Start-ups are unique, particularly when it comes to talent and culture. The folks start-ups typically attract are creative, hard-working, and flexible. However, turnover can be a bigger issue for start-ups than for more established companies, due to burnout, rapid growth, and constant change. CEOs and Co-founders really need to focus on how to attract and retain the right people, particularly if they are running start-ups without an HR leader to guide them.
- Hire for fit first, and skills second. In a start-up environment, team dynamics are at the forefront. You’re probably crowded into a workspace that’s too small for your growing team, and your culture is likely a key reason why many of your employees joined the company. When hiring, you should be evaluating candidates for their compatibility with the team, before you select based on their skills. After all, skills can be taught but personality is hard to change. Consider hiring someone with a few less qualifications if they’ll be a better team fit than a more experienced candidate.
- Fine-tune your onboarding process. Since few (if any) startups have the luxury of a lengthy training period, your onboarding process is incredibly important! Make sure new employees are briefed about your company culture, values, and how you like to get things done. Give new hires plenty of early opportunities to engage with other members of the team.
- Provide a creative, transparent work environment for a happy staff. Fun and flexible work environments are a hallmark of start-ups, and your employees will expect nothing less. Demonstrate trust by allowing people to work from home, and responsibly get work done in their own way (Note: face time is a thing of the past). Host team lunches, happy hours, and other social events to help build personal relationships.
- Give your employees clear roles and responsibilities. Wearing multiple hats, which is common in startups, can cause confusion and frustration. Clear job descriptions and goals enable people to stay focused and move faster. This may sound bureaucratic, but clarity drives results. When the structure changes or people come and go, clarify responsibilities and ownership so things can continue to run smoothly.
- Never lose touch with the original reasons why you started your company, and why people joined you. For all the reasons not to join a start-up, there are so many reasons why people do. To keep your leadership team and tenured staff happy and engaged, don’t lose sight of the purpose, passion, and energy that led you start this company. They were surely attracted to your mission and culture, which is what got them excited to take your offer in the first place.
We offer everything a start-up needs for effective HR support, including consulting, leadership development, on-site and even phone support. Regardless of whether or not your start-up is ready to bring in some professional HR help, these five tips for start-ups without HR will help get you started on the right foot!
