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Use these tips to motivate your team to reach their full awesomeness

(BUSINESS NEWS) The Harvard Business review did some sleuthing and has found a few ways to motivate your employees to meet their full potential.

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How to peak performance

Managers and supervisors, rejoice! Researchers at the Harvard Business Review did some vital research on the concept of job crafting and its application to employee performance.

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The new data yields some great suggestions for how to improve the motivation and performance of your employees.

Job arts & crafts

Job crafting is the phenomenon where an employee examines their job’s duties and find ways to have these job duties fall more in line with their interests, while being communicative about the changes to their manager.

Studies have shown this approach is an effective motivational tool in aiding the more proficient and useful work of employees across a sector.

Additionally, business psychologists have worked from concepts discovered in the job crafting research, to research the concept of citizenship crafting.

The idea of citizenship crafting acknowledges that any individual on a fixed salary is going to have to do things that go above and beyond their job duties. It may be attending specific networking mixers after hours, or perhaps leading an additional committee on top of expected duties.

The key point in citizenship crafting is to allow the employee to decide what types of citizenship duties they wish to perform, instead of assigning them.

If you apply the concept of job crafting to citizenship crafting appropriately, you can get excellent results.

When an employee feels valued and rewarded by what they do, it’s proven consistently in business research, that employee will perform better as compared to their counterparts.

Motivate like a champ

Theories and business research might be great, but how does a manager start to apply this to their team? Start small. Encourage an employee to do a similar process as job crafting, but on the things that go beyond their existing job duties.

If a person doesn’t enjoy evening networking mixers, perhaps they’d enjoy checking social media for the business on a weekend. That same person who enjoys the networking happy hour may prefer it as opposed to coming in an hour early to complete a large coding project.

Put adventure in their hands

Essentially by allowing your employee to have the freedom to choose how they work within the company’s needs, you’re allowing that employee to take ownership in the job they do. Employee buy in is critical in maintaining not just good teamwork, but also generates buy-in to your leadership skills.

Allowing your employee to “choose their own business adventure” can be a great way to foster a positive company climate, which can only help your bottom line.

Alexandra Bohannon has a Master of Public Administration degree from University of Oklahoma with a concentration in public policy. She is currently based in Oklahoma City, working as a freelance filmmaker, writer, and podcaster. Alexandra loves playing Dungeons and Dragons and is a diehard Trekkie.

Business News

Price-predictable subscription to legal help for startups

(BUSINESS) Startups in growth mode need extra help, and legal services is not where successful companies cut corners. Check out this subscription option for your growing company.

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If you’re running your own business or are planning to start one, legal help is probably low on your list.

Most of us have access to free resources from your local Chamber of Commerce or state website, or may have a “friend” who can help you with the forms and other things.

For a lot of things, a DIY attitude won’t cost you much. You could float your own drywall for example. But when it comes to the law, you must trust an expert. Trying to cut corners on legal expenses can cost you a lot in terms of liability or lead to a few headaches, disputes, and litigations. And even if it didn’t cost money, it will cost you time.

Fortunately, you may not have to pay a lawyer directly, as there are several online solutions, including LegalZoom or LegalShield that can help you with forms, provide advice or help you get your business started. Legal advice could cost you hundreds per hour, but it doesn’t have to be that way.

Although online legal services are available, one thing that may be challenging for startups is that it can be difficult to budget for: cost transparency isn’t always available and it may be contingent on demand, time and resources.

Atrium is legal firm specifically designed for startups. This firm was founded by Twitch founder Justin Kan, and Silicon Valley lawyer, Augie Rakow in response to what his needs were as a startup: fast, reliable, and transparent services.

To date, Atrium boasts 890 completed startup deals; $5B raised by companies, and 10 companies started by it’s members. Atrium breaks down its services into four areas:

Atrium Counsel – which provides standard day to day legal processes, including board meetings, NDS, contract/personnel review, etc. – this is available as a subscription service or if you have unique needs, there are special projects available.
Atrium Financing – to help work with venture capital transactions and help explain the deal and it’s process, including upfront price estimates for advice with pitches.
Atrium Contracts – to help with contract review and form generations.
Atrium Blockchain – to help provide legal advice on the many regulatory issues involving blockchain issues.

Atrium’s major competitive advantage is the end of the billable hour paradigm and the focus on subscription models. This is great for a startup in growth mode because you can get a lot of value for a fixed price.

That said, Vitality CEO, Jamie Davidson said, “Just had a call with these folks. You pay a minimum of $1K a month (based on your company size) to be able to ask them questions. You then pay above-market prices for actual legal needs, like privacy policy/TOS generation ($5K), GDPR ($10+K), etc. Our current lawyer does not charge me to ask him questions, but he does charge for actual legal work.”

Others have noted Atrium’s technological advantage and expertise, so mileage could vary.

If you find that community resources aren’t available or not meeting your needs, Atrium could be the service that helps take you to the next level. If you’re considering shopping for legal services, check out Atrium’s site, get to know their team, and see if it’s the right fit for you. The bottom line is that there are a lot of places to cut corners for your growing business, but legal services are not one of them.

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Business News

Courts to decide if ‘overqualified’ is being used as a code word for ‘too old’ to hire?

(BUSINESS) Many have long held that job seekers are told they are “overqualified” when some employers mean they’re just too old and they’ll carry higher cost and leave quickly. The court system is considering this contentious topic as we speak.

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According to AARP, “age discrimination in the workplace is alive and well.” But a case before the U.S. 7th Circuit Court of Appeals in Chicago questions whether older job applicants can sue for certain biased recruiting practices.

The Chicago Tribune reports that the case “raises a critical question about whether job applicants can pursue” a lawsuit raising the argument whether the federal Age Discrimination in Employment Act (ADEA) protects external job applicants.

Therefore, the question is, does 'overqualified' truly mean an applicant doesn't have the right qualifications, or is it a code word for someone being too old to hire?Click To Tweet

The case is Kleber v. CareFusion Corp digs into this challenge. Dale Kleber applied for a position with CareFusion. The job description asked for “3 to 7 years (no more than 7 years) of relevant legal experience.” Kleber had decades of experience, after all he was 58. The company never even interviewed him.

They ultimately hired a 29-year-old to fill the position. CareFusion insists that Kleber’s age had nothing to do with him not being considered for the role. Kleber argues that “overqualified” is a code word for “too old.”

The case has been working its way through the courts. The first judge dismissed the claim, ruling that the statue doesn’t cover external applicants, but that decision was reversed on appeal by a three-judge panel of the 7th Circuit which stated it “could not imagine” that Congress intended to only protect internal applicants from age discrimination.

CareFusion was given a rehearing in front of the full court in September. Depending on their ruling, the case could go before the U.S. Supreme Court.

What does this mean for you?

This case is just one of many that attorneys are filing with various courts. There is a case in Arizona in which two firefighters, the oldest in the district, were let go due to their age. Age discrimination could affect anyone, because everyone eventually becomes eligible. The courts are conflicted over the types of protection offered by the ADEA, but it’s also difficult to prove when age discrimination has occurred.

For small business owners, it’s imperative that you look at your hiring practices. Think about your recruiting practices. Do you simply look for talent at your local college? You miss valuable talent if you’re not looking at older applicants, and people are working well into their 70s these days, no longer retiring early. Think about the connections and experience an older team member could bring to the job.

If you (or your company) refuse to care about any of those things, fine. But consider this – based on the results of this and other lawsuits, you could be opening your business to being sued if you overlook age in the recruiting and hiring process.

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Business News

Killing the 9-to-5 work day can improve workers’ output

(BUSINESS) Doing away with the tradition of working 9 to 5 in a cubicle can work wonders for a team’s productivity – let’s discuss why this isn’t an imaginary dream, but today’s reality.

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As we’ve seen in recent years, many of the old concepts about work have been turned on their heads. Many offices allow a more casual dress as compared to the suit and tie standard, and more and more teams have the option of working remotely.

One of these concepts that’s been in flux for a bit is challenging the norm of 9-to-5 work days. Offices are giving more options of flex hours and remote work, with the understanding that the work must be completed effectively and efficiently with these flexibilities.

Recently, I got sucked into one of those quick-cut Facebook videos about a company that decided to test out the method of a four day work week. This gave employees the option of what day they would like to take off, or, it gave employees the option to work all five days of the week, but with flex hours.

Despite the decrease in hours worked, employees were still paid for a 40-hour work week which continued their incentive to get the same amount of work done in a more flexible manner. With this shift in time use, the results found that employees wasted less time around the office with mindless chit-chat, as they understood there was less time to waste.

The boss in this office had each team explain how they were going to deliver the same level of productivity. The video did not share the explanations, but it could be assumed that the incentive of a day off would encourage employees to continue their level of productivity, if not increase it.

This was done with the goal of worker smarter, rather than harder. Finding ways to manage time better (like finishing up a task before starting another one) help to stay efficient.

During the trial, it was found that productivity, team engagement, and morale all increased, while stress levels decreased. Having time for yourself (an extra day off) and not overworking yourself are important keys to being balanced and engaged.

There is such a stigma about the way you have to operate in order to be successful (e.g. getting up early, using every hour at your disposal, and using free time to meditate).

Let’s get real – we all need a little free time to check back in with ourselves by doing something mindless (like a good old fashioned Game of Thrones binge). If not, we’ll go bonkers.

Flex hours and remote working is not all about having time to do morning yoga and read best-seller after best-seller. Flex hours gives us the time to take our kids to and from school and comfortably wear our parenting caps without fear of getting fired for not showing up to work precisely at 9 AM.

Bucking the 9-to-5 cubicle life can improve the quality of work and even increase quantity of work.Click To Tweet

The 9-to-5 method is becoming dated and I’m glad to see that happen. So many people run themselves ragged within this frame and it’s impossible to find that happy work-life balance. Using flex options can help people manage every aspect of their lives in a positive way.

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