Growing from Start-up to Scale-up: The Best Ways You Can Support Your Employees — Arturo

Defining the Start-Up from a Human Capital Perspective:

Defining the Scale-Up from a Human Capital Perspective:

Best Practices to Support Your Employees as You Scale Up:

  • Tight Interview Process — Create timelines, make sure your hiring managers know what they’re responsible for, and communicate with all parties regularly (including candidates).
  • Bonus and Compensation Structures — Define what this looks like; share this with your employees from the start.
  • Education and Training — Start-ups run so fast and so hard at the beginning that you may not consider how you onboard new hires. Think about onboarding education and ongoing training for all employees and how to educate your current team; inform them about why and how these changes may affect them.
  • One-on-One Meetings — Formal or informal, creating a process for managers to continuously meet with employees is crucial.
  • Performance Reviews — These can happen quarterly or bi-annually. Either cadence is sufficient, just make sure you are consistent; they should not be a surprise to your employees. Employees should have an understanding of how they are doing at all times through constant communication and feedback loops.
  • Working with each functional leader to develop career paths.
  • Setting up clear career progression plans.
  • Defining clear metrics on how employees can get from A to B.
  • Creating internal training and professional development opportunities.
  • Offer equity options.
  • Offer bonus and compensation plans and share the “why” behind those plans with the team. Communicate the market value.
  • Offer consistent reinforcement behind the vision and explain how it all ties to the end game.
  • 30, 60, 90 Day Individual Plans — These individual plans align with the team goals. This helps leadership learn about any barriers. It also requires constant two-way communication with your employees to let them know what you’re doing with their feedback.
  • Informal Check-Ins — These are outside of regularly planned 1:1s and can be especially helpful for new team members. Find out how new employees are feeling, and make sure they feel comfortable and supported.
  • Set Up a Mentor Program — This is an opportunity for employees to meet cross-functionally in an inviting way that creates an environment for feedback. Getting this kind of feedback is why setting up mentors is really helpful. As Chief People Officer, I meet with the mentors at the 30-, 60-, and 90-day mark to intake their feedback.
  • Surveys — Whenever there’s a company-wide change, send a survey to all employees to help you understand how the changes are impacting them.
  • Create a Buddy System — Pair new hires with a colleague to help ensure everyone is up to speed and understands how the onboarding process is working.

Final Thoughts

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ARTURO IS A DEEP LEARNING SPIN-OUT FROM AMERICAN FAMILY INSURANCE FOCUSED ON DELIVERING HIGHLY ACCURATE MEASUREMENT AND PREDICTIVE PROPERTY DATA.

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ARTURO

ARTURO

ARTURO IS A DEEP LEARNING SPIN-OUT FROM AMERICAN FAMILY INSURANCE FOCUSED ON DELIVERING HIGHLY ACCURATE MEASUREMENT AND PREDICTIVE PROPERTY DATA.

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