In the last few blogs, I was talking about the responsibilities that you have as an entrepreneur. However, entrepreneurs solely cannot run a company. There are many factors that drive the business ahead. Of course, as a leader, you must know what are those attributes that help you go further with your goals. *Goals! Remember your goals for the company are not only yours, they belong to your employees as well* Identify those attributes and their roles, know where they fit in and their potentials. Hire people for their passion and commitment first, experience second and credentials third. There’s no shortage of CVs out there, but find those who have the same interest as yours. Ask them the right questions: What do you love the most about your chosen career? What course interested you in school? What’s your motivation? What do you expect from your career? Have an idea of what your potential employee believes in! As you choose the right employees, meet them, sit with them to discuss what is going well and what isn’t. It’s important to note your success, but it’s as important to analyze your weakness and losses at the same time. It takes a rich workplace culture to identify when things go around well and resolve the issues. Communication does not just mean talking, but also equally stress upon listening. A fertile culture grows around people who listen to what happens beyond the walls. What is trending in the market? What developments are going on, which can or cannot affect us? What does the target audience prefer? *Employees are a part of the same audience* Traditional workplace fashion is just so mainstream and monotonous. Take a step ahead of the changing world and be the change you expect.
The only thing that a startup usually focuses on its survival. Many founders struggle and thus fail to find the time to define the culture they aspire to follow! You set one for yourself or not, a culture exists at all times. Culture drives the value of the business but if non-defined, creates negation in the smooth working environment. So why allow an uncontrolled negative culture to take over the attitudes of the employees when you can set a rightly motivated one? Make sure the culture you are trying to define is a winning one with these pointers! 1. Decide upon the core values Every company needs some core values, values that make the company what it is. So decide it earlier, when a startup is still in its infancy, as to what kind of company you want to become. Do you want to become like IBM or Google, and what values will help you get there. Understand those values then communicate and incorporate them. And uphold those values in everything you do, from the interaction with your client to enjoying a coffee break. 2. Find the purpose No, I am not talking about the ‘make a loads of money’ or ‘create the greatest product’ I am talking about the ultimate purpose of why you are doing, what you are doing. So if you are a digital marketing company, your purpose can be of helping people and businesses to expand their ventures through digital tools. Communicate the purpose with every employee, employees are far happier and satisfied with their jobs when they are working at a purpose-driven company. 3. Keep it in check Culture is not something that you work on once and then forget about it. It’s an always ongoing process that requires a lot of patience and persistence. You will need to keep it in check all the time. One bad apple can have a significant bad influence if you let it. Especially when you are hiring, hire for value fit. Make sure that the person you are hiring is capable of keeping up with the culture that you have spent a lot of time and energy building. 4. Be a little loose, but not sloppy Okay, so it’s a startup and it should look and feel like one, you don’t need to go all corporate. But loose doesn’t mean sloppy. A little fun never harms anybody, as long as the work gets done. Startups work out best when there are lesser formal processes without compromising accountability. Thanks for reading.