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Ammon, aged 15, starts graphics design business and pays for college

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Ammon GFX

Importance of smart tools:

Different smart tools being used on our desktop systems have brought too much ease to people. From photo editing to video editing, video merging, movie making, and others, we can find thousand of tools like a better way to doing things.

Graphic designing:

Graphic designing is also one of such tools. It is an important tool used to convey our thoughts to people by pouring them into different graphics and designs through tools. You can communicate your ideas and thoughts all through graphics designing. You will also have some people as an example who are known for graphics designing skills.

Ammon:

Ammon is also one of such persons. He is a man of arts who specializes in graphic designing and motion graphics. This young artist was born in Feb,02,2005. Surprisingly he is only 15 and is already a Roblox creator. He belongs to America as well as he works there.

Starting of the carrier:

He started practicing his work of art when he was only 6. Initially, he learned the basics of Computer design on his laptop where he used to make hi family videos on Windows Movie Maker. since then. The young artists have built his PC.

Business carrier:

He now runs his business carrier on his PC. The business is named “AmmonGFX”. He started as an average teenager, just like us. However. He wanted more from his life. So, instead of keep thinking about that. He started his real struggles since 2011.

Mastered skills:

He has now gradually mastered his skills in editing and graphic designing. This is not a thing of one or two months. Rather it is only possible to conquer your dreams by working hard for it. So did he. Making his ways forward from iMovie he is now mastering in Adobe Premiere Pro. Sharpening his skills in photo editing and videography.

What motivated him?

No doubt to the fact that all these tools were a great source of motivation for Ammon. They made him grow, polish his skills even more and conquer his dreams by living them in his real life.

Spreading his work:

He started to make popups and or overlays for youtube content creators . from all this, he intended to put on top of their videos to advertise different social media websites like Twitter, Instagram, subscription callouts and much more. There would be someone who doesn’t use any of these social media websites. He used every platform to spread and grow.

Twitter account:

He has also started his twitter handle which he utilized for growing his channel and also to communicate with other creators. This helped him a lot to interact with people having the same interest as him. This gave him many other opportunities for exposure and experience in his work.

Noticeable work:

He has also worked with some remarkable creators. One of these is The pals. This is a youtube content creator group which currently has disbanded. However, they still work with him until this very day.

Latest contributions:

By the year 2019, Ammon has moved from motion graphics to editing the youtube videos for Roblox content creators. This step has helped Ammon earn 10,000$ as a total revenue of the last one and a half year. How motivational is that !!!! he is such an inspiration for teenagers.

Efficiently utilizing revenue:

Not only earning smartly but spending smartly has also been owned by Ammon. Instead of wasting his money aimlessly, he used his earned money to buy himself things like computer parts, graphics cards, fonts as well “doordash chick fil a”.

Motivating efforts:

Unlike most of the young teens, he is paying his tuition fee, which he earns from his video making as it is something he loves to do. His dreams have made him grow and know how to survive on his own. Bear his expenses and also conquering his dreams and living them. His talents and passion have earned him a unique place among others at this very age. Let this be a motivational story and a message among all the teenagers out there.

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Great Resignation: How to beat Great Resignation with Employee Experience

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Great Resignation: How to beat Great Resignation with Employee Experience

Great Resignation

The world was forever changed in late 2019 when the Coronavirus made its appearance. Countries shut down. Streets were empty. Companies held as best they could or were forced to close their doors. Many would believe that such an event would lead to employees wanting to hold on to their jobs. Typically, large numbers of resignations signify a good economy and abundant availability of jobs allowing people to follow passions instead of necessity.

Post-COVID employee experience is much different.

For two years, and some a bit more, people were forced to spend time alone, realigning the importance of human interaction, well-being, and happiness. This drive for more personal fulfilment, satisfaction, and growth stemmed The Great Resignation.

No longer were employees basing staying with jobs out of need or comfortability. Now they look for work-homelife balance, greater satisfaction and better employee experiences, or they will leave. So how do companies face this? How do they increase employee retention and improve employee engagement?

The secret is in employee experience.

Holistic Employee Experience

There are, of course, no quick fixes for the Great Resignation, small wins can motivate and drive longer-term goals for your organization. The Great Resignation—and COVID by extension—taught many employees that life meant so much more. That the daily grind working in offices with long commutes, stress, lack of rest or relaxation, and the hustle of strenuous work weeks while normal was not conducive to happiness and mental well-being.

But this shift can be used as a blueprint for better employee experience!

Companies who work on being human-centric in ideals, strategies, and decision-making can improve greatly their chances of stemming mass exodus. Post-covid employee experience is now the new golden standard, and it looks at taking a more comprehensive and holistic view of experiences.

How can you be more holistic and how does it help?

  1. Think beyond probationary periods – Your employees are more important than the first 30, 60, or 90 days of employment, and yet many companies stop professional development and training after these dates. Normalize career growth, evaluations, employee 360 reports, and feedback loops to keep learning and advancement in the scope of your employees. While doing this, you’re also keeping your strategies and Key Performance Indicators—KPIs—fresh as you go.
  2. Communication is key – Talk to your employees about what they need, want, desire, and what their ambitions may be. Learn your people like you want them to learn your company. With transparent and open communication, you are engaging with your employees and creating an environment of consistency, openness, and inclusion—aspects employees’ desire.
  3. Employee-centric Corporate Culture – It may seem like the best idea is to center your company culture around the company’s values, vision, and strategies, but this is only half the battle. Integrating employee experience into the fabric of company culture ensures the company is as focused on their employees’ happiness as their own. It creates a bond to grow engagement, which has an effect on employee satisfaction and experience. As these rates increase, so to can employee retention numbers and customer experiences.
  4. Life and work-balance Erasure – Should your employees have to ask for more work-life balance? No, they shouldn’t. When built directly into work environments or expectations, it becomes something standard instead of something to be sought after. Examples of this could be:
    1. Flex hours
    1. Unlimited PTO
    1. Work-from-home or hybrid offerings
    1. Expanded benefits to include mental health and free resources
    1. Altered work hour schedules

Rise of Human Experience

Human Experience is a viewpoint that blends aspects of customer experience with employee experience, important in a post-COVID world. Instead of viewing them as separate entities entirely, companies can connect metrics and measurements of both to view a more comprehensive experience. Employees are customers—or potential ones—and as such, so too can customers become employees. With this view, it refocuses employee experiences in direct answer to the needs stemming The Great Resignation.

Ways you can use CX strategies within EX:

  1. Employee Journey Mapping – Like in customer experience, companies can work on mapping journeys for positions within the company overall, building in professional development and growth from the outset. They can then alter these journeys through personalization when an employee fills that role.
  2. Monitoring metrics – connect goals, milestones, and trajectories with metric directly linked to KPIs. Think employee net promoter score (eNPS), employee experience (EX), employee satisfaction (ESAT), and employee engagement (EE), for example, as they can correlate with operational success as well as customer success with your organization.
  3. View of employees – view your employees with the importance you view your customers. You cannot survive without either, and just as you court customer loyalty for more profitable relationships, so to can employee relations boost revenue, growth, and expansion.

Remote and Hybrid Work

One of the lasting effects of COVID was the desire to work from home or have the flexibility to. According to Gallup, nearly half of full-time working Americans—45%—are still working remotely.  White collar workers have even higher percentage, coming in at 70%. After the shutdown, many leaders were surprised to find employees still wanted to work remotely. The Pandemic exposed an internal need for conducive work environments and flexibility.

The office and all it entailed wasn’t as attractive as some leadership believed.

It was agile leadership who switched to maintaining remote or hybrid options who won out against competitors. Record job openings only further highlight how living is more important, and work can no longer be focused on only paying bills. Organizations who shift better with their employees retain talent better.

Remote work is not the only fix, but it does show how views of work’s place have vastly changed.

Act on Meaningful Feedback

Closing the loop between you and your employees is more important than ever before. Simply hearing them is not enough. Active, empathetic listening pair with actions on a consistent basis is the wining combination. Employees not only want to know they are heard but that their input is valued.

Regularly checking in with your employees, and not only attaching it to their performance, creates a culture of partnership.

Ways to gain meaningful feedback to inspire data-driven action:

  1. Employee 360 Review [LN1] [SP2] – not to be confused with an employee evaluation, the 360-degree review is a way for all employees to gain feedback from peers, subordinates, and managers to assist employee self-evaluation.
  2. Pulse checks – a powerful anonymous survey tool. Pulse checks are in between annual reviews and keep the feedback coming for HR initiatives, but it can also inform business strategies that are employee-focused as well.
  3. Surveys – From satisfaction to engagement, the best thing you can do is ask your employees. Working from assumptions can lead you down costly mistakes. By asking directly you can get their true opinions—think of using anonymity to influence candid responses.

Final Thoughts

The biggest takeaway from this is: employee experiences is an important part of operational success. The evolution of its importance and what it means cannot be discounted. Doing so can led to higher employee turnover rates and you won’t retain your best talent. As employee experience continues to change, the forward-thinking companies with innovative leadership will make it to the top.


 [LN1]Would it be okay to tag our template here?

Yes, we can [SP2]

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