Tips for Maintaining Team Unity in a Startup

In building a startup, one of the biggest challenges is keeping the team intact. Keeping employees comfortable for a long time is not easy. Especially if the employee has qualified talent so that he is targeted by many other companies with big lures. One or two employees in and out may not matter, but what if the number keeps going up? And with a faster tempo? Means something is wrong with management employees in your company.

If this happens to your startup, you should immediately do a thorough evaluation. Starting from the strategy to make employees comfortable, work culture in the company to the selection process for new employees. Discover new, better ways to manage your employees.

In a good work environment, there is usually a good relationship between employees and management. Being open to expressing opinions and arguing for an opinion can be another indicator. One of the best precautions for keeping your employees from leaving or leaving too soon is to make sure you hire those who can hold out better.

To make prospective employees sure before they apply make sure you provide detailed information on all your information channels about your company. Thus, only those who are truly interested will move on to the next stage. Apply and then interview.

It is in the interview process that you can assess the values ​​of sincerity and appropriateness of prospective employees. Besides skill set and their knowledge, ability and resistance to your company's environment becomes information that can be extracted. Make sure what you choose can make you both comfortable. Enjoy working in a team for long periods of time.

If you are a startup looking for a struggling team, chances are you will spend all day working or just communicating work issues. This might make your employees bored and bored. One of the things that can be done is to make the office atmosphere as comfortable as possible. Not only design but also the relationship between employees.

Creating an atmosphere in the office like a community might be one way to try. Equally learn, share, and remind. Communication. This method can let you know the problems they face. Either personally or as a team.

Another way to get employees to define their own (team or individual) metrics and results. This does not mean they are released at will. Rather let them assess their abilities to determine what they will achieve. Of course with your company outline. You can offer input when they've strayed too far, or offer encouragement if they're unsure.

You can also give awards according to the achievements they have achieved, even before they ask or ask. This can describe how much you care and value them. It is good for them to be able to evaluate themselves.

You also have to anticipate if there might be a wrong attitude with your employees. You should have a good talk if someone decides to resign. If the decision is unanimous, make sure you know the reasons. Why did they leave, is there something wrong with the communication or maybe their rights haven't been fulfilled. This can be input and repaired.