How do you keep your startup team together?

If you already have a team in place , a couple of things will make them stick on:- 1. When they have enough work on their plate and do something that they love to do 2. When they are a part of your bigger plan and see their distinctive role in that plan 3. When you keep a continuous dialogue open with them communicate with them and may be support them in their personal lives if they allow you to do so 4. The present generation loves to work hard play hard and party hard , make sure they do all of them 5. Keep a watch on boredom or cracks in the emotional bond with the company - act fast 6. Be passionate about your story and get them be passionate about it too I hope this helps

Prioritize clear communication and a shared vision, ensuring everyone is aligned with the company's goals. Additionally, foster a supportive culture that values each member's contributions and encourages continuous growth and collaboration.

Presenting your vision and a clear goal post, is key when you define the mission and values of your startup. In my humble journey being part of 3 startups, this is what I can share from my journey/ experience; 1- As a Founder you should be able to communicate your vision to get buy in from the people around you 2- You should start with presenting what the end result looks like and then work backwards to discuss how this milestone could be accomplished. 3- Define your WHYs, WHATs and HOWs - Critical element for any startups 4- Surround yourself with intelligent folks, build a culture of empathy and encouragement, show your team that you value their work, feedback and you are open for new ideas. 5- Train, Mentor and Lead from the front.

I agree that mission and values are important but aligning the team on the vision is far more important than mere collaboration on mission and values. If the team doesn’t believe in the vision and why they are building what they are building, there will be considerable gaps between teamwork, motivation and business goals and startups can’t afford those kinds of gaps in their initial stages.

Integrate your mission into the fabric of your startup by defining mission-driven Key Performance Indicators (KPIs). These KPIs should quantifiably measure progress toward fulfilling your mission.

Many founders feel they need to sell their startup and vision to persuade potential candidates to join their mission. However, most people don't fully understand how challenging it is to work at an early-stage startup. As a founder, I try to talk people out of joining our startup. If they are passionate enough about the mission, they will be the ones who convince you they want to join, not the other way around. These are the people you what on your team.

While shared vision and values are crucial, also embrace diversity within your team. Diverse perspectives, backgrounds, and experiences can spark innovation and provide fresh insights.

One of the fundamental reasons why startups fail, is when the founder/s take too much on themselves. The key to success is by hiring the right talent. You can teach everything but NOT the attitude. Be selective whom you surround yourself with. Hire people who know better than you and are good at what they do. Right person for the Right Job: Enlist team members with superior knowledge and skills. Mentorship and Training: Invest your time in mentoring and training to empower your team. Trust in Team Capabilities: Build an environment of trust, allowing your team members to shine. Lead by Example: Lead from the front, setting a precedent through your actions. Having the right talent in your bank can propel any startup to victory.

I agree that the team is the most valuable and important asset. But try not to give them the feeling that they are like other asset of the company. Give them all the things that are mention in the post not only in order the get back from them but because you see them as human beings. Leave the instrumental way of thinking by replacing it by see yours people as the propuse!

‘Fit’ is a maddening word. Unfortunately it’s so overused I have to still use it to resonate. Truly tell me what fit is. You’re telling me there are group of people out there I should only hire because they “fit” my org? PLEASE let’s remove this word from the vocabulary. I will hire for cultural ‘ADD’ any day. I want uncomfortable conversations and unique perspectives. I want raw direct feedback and to rattle. The beauty of life is that we’re all different. Cultural Add is the way it is. Otherwise, you’re selling me some nonsense because all those ‘fits’ won’t be there in 10 years either way.

Recognize that individuals may have different preferences for receiving feedback. Some may prefer public recognition, while others prefer private discussions. Some may thrive on constructive criticism, while others respond better to positive reinforcement

Feedback whether positive or negative is crucial for any team and/or business. Feedback loops should be constituted in a way that the recipient doesn't feel embarrassed or dejected. In my experience, a constructive feedback if its positive can be done publicly. And at times when you need to convey a negative one, do it in private. Communicate in a way that shows encouragement, guidance and direction to improve. Feedback loops are meant to address any gaps or improvements needed for the benefit of the business and equally so for the good of the receiving party i.e YOUR TEAM. Be empathetic, be true to your values, be honest and encourage your team to contribute and share their views/ opinions on how the situation could be improved.

Feedback is critical, no doubt. But it’s how you do it that’s the secrets sauce. Don’t get it twisted - and I mean it. If you’re stripping people down with 10 things I hate about you… that’s not feedback. Keep it tight — one positive and one constructive piece a week. Let them iterate and apply. And most of all, you need to be transparent from the start or they won’t trust you anyway!

When providing feedback, go beyond pointing out areas for improvement. Include actionable suggestions and growth pathways. Be transparent!

Here what not to do: ➖Micromanage - Overseeing every small detail can stifle creativity and initiative, leading to a demotivated team. ➖Ignore Feedback - Not listening to your team's ideas and concerns can lead to a disconnect and a lack of engagement. ➖Neglect Clear Communication - Failure to communicate goals, expectations, and changes clearly can create confusion and inefficiency. ➖Overwork the Team - Consistently demanding long hours and sacrificing work-life balance can lead to burnout and high turnover. ➖Underestimate the Need for Diversity - Lacking diversity in the team can result in a narrow perspective on problem-solving and innovation.

If you have answered the WHYs, WHATs and HOWs already and have hired the right talent, then getting them off the ground is much easier. Communication is KEY in any business let alone startups. This can foster a healthier work environment and dispel any gossips that may create negativity in the workplace. Have a regular touch base with your team, addressing any concerns they may have, listen attentively to new ideas, encourage feedback loops, trust your people and give them space to shine. This is why they were hired for in the first instance. In any business, IF your team stops sharing their ideas, thoughts and/or suggestions. This means they aren’t feeling appreciated, listened to and not motivated at all. This should be a RED flag.

tips for fostering collaboration and communication in your startup Create a culture of trust and respect. In order for people to be comfortable collaborating and sharing ideas, they need to feel like they are in a safe and supportive environment. Make sure that your team members feel valued and respected, and that they know they can speak up without fear of judgment. Use the right tools and platforms. There are a number of tools and platforms available that can help to facilitate teamwork and information sharing. Choose the tools that are right for your team and make sure that everyone is trained on how to use them.

Here things not to do: ➖Fail to Define Roles and Responsibilities - Without clear roles, there can be confusion, overlap, and gaps in responsibilities, leading to inefficiency. ➖Ignore the Importance of Company Culture - Neglecting to cultivate a positive and inclusive company culture can result in a toxic work environment. ➖Lack Transparency - Hiding information or not being open about the company's situation can erode trust. ➖Avoid Difficult Conversations - Not addressing issues, whether they are performance-related or interpersonal, can lead to bigger problems down the line.

A empresa precisa estar sempre em comunicação com os funcionários para evitar possíveis conflitos pessoais ou até a demissão de um funcionário desanimado em determinada função sim toda empresa tem problemas mais devemos sempre buscar soluções e um ambiente harmonioso para se trabalhar em equipe

A Leader wears multiple hats and has different roles to play, such as to be a mentor, recognising the value of learning from setbacks, and leading by example. A skilled leader dedicates effort in training team members before proficiently delegating responsibilities. These are the learnings from my personal journey when I stepped into the world of Hospitality. Be always available to provide guidance and support as and when required. Leaders, fundamentally, are mentors who possess the capacity to delegate authority and entrust their team with responsibilities. Let your team perform to their abilities and encourage them. Empower them to make decisions, they will only do this if you let them do it. Show respect and success will follow.

Communicate heavy with your team. Try to capture their work language as fast as you can. Quickly get over the hurdles and discuss them so it won’t build into resentment. Trust you team with small bites and see, notice, and encourage what they are good at.

empowering and challenging your team is essential for any startup. When team members feel empowered and challenged, they are more likely to be engaged and motivated. They are also more likely to come up with innovative solutions and achieve their goals. By empowering and challenging your startup team, you can create a more productive and innovative team that is more likely to achieve its goals.

➖Do Not Micromanage - Overseeing every small detail can stifle creativity and initiative, leading to a demotivated team. ➖Do not Ignore Feedback - Not listening to your team's ideas and concerns can lead to a disconnect and a lack of engagement. ➖Do not Neglect Clear Communication - Failure to communicate goals, expectations, and changes clearly can create confusion and inefficiency.

Ensure your new and growing team has direct input into goal setting and deciding on the early performance metrics & targets that will led to longer term success. Support and educate your start-up team becoming " ambassadors" for your new/young company. They have to understand the mission. products & services. It's easier if they see their input embeded Recruit, hire and reward enthusiastic talent

Small wins is a big leap towards the end goal. Success doesn't have to be measured in size, it should be celebrated. This gives encouragement to the wider team to perform even better. This also encourages a healthy competition that eventually has its own benefits. One of the learning I have is that whenever we had a challenge, impediment or a set-back, I used to organise team building activity. This allowed all of us to step back, take a breather and bond. This experimental approach brought wonders and quickly became a norm. This shows how every little helps and brings us closer to our eventual goal. Slowly but surely.

I once heard a CEO say that his main job was to ensure everyone's happiness. It sounded odd at first, but I got the point: happiness leads to better results. When you think about it, CEOs and partners often see results as the main goal, but for most employees, well-being comes from day-to-day experiences. So promoting happiness is about enjoying and acknowledge the journey. I don't agree with calling a company a family. Family is family; work is work. It's important to show your employees appreciation, but avoid labeling them as family – you don't fire a brother, but you might need to let go of an underperforming employee.

Come up with a Team Song - like the college bands play at football games. Let your Team suggest lyrics and play as the meetings end :)

A empresa precisa ser uma entidade acolhedora onde o funcionário se sinta feliz em estar trabalhando e exercendo o seu melhor um lugar a onde ele veja que é valorizado e respeitado

Here is one thing nobody talks about- don't be late to meetings with your team. Would you be late to Board meeting? An investor call? We know that you wouldn't. So why is it acceptable to be late for meetings with your own team? Being punctual shows respect for your team and their time. It also sets a professional standard and helps everyone stay on track and focused during the meeting. Plus, being consistently late can damage your reputation and credibility as a leader. Send out an email or message letting them know about the delay if it's unavoidable and apologize for any inconvenience it may cause.

I've found no one-size-fits-all all formula for team retention, However, here are three suggestions that has worked for me Foster Psychological Safety: Create an environment where your members can openly share ideas or concerns without fear. I encourage reporting mistakes early for collaborative problem-solving. Invest in Individual Growth: Despite budget constraints, facilitate affordable personal and professional growth opportunities for your team. This nurtures a culture where each member's unique contribution is valued. Adaptable Leadership: Be a flexible leader, adjusting your approach based on your team's dynamics, sometimes leading, sometimes stepping back to let others take the reins, and sometimes being a servant leader.

Don't see them as mere employees; treat them as co-founders. To build a stellar startup team, banish the term "employee" – those with an employee mindset won't give you the 24/7 dedication you need.😊 Show gratitude for their contributions, respect their ideas, grant them room for experimentation and execution. Share your vision and keep them informed through the ups and downs.🙌 Dream together and work tirelessly to realize it. Ensure they can clearly see their growth path and receive fair rewards. I follow these principles in my startup, and I'm proud to say I have an incredible team! 😍

Initially, I believed that managing every aspect of the business was my responsibility: overseeing operations, managing inventory, keeping an eye on labour costs, devising schedules, orchestrating kitchen operations, and cultivating new client relationships. Approximately one year into my endeavour, I decided to step back, reflect, and conduct a comprehensive analysis. This period of introspection led me to a new belief. To streamline and optimise my responsibilities, it was imperative to recruit individuals of superior expertise—individuals who possessed a wealth of knowledge, commitment, and a profound desire for learning. Subsequently, over the next six months, I re-invented my approach that brought amazing results for my startup.

Get your team to share your vision of the idea is key. Once you help them understand what you have in mind getting them to give their honest feedback and choosing which part of the problem they can solve will be the way to go...