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Consider Venturing in the First Cross-Launchpads Platform

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Consider Venturing in the First Cross-Launchpads Platform

WhalesShare, the very first cross-launchpads platform, has traveled the space and reached us with a great vision. It addresses the complications crypto investors face and provides the ultimate solutions for their sake. “Now wonderous doors for development are to open before you, and crypto investment has never been more easily facilitated,” said Whalesshare.

The First and Only Cross-launchpads Platform

According to CryptoMinati Capital, “Launchpads provide regular investors the opportunities that were previously only available to venture capitalists and other large-scale investors.”

However, as golden as the process of entering an initial coin offering (ICO) is at first glance, things are not always as they seem. A significant number of the most favorable launchpads has preserved great opportunities for those whales with large capitals and left the early investors to take the crumbs.

WhalesShare says that their Cross-launchpads Platform is the way to go from now on.

Three Main Problems Solved 

First, Crypto investment barriers are resolved as guaranteed allocations become a reality.

WhalesShare’s mission, as they claim, is to bring the best to their community. Crypto launchpads platforms provide a space to launch new coins, crypto projects and raise liquidity. Everybody knows that they will be the next big thing in the crypto landscape.

WhalesShare, being a community-oriented firm, provides the first cross-launchpad to compensate for the pain points of the current launchpad model. WhalesShare aims at restoring the democratic air to the crypto landscape so that more people can put their hands on lucrative tokens and significant investments.

The problem with the conventional launchpad model lies in it being controlled by a few global corporations. It usually involves complex tier systems and insufficient IDO allocations. WhalesShare introduces a brilliant pooling system that stands in a class by itself to solve this problem.

The main premise for WhalesShare is based on a massive scale collaboration where the best opportunities, tasks, and revenue are distributed accordingly. This offers the community members and investors fair access to their favorite projects’ allocation pools. Moreover, it is always guaranteed, and everyone can benefit from it regardless of their tiers or budgets.

We are the Bridge for those unable to join the Launchpads.

Since its inception in 2009, Bitcoin has been subject to controversy. Other cryptocurrencies are no exception, of course. Among the criticism hailed at cryptocurrencies, one hears of its volatility and the absence of governmental legality, which might open the door for nefarious transactions. Some countries have banned cryptocurrencies, while others have imposed limitations on the way people use them. It is unfortunate that investors may miss such a great chance only for this reason.

Residents of some countries such as the United States of America, United Kingdom, Canada, Australia, and many other countries are blocked from participating in many starters’ platforms due to the laws of the countries in which these platforms were established. WhalesShare aims to act as an intermediary or a bridge that enables investors to participate in the launchpads’ projects they desire.

Supporting nodes and validators that serve the blockchain have become more lucrative for everyone.

WhalesSahre has given much thought to this aspect of its blockchain business. Nodes and validators constitute the backbone of blockchain networks. Validators seek to fulfill the network’s needs to get the most high-performance blockchain. Based on their purpose, which can range between processing, verifying transactions, solving complex computational math problems, and participating in consensus, their requirements and tasks vary from one blockchain to another.

More importantly, validators are the moderators of the staking system. Thus, they play an essential role in authoring new blocks on the chain. To secure the most decentralized space ever, Whalesshare fore-seeks many excellent validators. This creates a variety in the staking options for the community. More importantly, it ensures high system protection as it does not allow any wealthy individual or entity to control the network.

WhalesShare claims that they will cover all technical requirements and create easy-to-join pools where shareholders share the expenses and the tasty rewards! For starters, tens of attractive node-validator opportunities would be available very soon on the platform. They begin with Solana, Polkadot, Avalanche, and Cardano, as they are trendy and super-fast growing blockchains.

To conclude, WhalesShare, as the slogan says, aims to create democratic opportunities for anyone with any budget and join and benefit.

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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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