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High School Student Makes $100,000 Online At 15



High School Student Makes $100,000 Online At 15

High School Student Makes $100,000

Most of them have heard stories before. An Australian boy succeeded as an online entrepreneurial 14 years ago. Ruslan Kogan founded one of the largest e-commerce stores to date.

3 years after graduating from the University, Ruslan founded and became CEO of Kogan to establish an e-commerce empire. Soon after, Ruslan Kogan expanded Kogan to retail, internet marketing and insurance companies.

Fast forward to February 2019 and Marcus Pereira, another Australia, has released his first six images from his e-commerce store. Except Marcus didn’t graduate from high school. In fact, he was still in his senior year at just 15 years of age.

At the end of the year, the internet was full of buzz about drop-shipping. ‘Is it a scam?’ Fake Is it fake? sustainable Is it sustainable? ‘Drop-shipping Too Saturated ” Drop-shipping is Dead ‘

For Marcus, 15 years old, drop-shipping is not dead

In fact, he went from launching his first e-commerce store in February 2019 to earn more than $ 100,000 in August 2019.Just 6 months later, this is his first six months.

But his story doesn’t begin there. Marcus claims that his success is due to work ethics at a young age. While most 15-year-olds play Fortnite or Call of Duty after school, he works on his business and educates himself.

Marcus established and operated the YouTube channel throughout his school years, focusing on creating viral videos and on-demand content. He expanded the channel to more than 6,000 members and made money before retiring.

A few years later he started creating an Instagram page that will focus on a specific niche. He saw that there was a bigger account, created a six-digit account, and Marcus wanted to be part of that.

After expanding his niched page to a large audience, he began to sell promotions to companies with brands. He noticed that these stores sell products directly from China and mark the price.

After further research, Marcus stated that these companies operate a drop-shipping business by selling products in their stores and shipping directly from China to customers.

A year later, on the 15th, he decided that he would try e-commerce himself with his own drop-shipping business. This time, he will be the person who buys shouts from influencers and Instagram pages like himself.

While he worked at an e-commerce store, he knew that advertising expenses, fees and Shopify expenses were high for his budget.

Marcus knew that he had to open a new business to cover the money in his Shopify store. He started selling products on eBay. He would find sources from local retailers and list them in his eBay store at a predetermined price.

He continues to expand the eBay business and has sold over 360,000 dollars this year. He takes profits from his eBay store and invests in his Shopify business.

As a high school student, Marcus thinks that business and e-commerce can help him pay for the university. He doesn’t want to carry a piglet from his parents. He wants to be financially independent from the start. He doesn’t want to ask for money from his parents or let them buy anything, and e-commerce gives Marcus the opportunity.

He works relentlessly in the next few months to resize eBay stores to earn more while building a Shopify side.

“I didn’t expect much. I would be happy to make $ 500 in my first month.”

In December 2019, he adjusted his eBay business to a satisfactory level, earning more than $ 30,000 a month.He continues to focus on this business model. But at the end of the year 2019 he launched his Shopify shop.

Entering 2020, Marcus has a number of businesses operating that have earned him significant revenue. His main income comes from eBay but earns monthly income from his Instagram account and Shopify store.

“It’s amazing. I can’t believe it has changed my life ever since. I’ve never seen these numbers. I think the $ 25,000 is a lasting and lasting blessing. But in January I made an income. Another 30,000 dollars ”

As he progressed for many months, Marcus developed internet marketing skills, especially on Facebook. He knew that this was the future of his e-commerce store, and the power of advertising could help grow his business to six digits per month.

Marcus used these skills to expand his store and now runs both eBay and Shopify drop-shipping.

Marcus attaches great importance to his success in watching online business owner’s YouTube videos when he was young.

“Growing up, I always like to watch this type of video where people do my own business and show that it truly inspired me and made me want to follow their footsteps.”

Fast forward to the present, and now Marcus teaches others how to create his own profitable Drop-shipping store through YouTube channel and his Instagram page.

“If I didn’t watch these videos when I was young, I didn’t think that would be what I am today. I owe everything to the entrepreneurs who taught me and I feel it is my duty to Do the same ”

Marcus also offers Instagram e-commerce and marketing courses to teach people step by step how to start their business and follow in the footsteps that Marcus uses.

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Great Resignation: How to beat Great Resignation with Employee Experience



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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