Jose Herrera, CEO & cofounder, Hire Horatio CX.
Business growth in terms of clients, services or team members is a major achievement. However, with a larger-scale operation often comes more complex problems as well.
First, it’s important to understand the differences between growth and scaling. Per Harvard Business School, “Scaling involves a business growing revenue more quickly than its costs, [while] growth refers to the process of increasing revenues and resources at an even rate.” Scaling challenges can range from space issues to organizational issues like preserving company culture.
There’s no denying that, in business, the best way to go is up. As James Cash Penney, founder of JCPenney, famously said, “No company can afford not to move forward. It may be at the top of the heap today but at the bottom of the heap tomorrow if it doesn’t.”
However, there are ways to not only mitigate challenges when scaling your team but also reinvigorate your company values when going about this process. By providing a clear framework and having constant communication, you can reinspire current team members. And you can grow your team by attracting the right candidates. Here are a few ways to do just that:
Make Value-Based Hiring A Priority
According to a recent mission and culture survey from Glassdoor, 77% of workers say they consider a company’s culture before applying for a job. Conversely, employers strongly consider a candidate’s personality and traits to see if the applicant will not only meet job requirements but also align with the company and its core values.
Values-based hiring should remain a priority, especially as your business scales. As the Society for Human Resource Management states, “A candidate’s beliefs and values will drive his behavior.” These values can critically impact or contribute to your organization’s long-term success.
Values-based hiring delves into your potential employee’s ability to not only think strategically but to innovate. As your company grows, you want the people you hire to not only align with your team’s mission but to be able to think outside of the box. This will prompt even further success not just for the department but organizationally as well.
Define Culture In Terms Of Actions And Behavior
Equally important in scaling culture is to define values as observable behaviors or actions. This gives concrete examples for your team and will make your mission less abstract.
An example of this can be making a list within different departments of what helps your team communicate more effectively. Is it providing feedback? Deferring judgment? Engage and encourage team members to define what actions help them feel confident and help them do their best.
Maintain Employee Engagement And Enrichment
The employee experience should remain a top priority as you make the right hires and your team continues to scale. Seventy percent of employees surveyed in 2023 said they would change jobs if it meant greater fulfillment.
Remember to create opportunities for connection for your employees. You can even do this on-site. Green areas, recreational spaces and even on-site counselors are a wonderful way to keep your employees feeling appreciated and seen.
Beyond this, make sure your employees are given ample opportunities for personal and professional development. For example, you can provide access to higher education or create a mentorship program.
Closing Thoughts
When your company scales fast, there can be a multitude of challenges and often unforeseen growing pains organizationally, especially when it comes to keeping your team’s ethos and values in check. That said, through the strategies outlined above and active game plans, your company culture not only can remain intact but also evolve and advance to greater heights as you scale.
Let your company’s purpose be its North Star, and even as people grow and operations scale, let this help guide and inform decisions. Your team will appreciate it, and your values will reflect the steadfast planning in making culture and employee experience the heart of what you do.
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