I recently had the pleasure to partner up with Maki.vc and speak to their portfolio companies regarding Scaling People and Company Culture!
Here are some highlights of the discussion:
As companies scale, it's natural to scale people, but it doesn't always happen at the same pace. Not everyone who joins you at the early stage can keep up with the rapid growth. At different stages (Seed, Series A, Series B, etc.), startups need different types of talent. Generalists are essential at the early stages, but specialization becomes crucial as the business grows.
Key Takeaways:
- Give early employees the opportunity to grow, providing tools, mentorship, and an environment for honest discussions.
-Recognize when someone is better suited as an individual contributor (IC) rather than a manager.
-Don't avoid tough conversations when it's clear someone can't keep up with the growth.
People and Operations: The Right Balance
To ensure people can scale with the company, proper hiring practices and continuous feedback loops are essential. Founders must align with their teams, communicate goals, and avoid micromanaging. A common pitfall is founders holding onto early employees who can no longer meet the demands of the scaling business.
Advice for Founders:
-Have clear hiring plans, reference checks, and well-defined goals for employees.
-Use consistent 1-1s for feedback and guidance. Praise publicly and criticize privately.
-Over-communication is key to preparation, especially when planning for post funding rounds growth.
Building Company Culture
Company culture often feels abstract, but concrete steps can help build a strong, unified culture. Core values should be defined early and embedded in everything the company does. It's crucial for founders and leaders to lead by example, as the leadership team sets the tone for everyone else.
Tips for Creating a Positive Culture:
-Establish core values with early-stage employees for greater buy-in.
-Use rituals and ceremonies to reinforce the culture, like team-building events and regular retrospectives.
-Connect consequences with rituals to encourage desired behaviors.
Managing Growth and Retention
As startups scale, retaining and developing employees becomes as important as hiring them. Managing performance and addressing issues early is crucial for a healthy company culture. Founders should avoid over-indexing on loyalty to early team members if it hinders growth.
Best Practices for Performance Management:
-Develop a strong feedback loop with regular check-ins and performance reviews.
-Use development plans instead of strict PIPs (Performance Improvement Plans) to help employees improve.
-Ensure consistent communication across teams, especially in a hybrid work environment.
Originally published on LinkedIn