From burgeoning, bikeable tech cities to dense downtowns with strong entrepreneurial vibes, the following cities are worth putting on your radar:
Grand Rapids, Michigan
If you can handle the long, cold winters, Grand Rapids is a great city to start your career. Voted Beer City USA for its abundance of microbreweries, Grand Rapids is a haven for young professionals who enjoy a craft brew.
Outside of work, Grand Rapids offers many opportunities to socialize and get involved in the local culture. The city has a variety of summer and winter festivals, not to mention exciting nightlife and a growing arts scene.
Best of all, you can make the most of this thriving city without breaking the bank — the average rent for an apartment in Grand Rapids is just around $1,000.
Charleston, South Carolina
Searching for a respite from winter? Consider moving to Charleston, S.C. Dubbed Holy City for its many church steeples, Charleston is famous for its subtropical weather, rich history, Southern charm, and delicious cuisine.
Charleston is frequently voted the No. 1 city in the U.S. and has even been named the top city in the world by Travel + Leisure. With its serene coastal setting, friendly locals, and creative culture, it’s not difficult to see the appeal.
Although some neighborhoods are more expensive than others, it’s easy to get your money’s worth. Charleston is nowhere near as expensive as other major cities, but it has the big city amenities young professionals are looking for.
Charlotte, North Carolina
Looking to start your own business? Charlotte has a widespread reputation for being a start-up friendly city. North Carolina’s Queen City boasts low business costs, large venture capital firms, and a variety of networking opportunities for entrepreneurs. Additionally, Charlotte has a strong and supportive community that favors small business owners.
Charlotte is also well-known for its banking industry, which is one of the largest in the United States. It may not be Wall Street, but the city is still a hub for bankers.
Colorado Springs, Colorado
WalletHub recently named Colorado Springs the fifth best city in the U.S. for finding a job. The city ranks highly on several other top lists as well — it’s No. 1 on Trulia’s top housing market to watch in 2019, and No. 4 in Thumbtack’s most business-friendly cities.
Home to a diverse mix of young professionals, military personnel and retirees, Colorado Springs has something for everyone. The city offers easy access to skiing and snowboarding, hiking and biking trails, and a vibrant downtown area.
While it may not be as big as Denver, Colorado Springs has a much more affordable cost of living. If you enjoy the feel of a small town with the diversity of a larger one, this charming city is for you.
San Antonio, Texas
Home of the Alamo, San Antonio is bursting with culture and history. This Instagram-worthy city offers plenty of entertainment options, including art museums, sporting events, theatre performances, and a variety of fun festivals.
The citizens of San Antonio also enjoy taking a step back in time to celebrate the city’s Spanish heritage and Old West roots. From the Texas Folklife Festival to the famous Fiesta, you’ll often have an occasion to let loose in this spirited city.
One perk of living in San Antonio is its relative affordability. The city’s cost of living is slightly lower than the national average, making it a perfect place for budget-conscious professionals to settle.
Chattanooga, Tennessee
Tucked along the banks of the Tennessee River, Chattanooga is renowned for its many outdoor activities. It also has a reputation for being an extremely bike-friendly city, which will help you save money on gas!
Fittingly named the Scenic City, Chattanooga is a mid-sized town that boasts a vibrant arts scene and thriving business climate. Another nickname it holds is the Gig City for its burgeoning tech sector.
Boise, Idaho
The capital of Idaho, Boise has experienced rapid growth over the last decade. The city has recently ranked highly on many top lists, including Livability’s best downtowns.
Boise is affordable and minutes away from numerous outdoor activities, with one of the lowest crime rates in the country. There are also many cultural attractions, including museums, symphonies, the opera, and a few museums.
St. Louis, Missouri
Mouth-watering food, a rich culture, and abundant greenery are just a few of the appeals of living in St. Louis. This Midwest port town is also known as one of America’s most affordable cities.
Recently, the major city ranked No. 4 for starter-home affordability, making it the ideal place for young professionals to purchase their first home. It also has a charming farmers market, a spirited sports culture, and great nightlife. In fact, it puts on the second biggest Mardi Gras celebration in the country. If you don’t choose to live in this fine city, consider making a trip for Mardi Gras and laissez les bons temps rouler!
Wrapping Up
By choosing to move to a rapidly growing city, budget-conscious 20-somethings can enjoy a more comfortable lifestyle for a lot less.While their names may not immediately evoke the same thrill, you’ll soon discover that these cities are hidden gems. Book a trip to one of them and you may soon find that you don’t want to leave.
Author Bio: Traci Magnus is a realtor for Dunes Properties located in Charleston, SC. She has a degree in economics from the University of South Carolina. When she’s not selling houses, she is looking up the latest trends in residential and commercial development.
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There is nothing more that drains productivity and motivation faster than a long, unproductive meeting. Conversely, effective meetings can leave you with clear direction and an energized feeling about the project at hand.
As the Co-Founder of 10x Management, I’ve worked side by side with some of the world’s most talented freelance programmers, designers and data scientists. During that time, I’ve come to understand a simple truth:
Productive People Require Long Periods Of Focused Work to Optimize Productivity
While this is a simple observation, I’m amazed how many of our greatest tech companies continue to waste thousands of hours of their most talented people’s time in pointless meetings. The average American employee spends 62 hours a month in meetings, half of which are complete wastes of time, according to Altassian [infographic]. Not to mention the $37 billion salary cost of unnecessary meetings for U.S. businesses.
While I wouldn’t recommend getting rid of all meetings, as some are crucial for planning, collaboration, alignment, etc. At 10x we recommend having fewer meetings and if you do have a meeting ensure you have it for the right reasons. Below I’ll discuss why to have meetings as well as offer some tips to implement successful meetings.
In my experience working with the brightest freelance tech teams, there are only a few reasons to have a meeting and they all have to do with gaining input and coming to agreement on the best solution.
Reasons to have a meeting:
1) Agree on WHAT the goals and objectives are and WHAT we’re building
2) Agree on HOW we are going to build it and HOW long it will take
3) Agree on WHO does what to get it built
4) Brainstorming sessions: When the collective intelligence can beat the individual.
Now that you understand the main reasons to have a meeting, let’s talk about some known and lesser known tips for having successful meetings.
Tips to Implement Successful Meetings:
Tip 1: Get Out of the Conference Room
Some meetings require a level of privacy, but you might be surprised where you can start holding them if you use your imagination. Consider meeting outdoors, fresh air stimulates the mind. Other good spots could be at someone’s desk, at a local coffee shop, make it a walking meeting, etc. Break out of the typical conference room setting and you might notice people are more engaged and more likely to open up and be themselves.
Tip 2: Send the Meeting Agenda in Advance
People benefit greatly by having a sense of what’s to come. By sending the agenda 24 hours in advance you give people a chance to prepare and make the most out of your time together.
Tip 3: Start With the End In Mind
At the beginning of any meeting, make the objective for coming together very clear. Usually one sentence rather than a lengthy agenda will suffice. For example say something like, “At the end of this meeting we will decide… .” Or, “We are here to generate and evaluate options for….” Start your meeting with a clear objective and it will greatly increase the likelihood of achieving it.
Tip 4: Ditch Your Chairs
Wherever you hold your next team get together try ditching the chairs and have everyone (who is able) stand up. Since your team doesn’t have the comfort of a chair, attendees might find themselves getting to the point faster, chit-chatting less, and get the meeting over with sooner. Plus it’s healthier for everyone involved.
Tip 5: Use An “Everyone Plays” Mentality
Assign relevant roles, topics or updates that each participant (or most) can share with the group. With participants taking more of an active role, they are much more likely to pay attention and also feel empowered by the responsibility.
Tip 6: Have a Clear Agreement on Next Steps
Before you end your meetings make sure you recap any immediate actions and assign them to the appropriate owners. The worst thing that can happen is nobody follows up and then you have another meeting to talk about what you already discussed.
There you have it. My advice: Have fewer meetings and when you do have them make them count. Remember that productive meetings focus on the work that needs to be done; they leverage the brains and unique personalities of your team, while working towards short and long-term outcomes.
About Michael Solomon:
Michael Solomon is an established entrepreneur with a strong desire to help people and a commitment to making a difference. The four organizations he’s helped found include Brick Wall Management, 10x Management, Musician’s On Call (non-profit) and The Kristen Ann Carr Fund (non-profit). In 2012, Michael co-founded 10x Management with Rishon Blumberg. 10x is the leading resource for companies looking to hire world-class freelance tech talent (developers, data scientists, and designers). Regarded as the first talent agency for tech professionals, 10x has carved out its place in the tech industry as a trusted resource for companies seeking the best and most coveted freelance tech experts.
You can follow Michael on Huffington Post or 10x Magnified Blog.
]]>Yet, when we opened up registration for our webinar, Designing your workplace: What you can learn from millennials, we were stunned at the response.
…We more than tripled our normal registration number in just a few hours.
Clearly, leaders are hungry for guidance when it comes to hiring and managing millennials.
As we ramp up for the live webinar co-hosted by TriNet on Tuesday, August 30th (it’s not too late to sign up!), we’re sharing a Q+A from webinar co-host, and VP of Sales and Marketing here at PivotDesk, Ginevra Figg.
As a seasoned leader and millennial herself, Ginevra has a unique perspective on what it takes to effectively hire, train and manage millennials. Plus — ways businesses can level up and accelerate growth with this knowledge.
Q: You consider yourself to be a millennial. Please tell us a little more about what it means to be a millennial.
Like most millennials, freedom and flexibility are huge for me. And I mean this on a few levels. First, in the work itself, I find that I dive deepest into businesses that allow me the opportunity to think independently and give me the trust to solve problems for the company and my team at rapid fire.
Second, in support of my personal life, I view my job and my life as one entity. I prefer not to segment them as I don’t connect with the idea that I “stop living” during working hours. Instead, my work is part of the passion that makes up my life. In order to live this way, I need the two not to combat each other.
So long as I have a leader and a team that trusts me, it’s not difficult for me to allow work and life to bleed into each other. In most cases, this actually means I’m working harder than I would if I was asked to draw a line between the two — and this approach allows me to do that without burning out.
Check out the rest of the interview over on the TriNet blog.
Save your spot for the live webinar here.
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Millennials have surpassed baby boomers in number and arguably in their impact on the workplace. In the decade or so since this group started entering the workforce, they’ve shaped office cultures in all industries — from startups to accounting firms. And despite the plethora of articles on the topic, the truth remains clear: leaders are in need of guidance on how to effectively hire and manage millennials.
That’s why we’re bringing in TriNet’s resident expert on millennial recruiting, Anthony Ysasaga. Through this Q&A, we’ll learn a bit about what companies can do to create an office culture that supports millennial – and thus business – success.
To learn more about creating a “millennial-friendly” office environment, please sign up for our free webinar, Designing Your Workplace: What You Can Learn from Millennials at 1 p.m. ET on Tuesday, August 30.
Q: What happens when companies refuse to adjust their environment to millennial demand? In other words, why should businesses care what millennials want?
In my professional history as a recruitment consultant, I worked with a large and very traditional company that suddenly found itself losing employees in droves. We found out that this was because they were clinging to their traditional methods of running their business, which had worked for them for over 50 years.
They wanted to be able to recruit and retain more millennials but they were sticking to old-school methods like working their younger employees 70-80 hours a week. Millennials are actually much more productive at their jobs in a 40-hour work week that allows them to have a life outside the office. It’s also important that they feel engaged with their employer. By making a few changes, this particular company was able to cut attrition from 20 percent down closer to the industry standard of seven percent.
Q: So, what exactly do millennials want from their employer?
It is important to understand that millennials aren’t really motivated by economic or societal pressures the way generations before them were. Things like financial stability, a big house, a nice car and a savings account are nice to have but not what drives millennials the way it drove previous generations.
The millennial thinking pattern can be summarized by what I call “the three P’s.”
Play: Millennials’ place a high value on being happy. They are motivated by the actual work they do. By allowing this generation to have some fun with their job through solving challenging problems, thinking outside the box and exploring creative solutions, they will do better work and come away more personally fulfilled.
Purpose: Let your employees see how their work is important to the big picture. Millennials are known for taking ownership of their work. They want to see the value of what they do and the impact it has on the overall success of the company and the people your business serves. They need to know their contribution is important.
Potential: For millennials, the work they produce is wrapped into their identity as a person. They want to feel like their time spent on the job fits into their life goals.
Q: We all have heard the stereotypes about millennials. What are some common misconceptions about this group?
The most common misconception I hear about millennials is that they’re lazy or entitled. This couldn’t be further from the truth. Millennials want to work hard – they just want to make sure the work they do serves a purpose. For them, work and personal life aren’t completely separate. Their sense of purpose and identity are intimately tied into the work they do and they pour their hearts and souls into their jobs.
Q: How can business owners shift their culture to create a place where millennials thrive?
We’ve already touched on this but work/life balance is important because millennials don’t separate who they are at work from who they are outside the office. Understand their need to fulfill themselves personally and how it ultimately benefits the professional work they do.
Consistent feedback is huge to this generation. I remember in the early years of my career being handed a project and not knowing until my annual review how I did on it. Millennials want to learn and grow as professionals, which requires constant knowledge of how their work is performing. This is why annual reviews aren’t as meaningful for this group. Providing frequent opportunities to touch base with their manager, team leads or peers on their performance is much more beneficial.
Millennials want to feel a sense of independence at work. If you can learn, as a manager, to focus on the end result and not the method used to get there you’ll have an easier time managing millennials. Gone are the days when several bosses stop by your desk to tell you about how you did your TPS report incorrectly. Allow millennials to take ownership in their jobs.
Q: Any other tips for creating a millennial-friendly office culture?
It isn’t so much about creating a culture for millennials as letting the culture happen. A good rule of thumb is to let go of any of the old rules that don’t really affect the work being done. Be accepting of things like body jewelry, colorful hair styles and visible tattoos in the workplace. Those types of self- expression are not really worth worrying about.
Allow your company culture to become an ecosystem of the different personalities, abilities and roles of your employees. Look for the strengths that your employees have as individuals and how they can contribute to the tribe. Allow the office culture to change and adapt to the people working for you and not vice versa.
This communication is for informational purposes only; it is not legal, tax or accounting advice; and is not an offer to sell, buy or procure insurance.
Anthony Ysasaga is a senior recruiting consultant for TriNet. Prior to working for TriNet, he spent 14 years as a recruiter for two staffing agencies, as well as many large corporations. He has spent the last 10 years working with and recruiting millennials, especially focusing on helping a number of businesses transform their culture to better attract millennials. Anthony has a bachelor’s degree from Lubbock Christian University and is an AIRS Certified Internet Recruiter.
]]>In the third part of this series, Justworks interviewed their CEO, Isaac Oates, on how to create and sustain company values — something many businesses realize they started too late in the game.
Q: How did you determine Justworks’ company values?
Back when the company was just four of us, we all took an afternoon in my apartment in Brooklyn. We sat around and talked about the people who we admired or respected, then made a long list of things those people embodied.
In the end, we came up with a list of values — eight phrases. They were difficult to remember, so later when we had a brand consultant, we boiled them down to five words: Compassion, Openness, Grit, Integrity, and Simplicity. Or, COGIS. We still show employees the original phrases during orientation.
Q: Why did you decide that setting company values was so important early on?
When I worked at Etsy, they articulated their company values when they had several hundred employees. They had a committee come up with these values, which is fine. But it was a strange experience to be told one day what the company’s new values are. It’s different if you come on board and already know.
I knew these squishy things were important to do early on. I believed we would become big and be around for a long time. So I thought if we could establish those values early on, it would help everybody make sure employees more consistently resonated with those values when they came on board. We cared a lot about what kind of company we were going to be.
Q: What other companies did you work at with clearly stated company values? Did they live up to them?
Amazon did, and their values are pretty well known. I’m pretty sure they did those before I started in 2002, and I thought they were spot on for the company. The most important thing is to use those values in the interview process.
Q: When did you start deliberately interviewing for company values? How did you go about that process?
We hired a consulting company called Recruiting Toolbox early in the lifecycle of the company, when our team was about 35 or 40 people.
People don’t think of interviewing as a skill because it’s possible for anybody to sit in a room with a candidate and say whether on not they like that person. But I wanted to make sure people knew how to interview really well, because in the end, the people you hire have a more lasting impact on the company than anything else you do.
Q: How do you ensure that new employees are aware of company values and continue to embody them as more people join?
People already have their own value system they get from their parents, upbringing, and life experiences. Nobody’s going to change their values because of the company they work at. All you can do is find people whose value system matches the company values system. It’s less about reminding people of company values and more about knowing they’ll already do it because it’s hardwired into their DNA.
Q: Justworks has grown rapidly over a short period of time. Have you ever considered whether there would be a necessity to change the company’s values as it evolves?
Not at all. We abbreviated them so people could remember better, but that was the only kind of change. Our values are spot on.
There’s who you are and what you do. Our values tie strongly into who we are. It makes us good at what we do.
Q: One of Justworks’ values is “openness.” In the future, as we grow from more of a startup culture to a corporate culture, how do you plan on balancing the idea of “radical transparency” with less key stakeholders in major company decisions?
Sometimes there are practical constraints about what we can’t share. There’s this idea that the bigger your company gets the more opaque it has to be. But people think that because bigger companies are older and were built by a different generation with different viewpoints. People draw a connection that if you’re big you can’t be transparent, but I don’t think that’s true.
Q: What advice would you give to someone who is trying to formulate values for their company?
Do it as early as possible. At the beginning, the value system the company has will mirror what the early people have. Assuming you’re satisfied with that, it’s a simple exercise. I think as you get bigger, it becomes more difficult.
]]>This is why networking is more of a skill than a personality trait — and anyone, no matter the personality type, can master it. Whereas those who are shy may not walk up to just anyone and start talking, those who are outgoing may become lost in conversations without making a lasting impression. Whether you’re an introvert, extrovert or somewhere in between, here are three ways to enhance your networking skills.
Volunteer
The cost of conferences and other events can be a major barrier — causing you to miss out on wonderful opportunities to market yourself and learn more about a specific industry. One way to sidestep costs and get right in the mix of things is to volunteer at these events. Try this — on Evenbrite you can message the organizer of the event you want to attend. If your event of interest isn’t on Eventbrite, chances are there is a way to contact the organizer via their company website. Send them a brief email stating your interest in their event and what you can add to a volunteer team. Think of it like a mini job application. Even small events need extra hands. Volunteering takes the guesswork out of how to approach people and what to talk about. The most coveted position is the registration table. This position gives you access to EVERYONE. You will learn names faster and have a touchpoint when you run into people later.
One great example of a conference that relies on volunteers is Social Capital Markets Conference (SOCAP) in San Francisco. It’s a large scale conference that has drawn over 10,000 attendees in past years. The conference centers around entrepreneurs, thought-leaders, investors and grassroots activists. It costs $1,495 to attend the conference, but they offer a limited number of spots for volunteers who pay $200. This is refundable if you complete over a certain number of volunteer hours. There is an application process, but If selected, you have access to all panels and attendees when you aren’t working.
Get Social Media Savvy
Networking is no longer an “in-person” game. Connections are made every day through social media platforms like Twitter and LinkedIn which then move offline. However, no one likes a cold outreach. Thanks to the re-popularization of forums, you can join online groups that enable you to have a wider reach than going to in-person events alone. Being a part of an online community takes some of the anxiety out of meeting new people. Once again, you have a springboard to interaction and chances are, you will likely meet these same people at events around your city.
Establishing relationships with people in your online community will help you get more connected and be a connector for others. You can find like-minded individuals via Slack, Meetup.com or Facebook. For some groups, you have to be invited while others are open to anyone. You should update your social media accounts so that they reflect you and your personal brand in a positive way. Groups are also a great way to find work if you are a freelancer or need to solicit free advice from industry professionals.
Do It Yourself
Networking isn’t just about what you can get. What you can give is just as important. Why not consider starting some networking events of your own? If you are seeking to expand your current network, start by tapping into the people closest to you. The idea of throwing an event may seem daunting, so don’t over think it. If you have a large social circle to begin with, then consider partnering with someone in order to throw a medium-sized event. Entrepreneur Magazine posted an article outlining how to throw a kick-ass networking event. Don’t feel pressured to throw a party if event planning isn’t your thing. Something as simple as a standing brunch can be equally impactful. If you tell five friends to bring three friends then that’s fifteen people who can talk and get to know each other. A standing brunch allows you to rotate attendees, so not only will you have access to more people, you are enhancing the reach of others as well.
]]>Maybe you’re tired of punching a time card, or sitting in a cubicle, or even of your amazing corner office with a view overlooking the Hudson River. Maybe you’re sick of interoffice politics, of your boss, of your commute, or of having to wear pants while you work (ahem, let it be noted, I’m wearing sweatpants as I write this). Anyway, the point is, maybe you’re not cut out for a 9-to-5. Is freelancing a viable option? For many people, the answer is yes.
Working as a freelancer—whether it be writing, editing, graphic design, consulting, or any other endeavor, can be tough, but it can also be incredibly exhilarating and liberating. You can be your own boss. Create your own schedule. Push yourself as hard as you want, or, after hitting all your deadlines, decide to spend the rest of the day lounging by the pool (or hounding new clients).
But Can I Make Enough Money Freelancing?
You will have to consider every aspect of your life, from your cost of living to your work ethic and your talent as a writer/editor/blogger/whatever it is you want to do. But consider the following:
According to writersmarket.com, freelance writers can see a wide variety of incomes: “Smart full-time freelance writers and editors annually gross $35,000 and up—sometimes up into the $150,000-200,000 range.” And that doesn’t include the “celebrity writers” who make far more than that. So, can you make enough money freelancing? Yes, there are plenty of people out there making a living by freelancing, and with enough hard work you could be one of them. But it doesn’t happen overnight. Start by building a portfolio, and before taking the leap, save enough money so that you have plenty of back-up funds while you are getting started (and waiting to get paid for assignments). Consider freelancing on the side while you work your full-time job, then transitioning into full-time freelance work once you are ready.
What About The Work/Life Balance of a Freelancer?
The schedule of a freelancer varies. How quickly do you work? How much do you procrastinate? What are your other obligations?
Compare it to more traditional jobs. How much time do you spend at your current 9-to-5 (or is it a 8-to-6, or a 7-to-7)? How much time do you spend commuting? How much time do you spend getting ready for work? How much time do you spend checking your email when you are “off”? Are you ever really off?
As with income, the work/life balance of a freelancer is completely up to the individual. If you’re going to get distracted by episodes of Gilmore Girls on Netflix (wait, what did Lorelai just say? will she ever end up with Luke?) and not get any work done, then maybe you need a boss standing behind your shoulder, and maybe a more traditional workplace is better for you. But if you’re a self-starter who is intrinsically motivated, freelancing might be a great way to develop skills, make a living, and find the right balance of work and leisure (especially if you know when to shut the laptop and put down the phone, or, alternately, when you absolutely need to keep your nose to the grindstone), and even if you feel more comfortable in an office settings as opposed to working from home, there’s always PivotDesk and other options in your area for affordable, convenient office space.
Remember also that freelancing is not just about the projects themselves, but also about the administrative aspects, from creating invoices to finding new clients to keeping track of your work. Fortunately, AND CO can take care of a lot of that for you for a low-to-no cost solution.
Is the Internet the New Frontier?
In the 19th century, we had the Wild West. In the 21st, we have the internet. Freelancers need to be creative with how they reach out to clients, with how they build opportunities, with how they seek new projects. Don’t rely on just one source. Try new things. Be bold. Make pitches to magazines. Make pitches to Fortune 500 companies. What’s the worst thing that happens? No one responds? That’s okay, you’ll be too busy working on the next thing to notice. Saddle up.
What about the Illusion of Job Security…
Maybe you feel comfortable at your 9-to-5, but if it is your only source of income, you’ve got all your eggs in one basket. What happens when your company goes under, or downsizes? You’re out of a job. But what happens to a freelancer who loses a client? If he is well prepared, he already has fifteen others, and a few leads that can quickly replace the work that has been lost. Having multiple streams of income can be safer than having one, because if one dries up, you’ve still got plenty of others flowing in.
What About Health Benefits For Freelancers?
Find someone whose job offers a family plan and marry them, ASAP.
Just kidding, assuming you’re not already covered under a family member’s plan, you can also head to Healthcare.gov and check out the options that have been made available ever since the passing of the Affordable Healthcare Act. Even if you were working full-time for one organization, you would likely have to pay hefty premiums from your paycheck, or, if your employer was paying for a larger portion, they would likely have offered you a lower salary because of it. Most of it is coming out of your pocket either way.
What Are The Downsides of Full-Time Freelancing?
The downsides of being a full-time freelancer are the same as the benefits. You have freedom to work as you choose, but freedom can be petrifying. You have to motivate yourself to chase leads, to meet deadlines, to develop marketable skills. You get to work for yourself, but that means you will be spending a lot of time with…yourself, and no one else. That also means you don’t have a boss. For every pro, there is a con.
But if you’re the type of person who wants to venture off on their own, who wants to always be learning, who wants to rely only on herself, then freelancing might be a much better alternative to a traditional career. Freelancing, like life, is all about what you make of it.
]]>Every morning, as I open my closet, I am reminded of how I spent my 20’s. Neatly organized on a rack, 4 feet wide, hang dry cleaned suites, starched white button down shirts and a vast assortment of neckties.
You guessed it, before jumping head-first into the startup world, I worked in corporate America.
Fair warning, this is not going to be a corporate suit bashing piece.
In fact, I loved my job, the work we did and the people I worked with were nothing short of awesome. The problem that I ran into was that eventually, the fire I had right out of college to wake up every day and try to take over the world had diminished. Like countless others striving to climb the corporate ladder, I found myself questioning my motivation to work hard.
So, as I approached 30, I realized that at no fault of my employer, the corporate lifestyle, for me, had run its course.
After accepting this, and seeking guidance from an amazing mentor, I decided to do something to get myself un-stuck. In November of 2014, I resigned for the only adult job I’d ever had. Next, I locked all of my custom suits away, grabbed a backpack and bought a one-way ticket to Southeast Asia.
Adam in India
Scared as hell and quite inexperienced as an outdoorsman, I resolved to adhere to one common theme throughout the journey, “Everywhere I go, I will find a way to give back to the community that is nurturing me.”
[bctt tweet=”Everywhere I go, I will give back to the community that is nurturing me. – Adam Greenfeld” username=”pivotdesk”]
This credo manifested itself in a series of volunteer jobs at orphanages, ashrams, farms and even a Crossfit gym in Sri Lanka.
I could write forever about my trip, but this is about the 2 lessons I realized when I got back:
1. Life is much shorter than I had fully realized — I can’t waste time living a life that’s not exciting.
2. Unless I feel like I’m truly helping people, I won’t feel fulfilled or motivated.
In solidifying these realizations, I had also laid out the prerequisites for my next career. So, I set out on a wide search that resulted in dozens of meeting and weeks of research.
Singburi, Thailand
It wasn’t until I started sitting down with the PivotDesk team that I saw what a significant issue they were working to solve… the epidemic of irresponsible real estate spending that had struck the global business community. I understood quickly that what PivotDesk was doing could help countless businesses and entrepreneurs, and with my background in corporate sales, there was value I could add. So the idea and the vision were there — excitement box checked.
Next was the deeper question: did PivotDesk tout a culture that allowed its employees to create and perform to their maximum potential? I decided to truly dig deep and lift up the hood to learn what makes the people at PivotDesk tick. Because I believe culture needs to come from the top, I started with the PivotDesk Executive team. What I found was a group of leaders who blew me away with their honesty and transparency. After meeting the rest of the team, I was sold. And lucky for me, they were in need of someone to go out and spread their message.
Adam exploring Hampi, India
It took me about 7 years and several thousand miles worth of travel to learn this, but it has become crystal clear that the first real sale any good salesperson needs to make, is selling him or herself on the fact that the product they represent really helps people.
If we can get to a point where every time we leave a meeting, end a phone call or send an email, the person on the other end is better for having spent time with us, we are setting ourselves up for amazing success — the kind of success that keeps our metaphorical fires lit, day after day.
Nearly 10 months into my time with PivotDesk, I consider myself one of the lucky few who has found just that.
If you’d like to contact Adam, you can reach him at [email protected]
]]>As Heraticlus wisely stated in 500 BC, “Nothing endures but change.” The same holds true for businesses today. As the needs of companies grow and change, organizational restructuring becomes necessary.
Unfortunately, restructuring can also bring an air of uncertainty to employees’ roles and team dynamics. So how do employers manage the shift and ensure they’re making the right decisions?
CEO of Justworks, Isaac Oates shares his thoughts on company restructuring — along with the benefits, pitfalls, and hard talks that come with it.
Q: What is your approach to team and company structuring?
You have to organize against the task at hand. So there isn’t one structure that is the one. But at any given time in the life of the organization, there are ways to organize so you’re best equipped to handle challenges that are currently coming in front of the company.
Organizations are good at perpetuating themselves. Unless you actively structure it to change, it’s just going to stay the same. People can be resistant to change and the organization will become outdated if you don’t drive change.
Q: You’ve spoken before about the organizational idea of “pods,” where people work in small, autonomous teams. Can you talk more about that?
In general, people like to feel like they can do things. It depends on the department, but for product development, team members among all disciplines are required to launch products.
We have generally organized our teams and product development around the specific problems we’re trying to solve as opposed to organizing based on the function of the team.
So a pod will have front-end, back-end, design, and whatever it takes for the team to fulfill its function. It’s empowering for the team because they control their own destiny. We do the same for certain sales and operations teams. In general, we try to have smaller teams where people can make more decisions lower in the organization.
Q: When you’re deciding to restructure the makeup of a team, what is the process for your decision making? Who do you consult and what steps do you take to ensure you’re making the right decision?
Basically, I look at what needs to happen — it’s really more about leadership than structure. I try to make sure that leaders and their strengths are matched against the task at hand, and the organization follows that.
I don’t think anybody wants to hear this, but deciding the makeup of a team can be really personality driven. If you had a different cast of characters, you would have a different organization. You’re trying to play to those people’s strengths. It’s really about identifying team members’ strengths and making sure you’re able to best capture them.
In terms of how I make the actual change, I talk to the leaders directly involved to make sure there’s nothing crazy I’m not thinking of. Then I make the decision and communicate it, so it’s really fast.
If you leave the decision open-ended, all work halts everywhere as certainty goes out the window. It’s terrifying for everyone. For the most part, I prefer to make decisions in the open and talk about it with the broadest group of people possible, but I’ve found that organizational change doesn’t lend itself to that approach.
Q: As Justworks’ team has grown and evolved, has your approach towards that changed at all?
When we were small, we didn’t make many structural changes because there wasn’t much structure. Now that we’re three and a half years in, we’ve added a second layer of management, which means most teams aren’t directly reporting to me. But with a second layer of management, you’ve got a lot more permutations and complexity. Then it changes. In the end, it’s still about the leaders and setting it up so they are able to accomplish our goals.
Q: Sometimes restructuring means changing people’s roles or even downshifting their prominence in the company. How do you approach those difficult discussions with the affected employees?
Changing people’s roles like that has only happened a few times, but it’s something that continues to happen in the lifecycle of the company. I don’t know if I have a formula — usually by the time it’s happening, it’s apparent it was going to happen at some point in time.
What’s difficult is people often view that kind of situation as a demotion. I reported to the CEO and now I don’t, I had access and now I don’t. For me, it’s about what the company needs at any given time. I’ve had the opportunity to work directly with a lot of people who don’t report directly to me anymore, and that was a great thing because I know them that much better and they understand me better.
Working with more people directly is one of the great privileges of building a company from the ground up. But change causes stress, and reporting changes cause immense stress. It’s a very emotional thing, and it’s hard.
Q: Have you ever had anyone resign or quit because of their discontent with restructuring? If so, how did that impact your decision making in similar situations?
Not directly. People have left because they and the job were no longer a fit for each other. But that is usually more mutual than anything — the job is bigger than what they’re able to do, or maybe they’re not willing to take a role that is a better fit. It has happened as a result of growth, but I wouldn’t say it has happened as the direct result of restructuring. It might someday, but I hope not.
When I do have to hire over someone, I am committed to hiring a leader who they can learn from.
Q: What advice would you give to a business leader who is looking into restructuring their company?
The biggest thing is not trying to build the “perfect” organization. Just build an organization that’s going to yield the best results for the next 6-12 months.
]]>Unfortunately, amidst all of the excitement surrounding the search for office space, there exists a number of real threats — threats most people overlook.
Office space is the second highest expense a company will face after staffing. Lengthy contracts can be trouble for businesses whose growth plan is tough to predict — and let’s be honest, projections very rarely (if ever!) go according to plan. Luckily, learning from the mistakes of others is the easiest way to avoid the major pitfalls associated with taking office spac.
Check out the top mistakes businesses make when setting up an office.
1. Assuming coworking is the only option
For smart business people, flexibility is a must. We seek out flexible HR solutions, flexible IT solutions and flexible office space solutions. But often, we’re made to believe that the only way to truly achieve flexibility in our office, is to opt for coworking. And while coworking is a great solution for some businesses, especially those still in the validation phases, it’s not for everyone.
And it almost always begins to lose its appeal as member companies grow and develop the need for their own, unique culture. That’s why assuming coworking is your only flexible office option can be a huge mistake. Companies who stick with coworking for too long often report loss of focus, increased distraction and even loss of team morale.
But when your business outgrows coworking, it shouldn’t outgrow its agile approach to real estate. We created PivotDesk to ensure there was a more mature solution to graduate to — a solution for businesses that need a professional space to continue to grow their business and their culture, but don’t need the risk and cost associated with signing a long term lease.
2. Letting the process drag on forever
As a responsible business leader, the last thing you want to do is allow impulsivity to govern your decision making process. But few realize that when it comes to choosing office space, allowing the process to drag on can be just as dangerous as acting too soon.
The search for office space can be an all-consuming process. You’ve got to deal with:
– Finding a commercial real estate advisor you can trust
– Meeting with that advisor to convey your needs
– Touring offices, coworking spaces, subleases etc.
– Negotiating terms
– Moving
– Setting up your IT infrastructure
– The list goes on…
Chances are you’re putting your top people (and yourself!) on this and these things take time. So… let’s state the obvious: Time is money. And the somewhat obvious: Time is productivity. Perhaps the most damaging part of letting your search drag on is the loss in productivity from your team during the hunt!
Yes, you need to make commercial real estate decisions carefully. But letting the process drag on can have a serious impact on your bottom line. So when it comes to office space, get your priorities in order and drop the perfectionist approach.
3. Forgetting about all of the other costs associated with office space
The cost of rent and coworking fees in cities like New York and San Francisco can be staggering and difficult to swallow. But when it comes to setting up an office, those costs are just the tip of the iceberg.
Did you know, a 4-person team in NYC will spend an average of $15,750 on initial setup fees alone?
That accounts for things like:
1. Legal fees
2. Furniture
3. Office supplies
4. Tenant improvements
5. Moving expenses
Forgetting to account for these costs has caused many a melt-down when it comes to reviewing your spend on the space and the variance between the total and your original budget.
4. Paying for space they don’t need
One of the biggest benefits of working with Saas companies like DropBox and SalesForce, is the pay-as-you-go model they offer. By purchasing licenses on an as-needed basis, customers save thousands that would otherwise be wasted paying for service they couldn’t fully utilize.
The same dilemma applies to office space.
Often, when entrepreneurs sign long-term leases, or even commit to private coworking offices, they end up paying for space they don’t need as their team size fluctuates. It’s hard to avoid — your business is incredibly dynamic, and part of this involves adding to and subtracting from your employee roster. Doing so shouldn’t mean paying for offices space you aren’t using. We modeled PivotDesk after Saas companies like DropBox by allowing our guests to pay for just as much space as they need, only when they need it.
5. Jump into a lease too soon
If you’ve been paying attention to the news lately, you’ve seen that once promising “Unicorn” companies are toppling left and right as their egregious spending habits catch up to them and they fail to hit projections.
And what is it these companies are blowing all of their capital on? You guessed it, office space.
That’s why, in the wake of all this panic surrounding the potential burst of the tech bubble, investors or expecting businesses to be incredibly smart with their capital. Eric Schmidt, who has kept the actual door that once served as his desk when he was helping to build Google as a reminder of what it really takes to create something great, says he judges companies he’s considering for investment harshly when he sees them working in over priced offices:
“I can always tell when we’re dealing with a proper founder when we start with how are they spending their money. And so whenever I go into [a] start-up that has beautiful offices, really nice chairs, I cringe. Because that means I haven’t quite figured out that it isn’t their money.”
Now, that’s not to say you should settle for a dingy office with doors for desks — rather, you should consider carefully the things that really matter and spend your money accordingly. Entrepreneurs who over-spend on office space often don’t get a second chance to do things right. Investing in flexibility can help you achieve the level of comfort you need, without breaking the bank.
6. Choose privacy over security
For certain businesses, like those in the healthcare or law industries, privacy is a must. But for others, getting stuck on the idea that privacy is essential to running a business, can be a major stumbling block. Just like Eric Schmidt didn’t need a fancy desk in a private office to build Google, you probably don’t need an office with a locking door to build your business. What you do need is flexibility and financial security. Sacrificing these essentials for privacy can sink a business.
More and more companies are embracing the office sharing trend as a way of staying agile. Take design agency, Emerson Stone, for example.
Instead of fixating on privacy, thousands of PivotDesk guests like Emerson stone are choosing to focus on synergy by office sharing with host companies whose values vibe with their own. These arrangements not only keep both host and guest companies safe, they lead to collaboration and networking opportunities which might not have happened in more secluded offices.
7. Hanging onto unrealistic expectations
Just like the fabled, rent-controlled NYC 2-bedroom, we all dream of finding the perfect office space to house our team. Unfortunately, in this market, neither are realistic.
And companies that let their fantasies keep them from finding an office that will work, tend to waste tons of time and money on their search. That’s why, before you even start your search for space, you should create your list of must-haves and nice-to-haves.
Must-haves are the space characteristics or amenities that are absolutely essential to your business’s growth and culture.
Nice-to-haves are the things that you think will improve your business or culture dramatically, but aren’t worth missing out on a great space for.
The difference between must-haves and nice-to-haves should be determined by your answer to these 2 questions:
1. Is this essential to successfully running my business? And if so…
2. Would I risk losing out on the deal to get this?
If your answer is “yes” to both, then it’s a must-have. Establishing your must-haves and nice-to-haves early on will ensure you’re only considering spaces that are worth your while.
8. Failing to plan for growth.
Just like paying for space you don’t need can be dangerous, failing to plan ahead for growth can be worrisome too. Yes, growth is great, but moving is expensive and you don’t want to go through the hassle of uprooting your team every 6 months.
That’s why it’s so important to strike a balance between having enough space for your team to grow (that’s the goal isn’t it?!) while not paying for more space than you need. Flexibility is key here. Utilizing a flexible solution like PivotDesk is a great way to add spaces as you need them. And for companies that do decide to sign a lease, sharing unused space on PivotDesk can help offset costs.
9. Idealize the sublease.
People often think a sublease is the solution to fit all of their office space needs, but the reality is very different. Rather than act as a panacea, subleases often create more problems than they solve. You see, contrary to what many think, subleases aren’t necessarily faster, cheaper, easier or more flexible.
Here are some of our favorite subleasing misconceptions debunked:
– Subleasing isn’t always short-term. Subleasing means that you are taking over an existing standard lease from another tenant. Since most standard leases are long term, you’ll assume the remaining length of that lease for the period of the time stipulated in the lease. So, if a tenant has a 10-year lease and you move in during year 2, then you’ll have 8 years left on that lease.
– Subleasing isn’t always faster. Negotiating with one landlord takes time. Imagine negotiating with two. With a sublease you have to negotiate contracts with both the sublessor and the landlord who has the ultimate right of approval and no incentive to move fast since the sublessor is already on the hook for the rent.
– Subleasing isn’t always cheaper. The sublessor won’t automatically charge you the same rent they are paying. In fact, unless they have some extenuating circumstances or need to move out ASAP, you’ll likely pay market rate so the sublessor can make back some money on the deal.
– Subleasing isn’t within your control. The landlord’s agreement is with the original tenant and so contractually, they are not required to talk to the sublessee. Hence, all of your communication will go through the sublessor who will then contact the landlord on your behalf. It can be a giant game of telephone and a lot of things can be lost in time and translation.
Setting up a home for your business is an exciting time. It means you’re on a path to growth. Yet, getting caught up in the excitement and ignoring the risks can be dangerous. As we’ve seen from the recent collapse of several “Unicorns,” poor real estate decisions can spell ruin for even the most promising companies. When it comes to your business, trial and error is simply too risky. Luckily, learning from others can help us stay on track.
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