Most employees of small companies feel happiness, but there are less than half of happy workers in large corporations. Moreover, one in three millennials would recommend a friend to go to work at a startup.
This forces the corporate world to look for the essence of the startup spirit and put it into practice in order to attract top talents, increase the involvement and the connectedness of the team.
So what are the key startup lessons big business should learn? Let’s discover together.
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Get A Comfortable Office
Despite the difficulties in the “office” issue that the Covid brought, an IT company needs a home. It’s good when everyone is comfortable in it. You can rent an office in Miami with a spacious bright room and an awesome view, but you also have to take care of the people.
For someone, the opportunity to have a healthy snack is important, for someone – to have a small sports workout or meditate in the library.
This is not just about benefits, with which large corporations have no problems, but about an individual approach. An HR specialist can find several options to show attention.
Often, the team members are united in interest groups: they want to learn English or do fitness. With this initiative, they contact HR, report on the conditions and the required budget. And startups usually try to find good deals at a discount to motivate and cheer the team up.
Apply Flexible Management
The best project development is carried out by a small group of motivated individuals led by a leader. He establishes the team, carry on the project, and serves as a spokesperson for the idea.
A startup’s spirit calls for adaptability, innovation, and a collaborative mindset. Because of this, the decision to start something is not made in isolation but rather as the outcome of a group debate. You can anticipate that everyone involved will attempt to contribute something unique while also supporting the project and understanding its importance to the business.
In each subdivision, a resource manager is still frequently present. He focuses on ongoing communication with frontline employees to ensure that everyone participating in internal or external initiatives has a personal growth plan.
Gather A Proactive Community
A startup presumes simple communication; it is hard to see two programmers who are fired up about the prospect of changing the world exchanging bureaucratic mail.
The organization shouldn’t permit an any-level-manager to lock the door and stop communicating with employees in order to maintain this level of contact and confidence.
In a period of expansion, it is crucial for firms to maintain an atmosphere of “open discussion.” This shows devotion and adaptability in a proactive manner. Otherwise, the company’s machine starts to eat employees names, and there is a chance that even the supporters who were there from the start would leave the business.
If the employees feel that they are merely a cog in the machine, they will likely work selfishly, focusing only on building their own skill set so they can later leave for a business with a better culture.
But when an employee feels valued, he will give the project and the business as a whole his all.
Grow With People
Two traditional approaches have been used to treat the “disease of businesses”. Giving the employee the option to switch the projects comes first. The second is to give access to the career elevator, giving the opportunity to study and advance in current initiatives.
The only condition is to make the promotion transparent for the team.
Organize Team Activities
There are tough project sprints, when a person can work 12+ hours a day the whole week. It is crucial that your team has time to unwind and simply chat with one another.
It is preferable to make it a part of the team’s traditions. It may be going on a nature excursion, enjoying pizza and beer after work, or buying board games and other “equipment” for a pastime together.
Joint activities are especially important if your team is young. It’s preferable for everyone to take a vacation together; this may make for an interesting HR narrative.
If the team is still working remotely, try online meetings, engaging seminars, workshops, give access to e-learning, streaming services and libraries. This is a great chance to show individual care for employees.
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In startups, there’re few employees, but they are extremely enthusiastic and passionate.
So, you may develop a start-up environment in large corporations since its elements have already been thoroughly researched, organized, and simple to use. This will enable you to appoint the best candidates, improve team bonds, and inspire you to achieve something truly great.
