FOMO in the age of Bitcoin and Cryptocurrency

FOMO – Fear Of Missing Out. FOMO is a buzzphrase, but it accurately describes the behavior, motivations, and habits of this generation. We react, and do so out of a fear that opportunity will pass us by.

With cryptocurrency, it’s different. The FOMO is justified!

Bitcoin is at record highs. Ethereum has grown over 5000% this year alone. Many lesser-known coins such as DASH and IOTA have been backed by Fortune 500 organizations, including Microsoft and Fujitsu.

I’ve spoken with quite a few newly minted Cryptocurrency millionaires. They did their research, invested early, and made sure their “coins” were tucked in a secure wallet.

But with each gain, there are stories of scams, stolen funds, and ICOs that have become worthless before launch day. Education & risk management are key.

My advice: Educate yourself first, and invest when you are ready.

Digital cryptocurrencies are here to stay. Any delay in educating oneself will only lead to more FOMO, which may lead to fear, stress, and unwise investing habits.

If you don’t invest, I don’t blame you – the risk was outside your comfort zone. But if you don’t take the time to educate yourself about cryptocurrency, I guarantee you are going to feel left behind as cryptocurrency use becomes normal in day to day life.

Are you in?

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Serial entrepreneur & experienced investor. 25 years of professional expertise. Specialties: Business Strategy, Investment Banking, Business Valuations, IP & Patent Valuations, Technical Marketing

How to hire a remote team for your start-up

Utilizing the skills of a remote team can make a lot of sense for your startup. It’s usually a lot cheaper to hire freelancers who work from home, since you save on office space, bills and equipment. You also get access to the best talent anywhere in the world, because your team doesn’t have to live in the same city as you. These are just some of the reasons why start-ups hire a remote team far more than bigger companies.

If you’re looking to build a remote workforce – whether for full time employees, or just to access the skills of a couple of freelancers to fill out your team, the tips below should help.

Where to find them?

Placing ads for remote workers on the big job sites may not pay off – most people using those sites are looking for ‘regular’ jobs. Instead, head to sites like:
Flex Jobs
Remote OK
Skip the Drive
We Work Remotely
Go Remote
Posting your ad on these sites is usually free, allowing remote workers to find the job. You can also approach freelancers directly by searching for certain skills.

It’s also worth using LinkedIn’s basic search features to find people who may be interested in your remote working position.

What to look for

Now your ad’s live and you have applications coming in, what kind of traits do you want to look for in your new remote employees (besides evidence they have the specific skills you need)?

  • Good written communicator. Your remote employees need to be able to express themselves concisely yet clearly. You don’t want to wade through confusing emails, or deal with someone who offers one-word answers

Read our guide to negotiating over email for more tips

  • Motivated self-starter. You need to look for evidence that your new employee can manage themselves properly, without being constantly told what to do. If they’ve got remote working experience this might be enough. If not, ask for evidence of times they’ve worked well alone – perhaps during their studies
  • Trustworthy: you need to feel confident that your remote workers will stick to their contract and do the work you expect in the time allotted. When speaking to their previous employers, ask about times they’ve worked alone and their ability to do so

Set clear expectations

In a traditional office environment, it’s much easier to manage people face to face, using body language and verbal requests. Equally, misunderstandings can be cleared up a lot faster.

So, during the recruitment process for remote workers, you need to create job ads which are aligned with this. You need to make it super clear exactly what is expected of the remote worker – this means you avoid the risk of hiring someone who didn’t understand what you actually needed.