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Will these bills bring ridesharing giants Uber and Lyft back to Austin?

(AUSTIN BUSINESS NEWS) Two new State Senate bills could pave the way for ridesharing to return to Austin, but more action, as well as public input, is needed to really make it happen.

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Are we getting back together?

Uber and Lyft might return to our city, and our hearts, soon.

Two new State Senate bills could pave the way for Uber and Lyft to return to Austin, but more action, as well as public input, is needed to really make it happen.

When Lyft and Uber broke up with us, it was sudden and upsetting. It was not a gradual we-all-knew-this-was-coming break up, it was the all-your-stuff-is-on-the-porch-and-I’ve-changed-my-phone-number kind of break up.

We’d had fights, sure. There were very public arguments. But Austin just didn’t feel the same without the friendly faces of ride sharing. Now, new policy proposals might suggest a path to reconciliation.

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Where did it all go wrong?

As most Austin residents will recall, in May of this year the City Council passed an ordinance requiring ride share companies, like Uber and Lyft, to obtain fingerprint-based background checks for every potential driver. This was the first line in the sand, and led to activist groups petitioning, successfully, for public vote on an addendum to the Proposition 1.

The addendum stated that, while background checks would need to be implemented, the companies could use their own, already-in-place third-party methods to do it. The companies said these checks were enough to ensure the safety of both drivers and passengers.

But the city voted against the addendum, 56 to 42, and a lot of people have different ideas as to why. Some voters were upset that Uber and Lyft launched expensive ad campaigns asking people to support them in the polls instead of using those budgets to comply with the city. In any case, what happened next left a lot of heads spinning.

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Don’t go breaking my heart

Uber and Lyft tore out of the city overnight, a move they had pulled before. Along with all of our broken hearts, this move left about 10,000 drivers out of work. The DUI rate, which had dropped by 12 percent when the companies moved in, jumped back up 7.5 percent in the first few weeks after the Uberpocalypse.

Other rideshare companies (like non-profit Ride Austin), and loosely organized groups, have tried to fill the void with varying success. Uber indicated they had been doing some thinking and maybe they still wanted to be friends. But not much changed as we all adjusted to life without easy accessible ride sharing at our fingertips

“Hey, can we talk?”

Yesterday, two new State Senate bills were filled that could change everything. Don Huggines (R-Dallas) filed Bill 113 that will “introduce sweeping changes to the municipalities and the entire ride-for-hire industry,” according to a press release.

In a related move, Charles Schwetner (R-Georgetown) proposed Bill 176, which would put ride sharing regulation at the state level instead of leaving it up to individual municipalities. According to the Senator, this would allow Uber and Lyft a more friendly regulatory environment.

The bills allow for national-level background checks and state licenses of operation, but does not require the fingerprinting outlined in Austin’s ordinances.

In other words, the regulations look a lot more like what the proposed Proposition 1 addendum said. But, for better or worse, Austin voted against that addendum. So were do we go from here?

Can’t we all just get along?

Don’t re-download your apps and dust off those pink mustaches just yet. If the state and city level regulations disagree, there might be further conflict in store. “To the extent that this language is contrary to the City’s legislative agenda, the City of Austin must oppose it,” said Marissa Monroy, public information manager for the Austin transportation department.

Online sentiment to the two proposed bills is varied. While many people are vocal about wanting the Austin ride share situation back to the golden days, almost as many urge caution and remind us that the regulations were proposed for a reason, and we should proceed with that in mind.

The best time to voice your opinion is now, while the city and state are making decisions that will effect the entire industry. The best way to voice your opinion is to get in touch with your senator (here’s how to find them) and let them know what you want to see happen.

Don’t be left holding a tub of ice cream wishing you had said what was in your heart. Communication is essential for all relationships.

#AustinRidesharing

Felix is a writer, online-dating consultant, professor, and BBQ enthusiast. She lives in Austin with two warrior-princess-ninja-superheros and some other wild animals. You can read more of her musings, emo poetry, and weird fiction on her website.

Business News

Leadership versus management: What’s the difference?

(Business News) The two terms, leadership and management, are often used interchangeably, but there are substantial differences; let’s explore them.

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leadership Startups meeting led by Black woman.

Some people use the terms “leader” and “manager” interchangeably, and while there is nothing inherently wrong with this, there is still a debate regarding their similarities or differences.

Is it merely a matter of preference, or are there cut and dry differences that define each term?

Ronald E. Riggio, professor of leadership and organizational psychology at Claremont McKenna College, described what he felt to be the difference between the terms, noting the commonality in the distinction of “leadership” versus “management” was that leaders tend to engage in the “higher” functions of running an organization, while managers handle the more mundane tasks.

However, Riggio believes it is only a matter of semantics because successful and effective leaders and managers must do the same things. They must set the standard for followers and the organization, be willing to motivate and encourage, develop good working relationships with followers, be a positive role model, and motivate their team to achieve goals.

He states that there is a history explaining the difference between the two terms: business schools and “management” departments adopted the term “manager” because the prevailing view was that managers were in charge.

They were still seen as “professional workers with critical roles and responsibilities to help the organization succeed, but leadership was mostly not in the everyday vocabulary of management scholars.”

Leadership on the other hand, derived from organizational psychologists and sociologists who were interested in the various roles across all types of groups.

So, “leader” became the term to define someone who played a key role in “group decision making and setting direction and tone for the group. For psychologists, manager was a profession, not a key role in a group.”

When their research began to merge with business school settings, they brought the term “leadership” with them, but the terms continued to be used to mean different things.

The short answer, according to Riggio is no, not really; simply because leaders and managers need the same skills to be productive and respected.

This editorial was first published here in June of 2014.

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Business News

Does Raising Cane’s have the secret to combatting restaurant labor shortages?

(NEWS) Fried Chicken Franchise, Raising Cane’s, has turned to an unusual source of front-line employees during the labor shortage- Their executives!

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White paper sign with black text reading "Help Wanted."

I wouldn’t call myself a fried chicken aficionado or anything, but since chains are designed to blow up everywhere, I have experienced Raising Cane’s.

I’m pretty sure the Cane’s sauce is just barbecue mixed with ranch, but hey, when you’ve got a good idea, keep with it.

In the further pursuit of good ideas, the company has resorted to an intriguing method of boosting staff in a world where the lowest paid among us are still steadily dying of Covid, and/or choosing to peace out of jobs that they don’t find worth the infection risk.

Via Nation Restaurant News: “This is obviously a very tough time, so it was a joint idea of everybody volunteering together to go out there and be recruiters, fry cooks and cashiers —whatever it takes,” said AJ Kumaran, co-CEO and chief operating officer for the Baton Rouge, La.-based quick-service company, from a restaurant in Las Vegas, where he had deployed himself.”

The goal of this volunteer mission, which involves 250 of the 500 executives deployed working directly in service roles, is to bolster locations until 10,000 new hires can be made in both existing locations and locations planned to open.

It’s obvious that this is a bandaid move – execs exist for good reason, and in terms of sheer numbers (not to mention location and salary changes), this is hardly tenable long-term. But I can say this as someone who’s gone from retail to office, and back (and then forth…and then back again) several times – if this doesn’t keep everyone at the corporate level humble, and much more mindful of employees’ needs, nothing will.

The fast-food world is notorious for wonky schedules only going up a day before the week begins, broken promises on hours (both over and under), horrendous pay, and little to no defense of employee dignity in the face of customers with rank dispositions. With the wave of strikes (Nabisco, John Deere, IATSE) making the news, and lack of hazard pay/brutal physical attacks over mask mandates still very fresh in workers’ minds, smart companies are hipping themselves to the fact that “low level” employee acquisition and retention needs to be much more than the ‘work here or starve’ tactics that have served since the beginning of decades of wage stagnation. The best way for that fact to stay front-of-mind is to go out and live the truths behind it.

In Raising Cane’s case, the company also announced that they’re upping wages at all locations — to the tune of an actually not totally insulting $2 per hour, resulting in a starting wage of $15 and a managerial wage of $18.

Ideally, paying people more to cook, clean, and customer service all in one job will actually attract people back to fast food work. Seriously consider the fact that the people cleaning fast-food toilets are the same people making the food that goes into your mouth. The additional fact is that it’s better for everyone’s health when they’re paid enough to care about what they’re doing and stay healthy themselves.

Of course, one does also need to consider how much inflation has affected the price of goods and housing since the ‘fight for $15’ began almost a decade ago in 2012. Now, raising wages closer to the end point of multiple goods still might not be enough!

AJ Kumaran continued, “The chicken prices are through the roof. Logistics are very hard. Shipping is difficult. Simple things cups and paper napkins — everything is in shortage right now. Some are overseas suppliers and others domestic suppliers. Just in poultry alone, we have taken significant inflation.”

That’s global disruption for ya.

It remains to be seen whether this plucky move can save Raising Cane’s dark meat, but I’m very pro regardless. Send more top-earning employees into the trenches! No more executives with 0 knowledge of how the sausage sandwich gets made.

No more leading from behind.

Why not? What are ya? Chicken?

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Business News

Unify your remote team with these important conversations

(BUSINESS NEWS) More than a happy hour, consider having these poignant conversations to bring your remote team together like never before.

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Cultivating a team dynamic is difficult enough without everyone’s Zoom feed freezing halfway through “happy” hour. You may not be able to bond over margaritas these days, but there are a few conversations you can have to make your team feel more supported—and more comfortable with communicating.

According to Forbes, the first conversation to have pertains to individual productivity. Ask your employees, quite simply, what their productivity indicators are. Since you can’t rely on popping into the office to see who is working on a project and who is beating their Snake score, knowing how your employees quantify productivity is the next-best thing. This may lead to a conversation about what you want to see in return, which is always helpful for your employees to know.

Another thing to discuss with your employees regards communication. Determining which avenues of communication are appropriate, which ones should be reserved for emergencies, and which ones are completely off the table is key. For example, you might find that most employees are comfortable texting each other while you prefer Slack or email updates. Setting that boundary ahead of time and making it “office” policy will help prevent strain down the road.

Finally, checking in with your employees about their expectations is also important. If you can discuss the sticky issue of who deals with what, whose job responsibilities overlap, and what each person is predominantly responsible for, you’ll negate a lot of stress later. Knowing exactly which of your employees specialize in specific areas is good for you, and it’s good for the team as a whole.

With these 3 discussions out of the way, you can turn your focus to more nebulous concepts, the first of which pertains to hiring. Loop your employees in and ask them how they would hire new talent during this time; what aspects would they look for, and how would they discern between candidates without being able to meet in-person? It may seem like a trivial conversation, but having it will serve to unify further your team—so it’s worth your time.

The last crucial conversation, per Forbes, is simple: Ask your employees what they would prioritize if they became CEOs tomorrow. There’s a lot of latitude for goofy responses here, but you’ll hear some really valuable—and potentially gut-wrenching—feedback you wouldn’t usually receive. It never hurts to know what your staff prioritize as idealists.

Unifying your staff can be difficult, but if you start with these conversations, you’ll be well on your way to a strong team during these trying times.

This story was first published in November 2020.

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