<<š„Scale Up Stage
š£Start Up Stage>>
The company has sound revenue growth and is probably focused on market expansion. Operational efficiency is likely a big topic to ensure company objectives can be met with as little friction as possible. Therefore more intense focus on tools and infrastructure to enable the workforce to do what they do better.
Culture
- Purpose and identity are clear
- Well thought out culture strategy
- Clear incentive structure
If you miss this
- Likelihood of culture-service offering/product misfit
- No sense of meaning to the job
Way of Working
- Holistic problem solving that accounts for underlying behavioural issues
- Respond to market changes
If you miss this
- Implementing theoretical solutions that achieve only partial results
- Unable to attract talent
People
- Nurturing leadership qualities
- Development opportunities and growth at all levels
- Clear career path
If you miss this
- Unable to compete with other companies
- Cannot retain key employees with growth mindset
- Lack of inter-personal feedback channels
Some starting stepsā¦
- Use the FOCUS method when conducting performance reviews. Use it also as a bottom up technique to inform what structural changes the organisation needs to make to support people development
- Differentiate between Subject Matter Experts and People Leaders. Train and nurture both
- Encourage and facilitate both internal and external engagement at all levels of the organisation (ie. internal employee lead initiatives, and outward facing employee lead initiatives)
- Map out what career progression looks like within the organisation