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Seven Culture Mistakes That Startups Make

Abstract from https://www.startups.co/articles

Every founder knows that culture is crucial to a startup’s success but there are seven common mistakes that startups make when creating their culture:

  1. You think culture just “happens.”

    Rather than waiting to define your culture, consciously shape your culture while you build your MVP. You don’t have to go on an expensive company retreat, or write an elaborate culture deck. It can be as simple as writing down five words that describe your culture and once a month, as a team, discussing whether they’re still appropriate.

  2. You only hire your friends.

    You need your team to work hard and make the right decisions, and the team has to believe in you and your vision . So it’s only natural to look for people from your existing network. This can be useful at first   but can quickly lead to trouble.  In order to avoid this, You can establish the rules of engagement early on.

  3. You think hiring more people means success.

    Protect team morale by tracking more accurate measures of success, and find ways to celebrate small wins regularly.

  4. You spend too much money on perks to compete with other startups.

    If you really want your team to do their best work, regardless of your compensation budget, give them meaningful work. Show them how their work is directly impacting the organization, and how the organization is making a difference in the world: give them a purpose.

  5. You overwork people in pursuit of the product.

    Signing up for a startup is a commitment; long hours and outrageous goals are part of the bargain. But push too hard, and you’ll flare out. To prevent burnout, hold regular check-ins with your team to help them manage workload and stress levels. Don’t spend some long nights and weekends at the office, it can’t be a cultural norm.

  6. You don’t fire jerks because they’re smart.

    The best way to avoid the problem that someone worked with an executive whose attitude turned the rest of the team against him, is to carefully screen for jerks during the interview process, listening for self-centered answers and trash talking past employers.

  7. You believe the rules don’t apply to you.

    Pushing the limits is a great way to get new customers and attract attention… until it isn’t. Before you even think about lawyering up, sit down with your founders and determine your company values. What’s most important to your team?

There is an iterative process called Team Design helps teams reach higher levels of performance and engagement:

  • Identify a practice or belief that could be better
  • Develop a few prototypes
  • Hold a retrospective

More details at – https://www.startups.co/articles

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