CULTUREH O W T O M A I N T A I N Y O U R S T A R T U P

SHERRIE SUSKI

SUCCESS=GROWTHThe objective of

establishing a business is to

become successful; with

success comes growth.

Consequently, at some

point, a startup is no longer

a startup.

GROWINGPAINSWhile this transition is

something to be proud of,

there is something magical

about the culture

developed in the startup

stage, which many are

hesitant to give up.

ADJUSTINGIf your company is one in a

period of transition,

worried about how to

maintain the culture that

defines your organization,

check out the following

slides for inspiration.

C O M P A N Y . C O M

P A C E H I R I N GHire small groups at a time and do it slowly.

This will give each new team member a chance

to acclimate to the company's way of doing

things, and it allows the company to adjust as

more people are brought on, which creates a

new dynamic over time.

C O M P A N Y . C O M

B E P I C K YWhen hiring, assess whether or not your

prospects fit into the culture of your company.

Ask questions about their idea of a startup

environment, their work with teams, and if

they are able to adjust quickly. This does not

mean discriminate, of course, but be smart

about growing your team; do so with

individuals who will make the process as

seamless as possible.

C O M P A N Y . C O M

E S T A B L I S H R I T U A L SIt may not be possible for a company that's

grown from 4 to nearly 100 people to have

lunch altogether every day; however,

attaching some activity or ritual to a monthly

meeting or even day of the week can help

maintain a feeling of community and keep the

culture alive.

C O M P A N Y . C O M

G E T F E E D B A C KBe sure to keep open communication between

all members of the team. Invite your

employees to share how they feel about

changes and ask them directly about what is or

isn't working with monthly or quarterly

questionnaires.

C O M P A N Y . C O M

A D V E R T I S E I TThis may seem silly but post what your

company stands for around the office. Include

your values in all of your training,

presentations, company t-shirts, posters etc.

Keep these reminders in the forefront of the

minds of everyone within your organization.

C O M P A N Y . C O M

M A K E A J O B O F I TNo seriously, hire someone who's sole

responsibility is to maintain culture and create

new, exciting things for the company to engage

in, such as after-work events or professional

development clubs. This is a great way to keep

morale high and to create strong bonds for

team participation in the workplace.

THANK YOUF O R M O R E I N F O R M A T I O N

V I S I T S H E R R I E S U S K I . N E T