BOLT PUBLISHER REVIEW – 30%
DISCOUNT AND HUGE BONUS
Official site: https://goo.gl/0tknkC
Justifying
a Big Monthly Fee Credibility is key. I would never have
been able to get to $100,000 a month if I didn’t have a strong brand. People
may say, “Wow, this guy is screwing people over, making $85 grand in profit.”
But you have to understand that if I’m helping a company earn an extra $500
grand a month, it doesn’t really matter. They would have never had that money
without me anyways.
How Your Blog can Attract Big Companies
Blogging is the easiest bolt publisher review to get big companies. I didn’t have to pitch to
Airbnb. They wanted to work
with me because of the brand I had built. Thanks to Quick Sprout, people know
me as a marketing expert. Provide Advanced Material If all you have to offer are the
basics, you’re going to teach them some stuff but they’re not going to hire
you. If you educate them on advanced topics and they’re like, “Wait, I’m still
confused but I know this is really good stuff.” They’ll usually just say, “Hey,
can I hire you to do this stuff?” When you provide advanced material for free,
you’re building your brand as an expert. That’s how you get big companies to
call you up and pay you. Emphasize Niches with High ROI Right now, I would say only one
fourth of my Quick Sprout content is about marketing. But marketing content has
a more direct ROI (return on investment) than the businessrelated content. So
my goal for Quick Sprout in the next 90 days is to blog more on marketing
related content. I still will do the business content, but I’ll try to do more
like 50/50.
BRINGING ON A TEAM You can’t expect your bolt publisher review to just run on autopilot. You constantly have to be making improvements. I’m a big believer in hiring a bigger staff who are always working to innovate and improve your company. If you don’t, you’re going to be wiped out. It’s just a question of when. When to Make Your First Hire You don’t want to spread yourself too thin and grow too quickly. Hire when it’s really needed. Let’s say it’s just you and a co-founder. You first figure out where you guys are wasting most of your time. Then you can calculate roughly how much more profit you could make by hiring somebody to do that for you (while you go focus on aspects of the business with higher ROI). Keep on doing until you get to four or five people. Once you have about five people, then you start thinking, “Who do I need to hire to really take this business to the next level?” That’s when you start thinking about higher end people, like a VP of sales or product manager or whatever it may be. Think Before You Hire Make sure you know what the job is that you need. For instance, if you want to increase your sales, you can’t just go in and say, “I’m going to go out and hire 10 sales people.” Instead, pick up the phone yourself and try selling your own product or service. Figure out the issues that you’re experiencing. Then when you’re hiring sales people, you can actually question them, “What would you do in these scenarios?” You can’t just hire somebody and expect them to solve all of your problems. You’ve got to actually work with them to get them up to speed. A Good Team Member is… Someone who’s smarter than you. It’s as simple as that. When you’re building a team, hire people who have specific skill sets and they actually are the best in that area. If you’re hiring somebody for a specific subject, they better know that subject better than you. They should also be team players. How to Find People who are Smarter than You I’ve found that most job recruiters suck. Instead, reach out to your network. Put up a blog post about the position, tweet it, and put it on Facebook. The best way I’ve found people has actually been through asking other entrepreneurs who they recommend. If they’re a successful entrepreneur and they recommend someone, chances are they’re going to do better than the Average Joe on the street. They may also give you advice on how to negotiate with them or if there are any pitfalls. You can also just search on Craigslist and job boards. Motivating Team Members Pay Well I’m a big believer in paying high wages. When you pay a team member well, they stay with you forever and they’ll work hard for you. Create the Right Environment It’s all about just making sure they’re happy with their job. I literally ask certain people, “Hey, how’s it going? Are you happy?” And sometimes they’re like, “No, this week was really stressful.” “How can I help solve it?” I actually ask people, “What can I do to help you like your job even more?” We don’t micromanage people, so all that helps them enjoy working at the bolt publisher review . Of course, if they’re not producing results, that’s when we start getting in there and micromanaging things, figuring out what’s wrong. If they’re not a right fit, we fire them. Offer Stock When you’re first starting out, you can’t pay as much as a Google or Facebook can. But you can offer stock options. Not every employee has to get stock options. Sometimes I’ll say, “If you work well within the company, I’ll give you stock options.” If somebody is clearly very talented from day one, you can say, “I’ll give you one percent of the company right now.” It’s often a good idea to vest the stock offer. That way, if it doesn’t work out, they don’t get stock options. So, if you give them one percent over four years, from month zero to month 12 they get nothing, but at the end of month 12, they get .25%. Then, after that, every month they get 1/12 of .25 percent. So, each year, they’re getting .25 percent more. If you offered them a full one percent, then they would have to stay with you for four years to get the full one percent.
BRINGING ON A TEAM You can’t expect your bolt publisher review to just run on autopilot. You constantly have to be making improvements. I’m a big believer in hiring a bigger staff who are always working to innovate and improve your company. If you don’t, you’re going to be wiped out. It’s just a question of when. When to Make Your First Hire You don’t want to spread yourself too thin and grow too quickly. Hire when it’s really needed. Let’s say it’s just you and a co-founder. You first figure out where you guys are wasting most of your time. Then you can calculate roughly how much more profit you could make by hiring somebody to do that for you (while you go focus on aspects of the business with higher ROI). Keep on doing until you get to four or five people. Once you have about five people, then you start thinking, “Who do I need to hire to really take this business to the next level?” That’s when you start thinking about higher end people, like a VP of sales or product manager or whatever it may be. Think Before You Hire Make sure you know what the job is that you need. For instance, if you want to increase your sales, you can’t just go in and say, “I’m going to go out and hire 10 sales people.” Instead, pick up the phone yourself and try selling your own product or service. Figure out the issues that you’re experiencing. Then when you’re hiring sales people, you can actually question them, “What would you do in these scenarios?” You can’t just hire somebody and expect them to solve all of your problems. You’ve got to actually work with them to get them up to speed. A Good Team Member is… Someone who’s smarter than you. It’s as simple as that. When you’re building a team, hire people who have specific skill sets and they actually are the best in that area. If you’re hiring somebody for a specific subject, they better know that subject better than you. They should also be team players. How to Find People who are Smarter than You I’ve found that most job recruiters suck. Instead, reach out to your network. Put up a blog post about the position, tweet it, and put it on Facebook. The best way I’ve found people has actually been through asking other entrepreneurs who they recommend. If they’re a successful entrepreneur and they recommend someone, chances are they’re going to do better than the Average Joe on the street. They may also give you advice on how to negotiate with them or if there are any pitfalls. You can also just search on Craigslist and job boards. Motivating Team Members Pay Well I’m a big believer in paying high wages. When you pay a team member well, they stay with you forever and they’ll work hard for you. Create the Right Environment It’s all about just making sure they’re happy with their job. I literally ask certain people, “Hey, how’s it going? Are you happy?” And sometimes they’re like, “No, this week was really stressful.” “How can I help solve it?” I actually ask people, “What can I do to help you like your job even more?” We don’t micromanage people, so all that helps them enjoy working at the bolt publisher review . Of course, if they’re not producing results, that’s when we start getting in there and micromanaging things, figuring out what’s wrong. If they’re not a right fit, we fire them. Offer Stock When you’re first starting out, you can’t pay as much as a Google or Facebook can. But you can offer stock options. Not every employee has to get stock options. Sometimes I’ll say, “If you work well within the company, I’ll give you stock options.” If somebody is clearly very talented from day one, you can say, “I’ll give you one percent of the company right now.” It’s often a good idea to vest the stock offer. That way, if it doesn’t work out, they don’t get stock options. So, if you give them one percent over four years, from month zero to month 12 they get nothing, but at the end of month 12, they get .25%. Then, after that, every month they get 1/12 of .25 percent. So, each year, they’re getting .25 percent more. If you offered them a full one percent, then they would have to stay with you for four years to get the full one percent.
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