One just can’t do justice to the phenomenonal way in which the Mexican wave unites, excites and invigorates spectators into producing such a visually stimulating spectacle! We have a lot to learn and apply to organizational behaviour from the Mexican wave. Think about the last time you were at a stadium and were part of a Mexican wave. Think of each aspect – from the typical lull before someone starts the wave, how others around the initiators pick up on it, how it travels through an entire crowd with remarkable coordination, how nice it looks when you see the wave travel and how it leaves such a large mass of people so invigorated. Is your startup doing this Mexican wave?
It is by constantly up-skilling employees that they will grow and add more value. But investing huge amounts of time and money into employee learning is often not feasible for early stage startups. Then again, does L&D have to be a time & money sucking monster that corporate P&L statements may seem to suggest?
Most companies do a terrible job of onboarding new employees, period. We all, especially startups, want the new joinee to be up and running right away but we just don’t invest in enabling this to happen. A successful onboarding should not only reinforce to the employee that they made the right choice but also positions them for success in the new job… Here are 5 tips for effectively onboarding new employees.
Almost all startups have their star performers – the ones who combine their efficiency at work with dedication for the company and passion for the job. Most employees lie somewhere on the spectrum of medium to high performance and medium to high commitment. Then, however there are those who just don’t make the mark… Here are 3 issues to explore and tips on dealing with them.
Managing employee performance at a startup can be hugely challenging but highly critical. A study conducted by WorldatWork found that, ~60% of respondents rated their performance management systems as “C Grade or below.” So if large corporates also struggle with performance management, is it a lost cause for startups? No – startups can actually do it better! Here are 5 tips to better performance management at startups.
For startups, ditch the bonus plans and create more non cash awards, while using equity smartly. Financial incentives work for mechanical or completely rules based tasks. When tasks require some thinking/ cognitive skills, incentives work the other way round. The real motivators for cognitive tasks in dynamic environments are Autonomy, Mastery & Purpose. Non cash awards can capture employees’ imaginations better than cash—thereby motivating them to increase performance. The biggest advantage of giving equity at a startup is to create a sense of ownership.
Should all employees at your early stage startup be at the same organizational level? Who should be designated as a VP and how do you show employees a sense of career progression? How do you decide how much to pay the new hire? And what salary increments to give to your existing team?
Children’s birthday parties are already becoming a serious business opportunity for many. Let’s start with India’s population of 1.2 billion. At 30% urban population, this comes to 360 million. 30% is in the age-group of 0-14 years, which brings us to a potential 108 million children’s birthday parties in urban India every year
Recruiting good people into your team is just the first talent management hurdle that you have to cross as a startup entrepreneur. After this comes the Herculean task of motivating and retaining your team. If you thought that this is just about keeping employees ‘satisfied’ then you have a lot to think about. HR experts today talk about engagement as a much larger concept than satisfaction or retention. Engagement brings together three vital aspects:
It really pains when an employee puts in the papers; more so if that employee has been a high performer. For startups, such employee exits could be devastating as it is challenging enough to hire good people in the first place. In lean startup teams, backups are rare and succession planning, a luxuries. Key exits could also de-motivate the rest of the team. And heaven help you if the employee was working on some critical project…