How can you define your startup culture?
Well! Let’s try to have an idea of it first. Startup Culture is the combination of various core ideas and beliefs, behaviours, shared ethics and values, and norms. These attributes define the work in a group we call a company. The visible features of culture include the office setup, stories and emotions, ceremonies, labels, occasions, attires, and layouts of an office. But the foundations of a culture are beliefs and assumptions underlying the work of the firm. Culture is learnt in a venture from events, attention, observation, measures, and controls.
Starting a new startup is challenging and exciting. The young entrepreneurs put a majority of their attention to making successful their venture. They aim for ventures, technologies, and innovations that to bring changes to the world.
There ain’t no space for them to worry about the right culture for their firms. In most cases, the company’s culture adapt to the styles and personalities of the founders. Although there is nothing wrong with that, it can still make a hole in the growth when the venture succeeds.
This culture can hinder when the firm grows out of the startup phase to be successful and established. Because the startup culture influences the interested candidates that the company attracts.
If the culture is set in a limiting way, the company struggles to get the varied candidate outside its core that has to work as a business.
The culture that a company maintains isn’t adapted in just days or weeks. It takes months and years to develop a culture. So one must start the culture right from the beginning to be able to maintain it.
Many rising entrepreneurs make a common mistake. They overlook the good features that larger companies do to bring success. It’s perhaps wise to meticulously check all elements of an already established environment. Try to implement them in your startup ventures.
Here are a few ideas on how to set the right culture for any new venture;
Be dedicated to determining the work culture and the image you want to project towards your people.
Being the founder, starter or CEO of the firm, don’t dictate or bark orders on your subordinates. Rather try to be empathetic and complacent towards Your employees
Don’t ignore the welfare and well-being of your employees. Spend some time to chalk out the principles and objectives of the company.
Consider the views of your employees in defining the culture of the company.
It’s not possible for a company to figure out what type of culture it has to follow in one night. It takes days and weeks of trial and error and observation to sort out what is right or wrong for the company. But at the end of the day culture is the key to the success of a company in the long run.