability.”

fewer distractions benefits working from home
A private workspace makes it easier to get deep work done. | Image: Shutterstock

Fewer distractions

For Bloom, this is important: He doesn’t recommend working from just any home. In the “Does Working From Home Work?” study, participants were only eligible to work from home if they had a home office and “exclusive quiet access to [it] throughout their working day.” (Bedrooms, for what it’s worth, didn’t count.)

A remote workstation like this, Bloom and his coauthors argue, makes home a peaceful work space compared to the office, and bumps workers’ productivity up.

Pryor sees the appeal of a private, quiet workspace too. “It’s easier to do deep work when you’re in a space that’s conducive to it,” he said. “Remote work can give you that.” So can a private office, though, or Atlassian’s “uber-silent” library.

customizable workstations benefits working from home
Home offices can be customized to meet employee needs and preferences. | Image: Shutterstock

Customizable workstations

At home, Lee appreciates that she can create a personalized workspace — it doesn’t have to be contained, like a cubicle, and it doesn’t have to fit into a larger open office plan.

She’s decorated her home office with custom lighting, she reported, and she has an entire wall covered in Post-Its. “I’m a compulsive note-taker,” she said — so much so that her Post-Its sometimes overflow from the wall onto the window pane.

She also has a couch across from her desk, where she takes breaks when she’s stumped on a project. She likes that her office is a place where “I can not only be productive, but take a break from being productive.”

Meeting remotelyTry These Strategies to Run Better Remote Meetings

travel opportunities benefits working from home
Remote work can offer flexibility to employees who travel to see family. | Image: Shutterstock

Travel opportunities

“I really enjoy being able to take my work … anywhere I go,” Lee said. “It just opens up an entire world to you, really.” Because if you can work from home, why not work from Moscow?

Yes, working in a radically different timezone from your boss can make it hard to communicate in real time — but not impossible, especially if you prepare for the trip in advance. Lee, for instance, has family in the United Kingdom, and often visits for months at a time, working from “home” all the while.​

isolation benefits working from home
Unsurprisingly, remote work is less social than working from an office. | Image: Shutterstock



Working from home is much less social than working from an office. If remote employees feel isolated, that can lead to depression and other mental-health issues, Bloom notes.

In fact, long before the coronavirus pandemic brought a new kind of government-enforced solitude into our lives, researchers had found that loneliness had graver health impacts than smoking, and could trigger ailments like Alzheimer’s and heart disease.

Working from home doesn’t have to be lonely, though. Lee finds it helpful to use video conferences and messaging apps to stay connected with coworkers.

“Setting up a Slack channel for you and your team can be really helpful,” she said.

She also recommends occasionally dropping by the office — but obviously only once coronavirus is under control.

Work Smarter, Not MoreWill Remote Work Inspire Companies to Abandon Bad Habits?

everydays a work day benefits working from home
Separating work time from “me time” can be harder for remote employees. | Image: Shutterstock

Every day’s a workday

“One thing that you kind of have to watch while working from home,” Lee said, “is it’s easy for every day to be a workday.”

To prevent this blurring of professional and personal time, she recommends remote workers block out the times of day that they’re most productive for work — and that they block out other portions of the day for errands and fun.

(Obviously, any schedule should factor in that some managers expect workers to be online during specific hours, or to attend synchronous meetings.)

Lee, who has extra scheduling flexibility because she’s self-employed, works best between 7 and 10 a.m., and reserves two other time slots for any overflow work: one in early afternoon, and one right after dinner.

She blocks out time for other activities, too, like cleaning or having dinner with friends. That way, “I’ve made a commitment,” she said — and she’s less likely to work nonstop.

Some call this time management strategy “timeboxing”; it can also be used to block out time for learning, or thinking, in meeting-heavy schedules.

recruiting boost benefits working from home
Remote work policies can help companies recruit better talent. | Image: Shutterstock


Recruiting boost

Before Trello was acquired by Atlassian in 2017, Trello’s workforce was roughly 80 percent remote, working from homes across the country. Pryor noted that allowing remote work made recruiting much easier. When you list a job opening in New York, he said, most of the people applying already live in the city. Not so with remote positions, which can attract hordes of talented people living outside major tech hubs.

“There’s no limit on who can apply to the job,” he said. “You get more qualified candidates … you essentially open the funnel.”

smaller offices benefits working from home
Remote work can help companies save money on rent. | Image: Shutterstock

Smaller offices

Part of the reason Ctrip ran a work-from-home experiment in the first place, Bloom’s paper explains, was rent. The Shanghai real estate market was thriving, and the price of renting office space had skyrocketed. Allowing call center employees to work from home allowed Ctrip, in turn, to rent a smaller, cheaper office.

Leadership knew this would be a money-saver going into the experiment. By the end, they knew precisely how much it saved them: about $1,400 per year per remote employee in rent, IT support and other office-related costs.

Bloom doesn’t recommend taking this to the extreme and moving to a fully remote workforce, though. Sure, it would save a ton of money, but any inflexible arrangement has the potential to alienate employees. After all, when the Ctrip experiment ended, more than half of the remote workforce chose to start commuting again.

lower turnover benefits working from home
Remote work can help companies reduce employee turnover. | Image: Shutterstock

Lower turnover

Offering employees the option of remote work helps with retention as well as recruiting. In Bloom’s experiment, the group working from home quit their jobs about half as frequently as the group working in the office.

Pryor, too, has seen retention benefits. “The ability to be flexible … helps you,” he said. Often, when people leave a job, it’s not because they’ve found a better one. “Things that happen in life outside of work tend to pull people in different directions and make them choose to switch companies.” When employees can take their jobs wherever they go, they switch less often.

double productivity boost benefits working from home
Remote workers get more work done. | Image: Shutterstock

Double productivity boost

Bloom found that at the Ctrip employees who worked from home were roughly 13 percent more productive than their counterparts in the office — which means they did almost an extra day’s worth of work every week.

This could be because working from home shifts focus from “looking busy,” as Lee put it, to actual production.

“You have to focus more on the outcomes,” Pryor said.

But it’s not just individual employees that are more productive when they work remotely. The improved retention makes the whole company more efficient. Ctrip saved roughly $260 per employee per year on reduced turnover, Bloom and his colleagues found.

“That actually is a big productivity boost,” Pryor agreed. On a micro level, it means less contact-switching and confusion as people churn in and out of key roles; on a macro level, it means less spending on recruiting and onboarding.

lack of oversight benefits working from home
Video calls can help keep participants focused. | Image: Shutterstock


Lack of oversight

Working from home gives employees autonomy, as Lee noted — but without appropriate digital tools, Bloom argues, this can veer into a lack of accountability.

“When you are with others in a room, it is easy to see who is paying attention to you and read the group’s reactions,” he writes. “Over the phone, this becomes far harder.”

For example, Bloom was once on a conference call when he “began to suspect the background noise I was hearing was actually somebody hoovering,” he wrote. When he asked if anyone was vacuuming, the noise stopped, but he had no idea who had been making it in the first place.

Though video calls may seem “intrusive,” he recommends them — they demand more complete attention. Pryor, too, recommends video conferencing, which he finds leads to “a richer conversation.”

less spontaneous socializing benefits working from home
Casual collisions happen less often when remote. | Image: Shutterstock

Less spontaneous socializing

When employees work from home, you lose “the serendipity of conversations,” Pryor said. Researchers have found these random, cross-functional socializing key to innovation — so much so that tech giants like Google and Amazon have designed their office spaces to encourage so-called “casual collisions.”

Working from home, these don’t happen as easily — but at Atlassian, they’ve found ways to recreate them through a mix of Slack channel chatter and Zoom’s breakout room feature.

After a townhall on Zoom, for instance, “we send everyone off into little random [breakout] rooms with four other random people, to just chat for 20 minutes about anything,” Pryor said. “You don’t have to talk about work.”

Think of it as Chatroulette, with a professional twist. That might sound strange, and Pryor admits it’s a bit awkward at first. But he finds that social rituals are especially important for a remote workforce; connecting on a human level, even digitally, “builds trust.”

Affiliate Marketing

Affiliate Marketing Tracking Software Market Overview, Top Companies, Region, Application and Global Forecast by 2026 – Latest Herald

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Global Affiliate Marketing Tracking Software Market Segmentation

This market was divided into types, applications and regions. The growth of each segment provides an accurate calculation and forecast of sales by type and application in terms of volume and value for the period between 2020 and 2026. This analysis can help you develop your business by targeting niche markets. Market share data are available at global and regional levels. The regions covered by the report are North America, Europe, the Asia-Pacific region, the Middle East, and Africa and Latin America. Research analysts understand the competitive forces and provide competitive analysis for each competitor separately.

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Affiliate Marketing Tracking Software Market Region Coverage (Regional Production, Demand & Forecast by Countries etc.):

North America (U.S., Canada, Mexico)

Europe (Germany, U.K., France, Italy, Russia, Spain etc.)

Asia-Pacific (China, India, Japan, Southeast Asia etc.)

South America (Brazil, Argentina etc.)

Middle East & Africa (Saudi Arabia, South Africa etc.)

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Affiliate Marketing Tracking Software Market Size by Manufacturer: Here, the report concentrates on revenue and production shares of manufacturers for all the years of the forecast period. It also focuses on price by manufacturer and expansion plans and mergers and acquisitions of companies. 

Production by Region: It shows how the revenue and production in the global market are distributed among different regions. Each regional market is extensively studied here on the basis of import and export, key players, revenue, and production. 

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Online Work

Online learning portal crashes as students return to school – InDaily

Monday April 27, 2020

Students, parents and teachers across the state were met with error messages as they attempted to access the Government’s online learning portal today, as thousands of children returned to school for the start of term.

Second term got underway with many families who had previously notified schools their children would learn from home instead opting to send them back to class, after SA’s chief public health officer Professor Nicola Spurrier last week insisted it was safe for them to do so despite the ongoing coronavirus pandemic.

However, even with several schools running pupil free days to start the term and fewer students than expected seeking to use the Government’s online portal reconfigured in recent weeks to facilitate statewide home learning – several sites across SA reported outages when trying to use the LearnLink login system to access the network.

Adelaide High School Principal Cez Green told parents in an email “we have just been notified by the Department for Education ICT services that there is an outage state wide to all LearnLink sign in services”.

“Currently no one can sign into Office 365 apps including Teams, or WebEx,” she wrote.

“People who are already signed in should be unaffected.

“The Department for Education ICT Team are investigating as a high priority. This means that if your student is working from home today, they may not be able to log in.”

A similar message went to parents of Gilles St Primary, which told the school community “we have been advised by Department for Education – Information Technology that there is a state wide issue with the LearnLink platform”.

“We understand that many of you have also found this out,” the school’s email added.

Lucindale Area School similarly reported “some ICT issues today through LearnLink” with “students and staff having trouble accessing emails”, while Freeling’s P-7 school told parents: “The school is aware of intermittent issues with the LearnLink portal this morning – this is a statewide issue and the IT department are working at resolving this”.

“If you are having issues connecting, please wait 30 minutes and try again,” the school told parents.

Adelaide mother and businesswoman Kristy Schirmer – an InDaily 40 Under 40 winner in 2018 – said she had been planning to keep her Year 1 and 4 students home this week, but would now send them to school from tomorrow after problems accessing the portal.

“We were getting error messages and we couldn’t work out what they meant,” she told InDaily.

She said members of a school community Facebook group “were also saying they were having trouble accessing the system”.

She said the school had contacted her explaining that “part of the reason it wasn’t working was that they had planned to have a teacher set aside to assist students with home learning [but] with so many more children coming back to school they weren’t able to supply a teacher to support the at-home students”.

“I think all the teachers are scrambling and have had to quickly respond to high numbers of kids returning to school,” she said.

“I get the feeling now we’ll be left to our own devices at home again.”

She said the school had asked parents who had previously planned to keep their children at home to “give the school as much notice as possible” if they now intended to send them to class.

“That was our intent, to stay home this week and monitor the situation, and hopefully feel confident that infections are staying low – or at zero,” Schirmer told InDaily.

“But with what’s happening today, I’ll let the school know we’ll be returning tomorrow.”

An Education Department spokesman told InDaily in a statement there had been “intermittent access issues to the department’s ICT systems for some schools that have resulted in some staff and students needing to log in multiple times before gaining a successful connection”.

“Once successfully logged in, staff and students have been able to access what they need,” they said.

“We are not aware of any operational issues with key learning platforms like WebEx or Microsoft Teams [but] given the size and complexity of our system and our ICT environment, it is not uncommon for intermittent issues to be experienced in some schools across the state.”

The spokesman said the department’s IT service desk “has not experienced an unusually high level of calls this morning”.

“Internet access is a priority for us and we have extra IT staff on deck and we’re working closely with our schools and suppliers to troubleshoot any issues that come up,” they said.

A teacher demonstrates the online portal at Glenunga High last month. Photo: Tony Lewis / InDaily

Opposition spokeswoman Susan Close said today: “The Government has had three weeks to get ready for a different version of term two, and it hasn’t made sure that the learning portal is functional.”

“It appears that parents and students just aren’t able to get access to the learning portal – for some it’s working for a short time and then falling over,” she said, noting it was particularly problematic given “three weeks ago we were expecting the vast majority of kids to be at home”.

“This has made a pretty difficult start to term two just a whole lot more complicated.”

Education Minister John Gardner said earlier it was a “very exciting day” given “at the end of term one I think we would have only been dreaming [of] the low rates of positive infections that we’ve seen in the last week”.

“We’re in the outstanding position of actually being able to encourage kids to return to school,” he told reporters.

He insisted classrooms were safe for students as well as staff “with the appropriate measures we’ve put in place for cleaning and hygiene within the schools”.

“It’s going to be a slightly unusual week in some schools – schools have been preparing for a different environment so some schools will have a smoother transition back to face-to-face being the majority teaching method than others,” he said.

“I ask parents to be patient… our teachers and our leaders are working very, very hard and everyone’s doing their best.”

He said he expected most students to return to class this week, after Spurrier’s written reassurance gave “many parents and many staff members a lot more confidence about the safety of the low-risk environment the schools present”.

“The model of learning will vary depending on what the school is set up to do,” he said.

“There will be a level of remote learning, I would expect, in most if not all schools in SA, certainly for this week… and some schools will retain that as the dominant methodology for teaching longer than others.”

He said that would depend on the number of students and staff in each school.

“It might look different from school to school,” he said.

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Work from Home

Slack Set To Accelerate From Coronavirus And Work-From-Home – Forbes

Product-market fit refers to the degree a product fulfills strong market demand. Rather than look for great management teams, product-market fit investors look for great markets (although both are nice to have; a great market is a must-have).

When a platform successfully fits a market demand with few competitors, while showing potential for profitability, it can and usually does disregard standard valuations that investors use to determine value. Product-market fit is the main reason why I called Slack a buy back in September and guided for a $16 entry on my premium research site. Workplace chat applications are very nascent and are replacing other enterprise and small-to-medium business communications at a rapid pace. Not only does Slack save a company money by not requiring large software suites, but Slack saves company time through seamless collaboration and developer APIs.

The global pandemic is only expediting this process, which is showing up in Slack’s stock price as it trades near the highs prior to the March selloff. 

Slack’s Growth Accelerating From Covid-19

Gartner CFO Survey reveals 74% of organizations will shift some employees to remote work permanently post COVID-19. Brad Zelnick of Credit Suisse said in a recent note to clients about Slack, “with what would have otherwise taken three to seven years is being shortened into several weeks.”

Prior to the Coronavirus, Slack reported rare levels of user engagement. The application is reportedly open 9 hours per day and boasts engagement of 90 minutes per day. Compare this to Facebook at 58 minutes, Instagram at 53 minutes and YouTube at 40 minutes.

Slack’s user growth has been parabolic during the pandemic. According to a series of tweets from the CEO, the company was at 1 million “simultaneously connected” users in 2015 and grew to 10 million by March 10th, 2020. From there, the company grew to 11 million one week later and 12.5 million the following week. 

Where the market gets uncomfortable with Slack is their current lack of profitability. The company recently released its fiscal year fourth quarter 2020 results on March 12, 2020. 

Slack’s revenue grew 49% year-over-year to $181.9 million and calculated billings grew 47% year-over-year to $254.7 million. 

With no debt as of January 31, 2020, this is the type of top-line growth we want to see. The company’s GAAP operating loss was $91.2 million compared to $43.4 million loss in the fiscal fourth quarter. Their non-GAAP operating loss was at $23.1 million compared to a $37.5 million loss in the previous quarter. 

Slack has been increasing its paid users. In the fiscal third quarter and fourth quarter ending in January, Slack added 5,000 paid customers per quarter for a total of 110,000. From Feb 1st to March 18th, Slack accelerated this and added 7,000 new paid customers. The company also reported they have 70 customers spending more than $1 million annually. This is up 79% year-over-year with a net dollar retention rate of 132%. 

Business Messaging Duopoly

One of the main arguments against Slack is its competition with Microsoft Teams. Slack is a stand-alone app compared with Microsoft’s legacy enterprise software suite, which is now sold as a subscription in the cloud as Microsoft Office 365, yet was originally launched in 1990. Microsoft Office has an estimated 400 million users primarily enterprise. 

To say that Microsoft launched Teams in 2017 and has quickly caught up to Slack is not exactly accurate. Microsoft has owned business communications for nearly 30 years and has spent $35 billion in acquisitions to own the messaging space preemptively with the acquisition of Skype for $8.5 billion and LinkedIN for $26.2 billion. Those acquisitions occurred around the same time Microsoft considered acquiring Slack for $8 billion

Microsoft then leveraged its hundreds of millions of enterprise software customers and copied Slack’s approached. Investors should be asking themselves why hundreds of thousands of organizations are downloading a separate app to hold their business discussions with many being Microsoft Outlook users. 

The main product differentiation is Slack’s customization. There are over 1,500 standard integrations with Slack, such as with Zoom video-conferencing and Google Drive. However, there are over 450,000 applications developed internally by Slack customers, according to the CEO. Those applications come from developers who want a more advanced alternative to the closed ecosystem that Microsoft provides.

Anecdotally, Slack also owns the verb to “slack someone” whereas this will not be the case for Microsoft Teams. To own the verb is to get the best free marketing available. 

Ultimately, there is room for both yet Slack is a pure play stock with the right key metrics, advanced functionality and a loyal following. 

Slack: Technical Analysis 

There is a head and shoulders pattern forming on Slack’s chart. I’m expecting another pullback to the low $20s; however, as long as it holds $19.50, the bullish pattern off the lows are likely hold. 

If the head and shoulders pattern is confirmed by breaking over $30.50 on heavy volume, the target for this break out will be between $45-$60.

The market internals are showing that smart money is buying into the selloff and rally. The Relative Strength Index is range bound in a zone between $50-$35. In the past, the RSI breaking out or down from this zone, signaled the trend in place, at least in the short term. Right now, there are not any divergences on the hourly chart.

The stock analysis and pricing information provided are opinions and not financial advice. Please consult your financial advisor before investing in any stock. 

Disclaimer: Beth Kindig owns shares in Slack.

Work from Home

Secrets To Working From Home In A Small Apartment – Forbes

Ideally, working from home means having a home office. For many people, that’s not the reality. It doesn’t matter if you live in a studio or small one bedroom apartment, or if you live with multiple roommates and the only space you have is your bedroom, you can still create an effective work from home setup.

Creating a workspace in a small apartment is possible, it just requires a bit more creativity. Make a work corner. A work chair. A work half of your windowsill. It doesn’t matter where that work space is – just that it’s your dedicated working spot. For this reason, avoid working on your bed at all costs. Your bed is for relaxation and sleep, not work. Your brain will never be fully in work mode if you’re lying in bed.

Here are a few tips to help you optimize your small space for working from home.

Function is more important than aesthetics.

The reality of working from home in a small apartment is that you’ll be carving out a space to work in a room that serves a different purpose. If you can make your workspace look attractive, go for it. If not, don’t worry about the aesthetics – it’s function that matters.

Sometimes you have sacrifice design for functionality. You’ll get used to things looking a bit strange when the trade off is a more functional workspace. If you work from a kitchen table, think about moving the table to different spot rather than spending money on a new desk. Want a standing desk? Use an ironing board or a stack of books. There’s often a creative solution for most challenges, and sometimes you have to experiment with a few different options until you find what works best.

Good light is a top priority.

No matter where you’re working from, good lighting must be a top priority. You’ll be spending hours sitting in front of a screen, which puts strain on your eyes. Good lighting can help to alleviate some of that strain and the unwanted side effects that come with it, including headaches and overall fatigue.

If possible, set up your workspace near a window. Natural light does wonders for your mood and can even increase productivity. You don’t need to have a view to reap the benefits, it’s the light that comes in that’s most important. Not to mention that if the weather is nice, you can open the window and enjoy a nice breeze while you work.

A good investment is a set of adjustable light bulbs that allow you to adjust the lighting throughout the day. You can control both the brightness of your lights and even the color tone, selecting from bright lighting that mimics daylight to warmer tones that are suitable for reducing eye strain in the evening.

Find a good spot for video calls.

The biggest challenge in working out of a small apartment is finding a good spot to take video calls from. Since your background will be visible, you need to find a space that’s professional looking and not too noisy. This might be the workspace you’re created, or that space might not work. Hallways, closet doors, even bathrooms all make good video call spots.

Let your roommates or family know when you’ll be on a call so they can avoid the area and keep the noise level down. If you have pets, you might have to close the door to ensure they don’t pop in on your call unannounced. Or don’t, because sometimes a pet popping on a call is a welcome distraction.

Put your work away at the end of the day.

It’s important to differentiate your workspace from your personal space, but how can you effectively do that when your workspace is the corner of your living room? Put your work away when you’re finished. Close your laptop, organize any materials you’ve been using, and tidy up the space. Put pens and loose papers into mugs and folders. If your work space has spread out around the apartment, bring everything back to your dedicated space. This helps you mentally disconnect from work and ‘clock out’ for the evening.

Don’t forget to enjoy the little things.

It’s easy to get frustrated when you’re stuck inside and stuck working in a less than optimal space. Take a minute to step away from your work and find the good in something. Instead of getting angry at your feline coworker for stepping on your keyboard or your canine coworker for adding their two cents to your important conference call, try to laugh it off. Take a minute to pet them and enjoy their company. If you don’t have a pet of your own, looking at animal videos also does the trick. The more you can enjoy the little things, the better your day will be.