Growing Pains: How a Business Can Expand While Keeping the Startup Spirit

by Konstantin Demishev

Why does the spirit of a startup disappear when a company starts rapid growth? When scaling, a business faces the risk of becoming sluggish and overregulated. It is crucial not to lose enthusiasm when growing. To achieve this, it is vital to keep the engagement of employees at the highest possible level.

Employee engagement is the physical, emotional, and intellectual state that motivates employees to do their best at work. Some time ago, employers were sure that the average salary, good working conditions, and timely payment guaranteed employee engagement in the work process.

Now the realities are entirely different. Most of the employees are new generations with different worldviews and life positions. They are born with an entrepreneurial streak. They want a partnership. They want an employer to be not just a leader but a mentor. They need to develop in the company and get help to achieve their professional and personal goals.

What are the benefits of employee engagement?

The company achieves more significant results with the same human resources

Engaged employees work with maximum efficiency. They care about the company’s business. They do not have a standard work model “I work from 9 to 6, and I don’t care about the rest.” The engaged specialists see mistakes, try to fix them, and, in general, worry about the company’s fate.

Employees wish to work with maximum efficiency

Engaged employees do not need to be constantly motivated. If you think of the workflow as a boat, they take the lead and row themselves forward. They understand the work direction, and they need a little help.

Employees perceive changes and innovations more quickly

For a better perception of changes by employees, management usually starts training them. Of course, it helps. Still, with the high level of engagement, the employee understands why changes are taking place in the company and why they are needed even without training.

Significantly increases the level of positive emotional background in the team

Employees communicate more easily with each other, and they have no time to gossip or get distracted. There is a positive working atmosphere in the engaged team, and there are no conflict situations.

Why do large companies lose employees’ engagement?

According to Gallup analytics, the US is losing billions of dollars each year due to low employee engagement. Companies do not receive additional profit because employees do not give their best and work with less efficiency.

While growing, the company faces decreased employee engagement due to a lack of proper communication. In such a situation, the link “I am part of the team” weakens as the team becomes larger, and communication between employees decreases. This may also be a consequence of the growing popularity of remote work.

Also, managers see less and devote less time to employees. They may skip motivational activities. To keep abreast of employees’ effectiveness and their tasks, they need to think of taking more and more motivational measures.

How do companies manage human resources?

Companies usually use HRM systems to manage their personnel. The HRM system works with all HR processes in the company, such as the search and selection of new employees, their adaptation, training, payroll, etc.

The functions of the HRM system include:

  • document flow;
  • adaptation of beginners;
  • employee surveys;
  • data collection and analytics;
  • calculation of wages and bonuses;
  • reducing the costs associated with the departure or dismissal of employees;
  • setting goals and critical tasks.

Usually, HRM solutions are made for the benefit of management. They help to control employees. This leads to employees losing motivation, as they feel less valued.

Is there room for improvement in human resources management?

Adopting the Employee Relationship Management (ERM) platform is a way to prevent employees from feeling that they are being used as tools and keep them from losing motivation. ERMs, such as Audra, keep all the necessary functions from the usual HRM platforms and bring something new: orientation on the employee’s personal and professional development.

ERM functionality includes:

  • standardize operations such as managing employee records and their assets;
  • create and manage employee growth plans and their performance;
  • build intercompany and interpersonal communication;
  • help managers work with their team effectively by using their behavioristic profile and motivational model.

The distinguishing feature of the ERM platform is the possibility of evaluating personnel comprehensively, behaviorally, and motivationally. This allows the company to get to know the employee better and build a good relationship with them. The result is an environment where employees strive to grow professionally by setting and tracking progress towards their individual and collective goals. In other words, the engagement is huge. These are the ways for businesses to save the high growing tempo.

Audra platform also has all the necessary functions: helps the company organize the pipeline of vacancies and prioritize them, and standardize operations such as managing employee records and their assets.

Sometimes businesses distribute these tasks across multiple platforms. The reasons for this can be different: from habit and tradition to saving money. Such an approach can hinder the achievement of business goals, as data stored in various systems is difficult to consolidate. To improve business performance, all data must work together. Only in this way will the manager be able to see the complete picture of the situation in the company. Audra is the ultimate platform that combines all the necessary features.

Even in large companies, it is possible to keep the startup’s level of enthusiasm if you pay enough attention to the people you work with and their communication. Luckily, there’s a way to make it easier with Audra’s platform.