Brendan Candon’s Post

The CEO of a $4 billion public company said the hardest part about scaling a business is maintaining culture Here are the solutions he found: Aaron Levie @levie, founder & CEO of Box, said that one of his biggest challenges was maintaining culture & hiring standards while growing fast The temptation is to hire quickly and ignore culture fit "We can fix culture later" managers tell themselves Unfortunately, that doesn't work Your culture is eroded immediately by letting non-culture fits into the company at all Levie said that CEOs tend to drop off from the hiring process as the company grows This makes the problem worse Managers are tasked with solving urgent problems quickly That means hiring *anyone* who can solve that specific problem Usually, that person isn't a great culture fit and may not fit the standards originally laid out by the CEO But because dozens of problems need to be urgently solved, dozens of people are rushed through the hiring process The solution: Centralize hiring. Make sure everyone, regardless of role, is evaluated on the same core criteria. This helps to make sure “desperation hires" don't sneak through. The 10 Test For anyone you hire, would you also want them to be in the first 10 people of your company? Even if you’re hiring the 400th employee, would you have wanted that person to be in your original team of 10? "There's no reason you ever have to relax your standards." Maintaining your culture is critical as you grow Your business might be scaling, but is your culture scaling? To scale your culture, you have to be just as intentional as you would with marketing copy or sales processes. You need to make sure every new employee understands the core tenants of your culture. And you need to constantly correct behavior that doesn't align. Aaron gave an example of a junior employee being afraid to correct a manager's mistake But that's the exact opposite of what Box's culture was supposed to be! Employees were supposed to freely communicate, regardless of hierarchy "You want data and information flow up. Decisions should flow down. If employees expect to be punished for sharing information up the hierarchy, the decisions that flow down will be less informed." As a company scales, you'll start to see all sorts of actions that are inconsistent with the intended culture. The CEO must be the Chief Culture Officer if you intend for your original company culture to survive Here's a piece that summarizes Aaron's talk on this subject: https://lnkd.in/d9XuYUfe

As a start-up founder, what’s the most important factor that determines success? Easy. It’s who you hire. And as well as helping you build something worthwhile, hiring great people is also the best way to ensure you enjoy the journey. As someone who is endlessly curious, I love the stimulation and challenge of working with brilliant people. That matters because - while success is never assured - it is certain that the route there will be bumpy. The first few hires are especially critical. You can think about it as a numbers game. If you’re on your own, the first person you work with is going to determine 50% of your company’s culture. By the time you’re a large team, while who you bring in still matters, each marginal joiner represents a far smaller proportion of the total. Plus many of the artefacts and shared experiences which shape your culture have already been established. In that sense, culture is path-dependent. Indeed, I find it helpful to think of every HR decision you make as an employer – who you hire, how you treat people, who you promote, when you reward – as setting a precedent. Get those little decisions right, and more than just building products, you’re building a culture that will outlast you, that will allow the whole to be far more than the sum of its parts. My advice for founders therefore is to focus relentlessly on hiring the right people, and nurturing a truly great company culture. If people enjoy spending time with their colleagues, if they're challenged and stimulated, if they feel they're surrounded by able, motivated and driven people, they will do their best work. Fellow founders, what are your best tactics for hiring great people?

Drawing in and holding onto exceptional talent requires nurturing an atmosphere where employees truly feel valued, where their efforts carry weight and impact. This is where the essence of company culture comes into play. Culture is intentional - as a leader you choose to define what your long-term organizational culture looks like. The character of your organization is molded by its values, norms, and behaviors. Whether it's a traditional financial institution or a tech startup, each company has its distinct culture, shaped by its leadership, core values, and overarching objectives. The first step in cultivating a healthy company culture is defining your core values. These values serve as the foundation upon which your culture thrives. You should engage with your team to brainstorm and identify what matters most to your organization. Hiring individuals who align with your company culture is crucial. While diversity is essential for growth and innovation, cultural fit ensures cohesion within your team. Look for qualities like collaborative spirit and emotional intelligence, avoiding individuals whose values might not align with your organization. Tracking the use of core values through metrics and KPIs keeps the team motivated and engaged. Regularly sharing progress updates fosters a culture where values are not just words on a page but guiding principles in action. Investing in your company's culture is an investment in its future. A healthy culture not only attracts top talent but also nourishes a peaceful and productive workplace. #WilbertoTorres #Hiring #Staffing

A new hire can often surprise you. Here's the scene: Your company hires a low-level employee to free up time for high performers to do what they do best. All of a sudden, out of nowhere, this new entry-level employee starts excelling in all areas, not just the job your company hired them to do. It happens more often than you think. Bring in anyone to a culture of high-performing employees, and everyone gets lifted. Here's how to create that culture of high performers that helps everyone find their A-game. #culture #highperformers #motivation #MotivationCode #MCode #WhatsYourMCode #DiscoverYourMCode #GetMotivated https://lnkd.in/d_s_AV6S

Scaling a team quickly is a critical yet challenging endeavor for any organization, particularly in the fast-paced and competitive business environment. This process involves more than merely increasing headcount; it requires careful planning, strategic hiring, and ensuring the new members integrate seamlessly into the existing company culture. Here are some key challenges associated with scaling a team rapidly Finding the Right Talent: One of the primary hurdles in scaling a team quickly is sourcing and attracting the right talent. The urgency to fill positions can sometimes lead to hasty hiring decisions, which might result in onboarding individuals who are not the perfect fit for the company's culture or the specific role. This can lead to decreased productivity and increased turnover rates, ultimately messing up the growth objectives Maintaining Company Culture: As the team expands, maintaining the original company culture becomes increasingly difficult. Each new hire brings their own set of values, attitudes, and behaviors, which can dilute the established culture if not managed properly. It's essential to have a robust onboarding process that clearly communicates the company's vision, mission, and values to ensure cultural alignment Ensuring Effective Communication: With a larger team, communication channels can become convoluted, leading to misunderstandings and inefficiencies. It is crucial to implement effective communication strategies and tools that facilitate clear and consistent information flow across the organization. Regular meetings, updates, and feedback sessions can help in maintaining transparency and cohesion among team members Providing Adequate Training and Support: New hires need time to ramp up and get accustomed to their roles and responsibilities. Rapid scaling can strain the resources available for training and support, impacting the performance and morale of both new and existing employees. Investing in comprehensive training programs and mentorship initiatives can help mitigate this challenge Managing Workload and Stress: An expanding team often means an increase in workload for managers and existing employees, who might need to spend additional time on training and support activities. This can lead to burnout and decreased productivity if not managed properly. It is essential to balance the workload and ensure that employees have access to the necessary resources and support In conclusion, while scaling a team quickly is essential for growth, it comes with its set of challenges that need to be addressed strategically By focusing on thoughtful hiring, maintaining culture, ensuring effective communication, providing adequate training, and managing workload, organizations can successfully navigate the complexities of rapid team expansion #ScalingChallenges #TeamGrowth #StrategicHiring #CompanyCulture #EffectiveCommunication #TalentAcquisition #OnboardingSuccess #EmployeeSupport #WorkloadManagement #BusinessGrowth

Building a strong team isn't easy. But it's crucial for success. Want to know how to create a team that truly aligns with your company's values and goals? Many leaders struggle with this. They hire based on skills alone, forgetting about cultural fit. → Smart leaders focus on both skills AND values. We often face challenges like: 🌟 High turnover rates 🌟 Team conflicts 🌟 Misaligned objectives 🌟 Poor communication 🌟 Lack of motivation But here's what I've learned in my journey: A team that shares your values is more productive and engaged. If you want to thrive in today's competitive market, you can't ignore the importance of team alignment. Here are my "ABC" steps for building a strong, aligned team: A: Assess your company values and goals clearly B: Build a hiring process that screens for cultural fit C: Create an onboarding program that reinforces your values For me, implementing these steps was initially daunting. But I knew it was key to unlocking unprecedented growth. I had to ABC - assess our values, build a better hiring process, and create a strong onboarding program. 🔮 It's not just about finding skilled workers; it's about finding the right fit. The results? → Increased productivity → Better team cohesion → Lower turnover rates → Improved company culture Ready to transform your team? Let's chat! I'm offering a coffee consultation to help your company start building a stronger, more aligned team, hiring the best. Don't miss this chance to take your company to the next level. I’m Maddy, your best hiring solutions. #brandbuildertalents LinkedIn News Asia Book your slot today with me. Remember, a strong team is the foundation of a successful business. Start building yours today!

Managing top talent isn’t about oversight—it's about empowerment. To truly harness the potential of your A players, the strategy is straightforward: 1️⃣Hire Smart: Start with the right hires—individuals who not only have the skills but also share your company's mission and vision. 2️⃣Onboard with Purpose: Effective onboarding is critical. Set clear goals and provide the necessary tools to integrate A players into your team seamlessly. 3️⃣Give Space to Grow: Once they're settled, step back. High performers excel when they have the freedom to innovate and explore. 4️⃣Maintain Standards: Ensure your environment is one where A players can thrive by not tolerating underperformance that can drag the team's morale and productivity down. 5️⃣Coach and Reward: Provide periodic coaching and fair compensation. This not only supports their growth but also reinforces their value to the team. 6️⃣ Challenge them with goals that stretch their capabilities and align with the company's larger purpose. By focusing on these areas, you create an ecosystem where top talent not only stays but thrives. What's your strategy for keeping your best performers engaged and driven? Want more A-players on your team? DM me! #peopleops #hiring

Have you ever wondered what makes a truly exceptional employee? Bill Gates once revealed a startling insight: an A-level programmer can be worth 10,000 times more than a B or C-level programmer. This isn’t just a theory. A groundbreaking study in 1968 brought nine programmers into a room and handed them identical tasks. The expectation? The best might be two or three times more efficient. The reality? The top performers were 25 times faster and more productive than their peers! Imagine the impact on your business if you could find and nurture talent like that. Gates’ philosophy reminds us that investing in top talent isn’t just beneficial, it’s transformational. What do you think? How do you identify and retain your A-level team members?

Achieving a strong company culture isn't just a buzzword—it's a necessity for anyone looking to scale a successful startup. My goal was to mold a vibrant culture that resonates with our core values at Quuu, while ensuring we gather a high-performing team. First, I zeroed in on our core "Why," drafting a clear, concise philosophy that embodies our values and aspirations. It wasn’t an overnight fix, but defining this aspect guided every hiring decision moving forward. As we expanded, I realized that maintaining our culture is more about actions than comforting office perks. Monthly surveys and open forums ensured that every voice was heard, paving the way to continuously align our operations with our values, sparking authentic employee engagement. The outcome? Increased performance and a team that thrives on collaboration and innovation. We saw morale soar and turnover rates drop. What worked well was the committed approach to transparency—keeping everyone on the same page. However, one aspect that could be improved is how we celebrate our wins. Regular recognition needs to be more systematic to foster that connection. For anyone looking to build a solid culture, start with the "Why," communicate that consistently, and make it part of your day-to-day operations. The ethos you create directly influences everything from job satisfaction to productivity, so start paying attention. There's no magic bullet—it’s all about the long game. And if you need insights in bite-sized doses, check out my newsletter, 5 Minute Founders.