It is essential to ensure long-term goals and not to underestimate some secondary aspects.

Startups are evolving more and more thanks to the characteristics that distinguish them: dynamism, trial and error method, a model of business scalable and repeatable. But a company in its early years cannot function without the implementation of clear administrative procedures, strategic plans and regulations that stabilize it in the short term and make it productive in the long term.

Launching a start-up brings with it many risks (according to recent statistics, 60% of new businesses fail within three years, 20% within 12 months). For this reason, constant and accurate work, strategic planning and the ability to pursue lasting growth are essential. There are in fact many variables for which a startup may not take off. Among these, an ineffective recruiting strategy. Which, as reported by the Entrepreneur, is the real Achilles heel for startups: “23% of businesses fail because they don’t know how to choose the right resources for their team”.

Human resources and the organization of work models

The role of human resources in startups differs from that of large multinationals in terms of objectives and challenges. And since a startup has a different and well-defined structure and characteristics, their task must not be marginal. Here are some useful tips to start from:

  • In small businesses, it is crucial to immediately insert the right people, with the right skills, in the most suitable roles for them. Recruiters must take into consideration many factors: how well the candidate is in line with the company’s philosophy and culture, the ability and motivational drive to contribute to company growth, but also ensure adequate salaries commensurate with the amount of work and responsibilities. Without underestimating aspects such as company integration, the transmission of objectives, strategy and corporate values.

The Importance of Strategic Human Resource Management

Be careful not to establish a familiar and friendly atmosphere and not to be influenced by personal preferences. Productivity and results must always represent the basis in the recruiting and selection process.

  • Even when a startup has recently been launched, it is important to regulate the contracts of all employees in accordance with law, so as to build a stable and safe working climate. If you are developing technological or innovative products, remember to include non-disclosure and competition clauses in the contract.
  • Nurturing and developing the talent of your employees is essential. As Jobrapido CEO Rob Brouwer suggests: “We need to constantly push your employees to update and improve: although some people are happy to do the same tasks for a long time, others prefer to face ever new challenges and improve their skills ”.

Spurring and encouraging employees, in fact, increases job satisfaction and employee loyalty to the company. In the case of a startup, however, according to Rob Brouwer, it is more effective to choose an empowerment approach instead of a micro-management one. What does it mean? “That the culture and organization of start-ups should not follow a single model of achieving objectives for managers and team leaders. We must leave room for discussion, for different ideas and perspectives for everyone ”.

  • In a dynamic organization like that of startups, the importance of documentation and bureaucracy is often underestimated and neglected. This can lead, in the worst cases, to lawsuits harmful to the growth of the company. A human resources professional must therefore have the ability to manage this aspect in detail.
  • Use performance management tools for an accurate assessment of all employees. The results obtained will be valid ideas to encourage employees to grow and take responsibility. Creating a corporate culture that favors shared and constructive feedback allows employees to feel appreciated and valued.

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