Cultural challenges in growth of startup

Everyone from CEO to Executive should be aware & clear about the company’s goals and beliefs.Goals of a company keeps on changing as per the growth of the startup, example increasing customer base might be an initial goal of a company but now the goal has shifted to improving UI experience, but belief always stays the same, in fact, it should stay the same and that is what makes organizations different from each other. Belief: Employees first; Goal: Increasing customer outreach; Reality: Employees were asked to work for 20 hours to achieve the goal; Result: Frustration & negative work culture

The top management should lead their employees with an outstanding example of hard work and dedication. An executive or trainee interact more with his product managers & team managers than the CEO/Founder of the company, hence PMs and TMs should practice what they preach. If a team manager desires hard work from his team members, he should be ready to put in double efforts.

Everyone should be an expert in his/her work and should not depend on the founder for decision making, at the same time founder should trust employees and should avoid interfering & nagging.

Can be avoided by systematic & justified division of responsibilities.

Startups are unpredictable, with this comes the unwanted extra hours of labor. This can be avoided by systematic and strategic planning. If not five years at least month schedule should be made beforehand and properly communicated to the employees.

Software, hardware & infrastructure which are essentials & beneficial for the employees should be made available. There should not be any cost-cutting done in this area.

The success vs time graph of the start-up is not linear, but more of saw-tooth or sine wave, hence start-up should conduct activities which increases employee’s urge to prosper & loyalty to the company.

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