Fabio Pezzato’s Post

Good Morning, LinkedIn community! 🌞 Today, I want to share some thoughts on an issue close to my heart: employee loyalty in startups. 🚀 In the whirlwind of startup culture, we often overlook a crucial element - our employees. Their dedication and hard work are the lifeblood of our ventures. But how do we ensure their loyalty? The answer lies in cultivating a sense of belonging. 👥💼 Here are three key steps: 1️⃣ Open Communication: Encourage transparency and dialogue at all levels, making every voice heard. 2️⃣ Shared Goals: Align individual goals with company objectives. This not only boosts performance but creates a shared vision. 3️⃣ Recognition and Reward: Acknowledge efforts regularly and reward achievements appropriately. By promoting these values within your startup environment, you can nurture an atmosphere where everyone feels they have a stake in the company's success. 🎯🏆 Remember - people don't just work for salaries; they strive for meaning and purpose in what they do. By fostering this sense of belonging among employees, you're building more than just a business; you're building a community that shares your passion for progress. hashtag #EmployeeLoyalty hashtag #StartUpCulture hashtag #SenseOfBelonging 💪🌟 Let's continue nurturing environments where innovation thrives because everyone feels valued! 💡✨ What strategies have worked well for your startups? Let's discuss below!

Embracing the Both/And Mindset 🌏💼 Life has a funny way of presenting us with opportunities and challenges that seem mutually exclusive. But what if we don’t have to choose? What if we can do both? Right now, I’m on a multi-week trip across Vietnam with my fiancée and her family, soaking in our rich culture and joy for her cousin’s wedding. At the same time, I’m diving deep into the Techstars Workforce Development Accelerator, preparing for the intense but rewarding Mentor Madness with a 13-hour time zone difference, and steering the ship at Flexspeak. Balancing these experiences isn’t easy, but it’s teaching me the power of “both/and” thinking (in comparison to "either/or" thinking). Instead of seeing my commitments as competing forces, I’m learning to integrate them. I’m growing personally through family and cultural experiences while accelerating professionally with the invaluable insights from Techstars and our mentors. I’m building connective tissue with my cofounder and ensuring that we do not compromise in delivering on our promise to our users amidst the chaos. Running a disability tech startup like Flexspeak demands this kind of flexibility and openness. We can’t afford to see the world in black and white. Our users, our team, and our mission thrive in the gray areas where diverse needs and ideas converge. Here’s to living in the both/and, embracing the chaos, and finding harmony in the hustle ⚖️ #BothAnd #StartupLife #Techstars #Travel #Flexspeak #Leadership #Balance #MentorMadness

💰Here's how to make anyone listen up & want IN on your thing: (quick storytime!🍿) A few years back, I realized my biggest career asset was my generalist skillset. But society told me that non-traditional, non-linear paths, were, well, non-valuable. Well to that I say: hard-disagree ✋🏽 For 2+ years we've been steadily & authentically creating spaces for generalist leaders to build, grow and monetize their skills in a post-AI world. Anyways, last night I had an opportunity someone who lives on a little Scottish island with 180 people doesn't get every day.... I pitched Generalist World to a soldout room of investors, buyers, and eco-system builders at a London Tech Week event organised by the phenomenal Foras at Shoreditch Exchange. The message was clear: the rules of work have changed, but nobody is teaching the new workforce how to be successful, adaptable, and resilient in this new era. Generalist World is the answer: an accelerator for the modern career. And the line that made everyone's ears perk up? 'We're profitable, we're growing fast, but sorry, you can't invest in us" 💅🏼 Unless you're shooting for the moon or developing something deeply technical... I think it's kinda sexy to bootstrap your way to profitability. I definitely felt like the odd duckling at London Tech Week for not raising, and instead focusing on slower, steady, sustained growth built on no-code solutions. My advice? Fall in love with a problem, keep the team lean & the product light, generate revenue, retain control, & focus on building helpful things that people adore. And then get a loudspeaker (in this case a mic..) and get comfy bragging. Let 'em know what you're doing the thing. That you can walk the walk. Prove that you don't *need* them. The best way to get someone to want your thing? Tell them they can't have it. Thoughts? Agree / disagree? #buildinpublic

⭕ It's Time to Ditch ❗ ⛓️➡️ The startup world thrives on agility and innovation.Handcuffing your team with a rigid work culture stifles the very spark that ignites a startup's success: Freedom!!!! Imagine a workplace where your ideas are celebrated, not stifled. Where you have the freedom to work when you're most productive, not chained to a rigid schedule.  Here are a few points why freedom at work wins and why it's a must: Why it's Must For An Employee: ✅ Become an Idea Machine: Micromanagement squashes creativity. Freedom to propose new ideas empowers you to solve problems and contribute to the company's success. ✅ Own Your Work & Take Pride: Feeling valued and trusted fosters a sense of ownership and motivation. You'll go the extra mile when your voice matters. ✅ Happiness & Motivation: Feeling valued and trusted is a game-changer. A workplace that grants freedom fosters a happier, more engaged workforce. ✅ Own Your Genius: When you have the freedom to work how you work best, you're naturally more productive and fulfilled. Early bird? Night owl? Embrace your strengths! ✅ Seek workplaces that empower you to thrive: Don't settle for a soul-sucking robot routine. Why it's Must For An Employer: ✅ Attract the Best Talent: Top talent craves an environment where their ideas are valued. A culture of freedom acts as a magnet for the brightest minds in your field. ✅ Innovation Takes Center Stage: Empowered employees become idea machines. This constant flow of fresh thinking keeps your startup ahead of the curve and the competition. ✅ Less Turnover, More Success: Happy, motivated employees are less likely to leave. A culture of freedom fosters loyalty and a strong team spirit, leading to long-term success. ✅ Motivation Takes Flight: Micromanagement is a morale killer. Freedom allows your team to own their work, take initiative, and feel passionate about the impact they make. Ps: Let's hear from the startup community!(positive or negative) experiences in the comments below.  Employees, how has freedom impacted your work?  Employers, what strategies have you used to empower your team? Did a company culture of freedom lead to a breakthrough moment for you? Let's get a conversation going! #workplacefreedom #startuplife #companyculture #futureofwork

We'll be hosting Scaling for Fulfillment: Tools to Avoid Burnout + Enjoy the Journey on June 4 during NY #TechWeek with tools from coaches Megan Hellerer and Dr. Barbara San-Roman for founders. Read more + sign up for the waitlist: https://lu.ma/d5kjoawr Hosted by current and exited founders with a hypothesis that balance (vs. overwork / hustle) will lead to better outcomes for our companies, ourselves, our teams, and our investors. At this limited capacity, speaker panel event, you will learn actionable tips and strategies to build without burnout from the career coach for Underfulfilled Overachievers, including AOC, and author of the forthcoming book, Directional Living: A Transformational Guide to Fulfillment in Work and Life, Megan Hellerer. Learn what works (and doesn’t) from exited and current founder Ali Kriegsman (Scent Lab, fmr Bulletin, Author How to Build a Goddammn Empire + New Motives Substack), founder Ann Wehren (IN-SEAM), and two time exited founder and Techstars MD Jordan Fliegel (Techstars NYC and Techstars Sports Accelerator) who will share their tactics (or how they avoid the pitfalls of hustle culture) to build differently and stay the course to massive outcomes. We have a responsibility to ourselves, our teams, and our investors to avoid burnout and enjoy the journey – in this session you will learn how to create sustainable work habits and environments for you + your teams. Learn how to: Focus your attention Say No Slow down to speed up Work with sprint seasons Avoid the perfectionism trap Deprogram from hustle culture Work at the intersection of success and fulfillment Limited capacity, guests subject to approval. Founders and builders will be prioritized. This event is a part of NY #TechWeek - a week of events hosted by VCs and startups to bring together the tech ecosystem a16z Tech Week www.tech-week.com

💔 Is Startup Culture Failing Its People? 💔 The recent discussions around toxic work environments in startups like Zepto raise an uncomfortable but necessary question: Are we, as founders, prioritizing growth over our people? 🔍 Key Concerns Highlighted: Unrealistic working hours: Meetings at 2 AM and workdays stretching beyond 14 hours are not signs of dedication; they’re red flags. High turnover of experienced talent: When senior employees avoid your culture, it’s a sign something’s deeply wrong. Unethical practices: From mismanaging customer data to fostering internal chaos, these issues erode trust and morale. Startups are supposed to be places of innovation, collaboration, and growth—not environments where employees burn out, feel undervalued, or are forced to compromise their well-being. 💡 What Founders Need to Reflect On: 1️⃣ Your team is your startup: No growth is sustainable if it comes at the cost of your people. Build a culture where employees are empowered, respected, and supported. 2️⃣ Long-term trust over short-term gains: Respecting employee well-being and customer trust is non-negotiable. 3️⃣ Lead by example: If the leadership doesn’t prioritize healthy work-life balance and ethical practices, why would anyone else? At Property Verse, we’re working to ensure our culture reflects our values—respect, empowerment, and transparency. Startups can succeed without exploiting their teams or customers. 💭 What are your thoughts on this? Let’s talk about how we can create healthier workplaces, together. #StartupCulture #LeadershipMatters #HealthyWorkplaces #ToxicWorkCulture #Propertyverse

Talent Byte: All, I'm back from the Easter break which involved extremely hands on parenting followed by basking in the sun. Feels good to be back to my normal routine rather than playing football all day with my 6 year old. Less than 5 weeks and we're back to that! This week, I've been thinking a lot about what makes a startup/scale ups successful in its initial years which leads to long term growth. 🌟 Embracing Trust and Transparency: Building Blocks of Startup Success 🌟 In the dynamic world of startups, success isn't just about groundbreaking ideas or cutting-edge technology—it's about the people who bring those ideas to life. Why are these values so crucial, especially in the startup landscape? 1️⃣ Fostering Innovation: Trust and transparency lay the groundwork for a culture where every team member feels empowered to share ideas, take risks, and innovate fearlessly. When people feel valued and heard, they're more likely to contribute their best work and push boundaries. 2️⃣ Driving Collaboration: In a startup environment, collaboration is key. When trust is abundant, teams can collaborate more effectively, break down silos, and work towards common goals. Transparent communication fosters a sense of unity and collective purpose, driving the startup forward as a cohesive unit. 3️⃣ Attracting Top Talent: Talented individuals are drawn to organisations where they feel valued and where their contributions make a difference. A culture of trust and transparency acts as a magnet for top talent, helping startups recruit and retain the best and brightest minds in the industry. 4️⃣ Navigating Challenges: Startups are no stranger to challenges and uncertainties. However, when trust and transparency are deeply embedded in the company culture, teams can navigate obstacles with resilience and agility. Open communication ensures that everyone is on the same page, allowing for swift problem-solving and adaptation. 5️⃣ Building Customer Loyalty: Trust isn't just important internally—it's also crucial for building strong relationships with customers. Transparent communication builds credibility and fosters trust with customers, ultimately leading to stronger loyalty and brand advocacy. Let's continue to champion trust and transparency, because when we trust each other and communicate openly, there's no limit to what we can achieve. 💪 #StartupCulture #TrustAndTransparency #Innovation #talentbyte #humanresources #culturechampions

**What happens when you eliminate job titles—does it boost creativity or create chaos?** In a world full of hierarchies and defined roles, ElevenLabs has taken a bold leap by removing job titles altogether. This radical shift is not just about rethinking company structure; it's an experiment aimed at fostering creativity, collaboration, and innovation in the workplace. Imagine a work environment where your contribution isn’t limited by predefined roles but rather driven by skills and passion! Could this model set new standards for how companies operate? By eliminating job titles, ElevenLabs aims to break down silos that often hinder communication and collaboration across teams. Without the constraints of formal labels like “manager” or “junior developer,” team members are encouraged to embrace fluidity in their work roles. This opens doors for individuals to step into different functions based on talent and interest rather than rigid definitions on a business card. The implications of such a move are profound—this approach challenges traditional corporate norms that have been deeply ingrained over decades. While some may argue that this could lead to confusion around lines of authority or responsibility, ElevenLabs believes that clarity derives from shared goals rather than hierarchy. In practice, employees have reported feeling empowered as they engage with various projects without being tethered to one specific label. They are more likely to collaborate from their strengths while drawing on diverse perspectives within the team. This strategy nurtures an adaptive environment where innovative ideas can flourish without fear of crossing departmental boundaries. However, eliminating job titles isn’t without its challenges—the learning curve involves redefining everyday interactions among staff members who may be accustomed to hierarchical distinctions in previous jobs. Will organizations outside of tech be able—or willing—to adopt such flexibility? Through this pioneering movement at ElevenLabs, other startups might begin considering whether similar shifts would facilitate their innovation culture too. Curious about accelerating your corporate innovation journey? Connect with startups eager to spark transformation! 🚀 Book a meeting today: https://lnkd.in/dFYwmbHq #Innovation #CompanyCulture #JobTitles #StartupLife #Collaboration #Creativity #Leadership #AgileWorkplace #WorkEnvironment #TechStartups Read more here: https://lnkd.in/d86WzVK7

🌟 The Crucial Role of Culture and Trust in Startups 🌟 In the fast-paced world of startups, two pillars can make or break your journey: Culture and Trust. Here’s why these elements are indispensable and what happens when they’re present—or absent. When Culture and Trust Are Present 🌱 Collaboration Thrives 🤝: A positive culture fosters teamwork, encouraging everyone to share ideas and work towards common goals. Innovation Flourishes 💡: Trust empowers team members to take risks and think creatively, driving innovation and progress. Employee Retention 🌟: Happy employees who trust their leaders and love their work environment are more likely to stay and grow with the company. Customer Confidence 👍: A strong internal culture radiates outward, building customer trust and loyalty. When Culture and Trust Are Absent 🚫 High Turnover 🔄: Lack of trust and a toxic culture lead to disengaged employees and high turnover rates, costing time and resources. Stifled Innovation 🛑: Fear and mistrust inhibit creativity, preventing the company from evolving and staying competitive. Low Morale 😔: Poor culture and trust issues result in low morale, reducing productivity and overall team spirit. Customer Distrust 👎: Negative internal dynamics often reflect externally, damaging customer relationships and brand reputation. Building a positive culture and fostering trust isn’t just a nice-to-have—it’s essential for your startup’s success. Invest in your people, cultivate a supportive environment, and watch your startup thrive! 🚀🌈 #StartupCulture #Trust #TeamWork #Innovation #EmployeeEngagement #BusinessSuccess

**What happens when you eliminate job titles—does it boost creativity or create chaos?** In a world full of hierarchies and defined roles, ElevenLabs has taken a bold leap by removing job titles altogether. This radical shift is not just about rethinking company structure; it's an experiment aimed at fostering creativity, collaboration, and innovation in the workplace. Imagine a work environment where your contribution isn’t limited by predefined roles but rather driven by skills and passion! Could this model set new standards for how companies operate? By eliminating job titles, ElevenLabs aims to break down silos that often hinder communication and collaboration across teams. Without the constraints of formal labels like “manager” or “junior developer,” team members are encouraged to embrace fluidity in their work roles. This opens doors for individuals to step into different functions based on talent and interest rather than rigid definitions on a business card. The implications of such a move are profound—this approach challenges traditional corporate norms that have been deeply ingrained over decades. While some may argue that this could lead to confusion around lines of authority or responsibility, ElevenLabs believes that clarity derives from shared goals rather than hierarchy. In practice, employees have reported feeling empowered as they engage with various projects without being tethered to one specific label. They are more likely to collaborate from their strengths while drawing on diverse perspectives within the team. This strategy nurtures an adaptive environment where innovative ideas can flourish without fear of crossing departmental boundaries. However, eliminating job titles isn’t without its challenges—the learning curve involves redefining everyday interactions among staff members who may be accustomed to hierarchical distinctions in previous jobs. Will organizations outside of tech be able—or willing—to adopt such flexibility? Through this pioneering movement at ElevenLabs, other startups might begin considering whether similar shifts would facilitate their innovation culture too. Curious about accelerating your corporate innovation journey? Connect with startups eager to spark transformation! 🚀 Book a meeting today: https://lnkd.in/dFYwmbHq #Innovation #CompanyCulture #JobTitles #StartupLife #Collaboration #Creativity #Leadership #AgileWorkplace #WorkEnvironment #TechStartups Read more here: https://lnkd.in/d86WzVK7