Scrambling to hire new employees to fuel growth is far too common. Whether you're taking on new clients or seeing a surge in user growth, it can be tempting to take recruiting shortcuts that allow you to scale your team quickly.
These shortcuts compromise hiring the best candidates who could potentially define the very core of every business. When you're still small, culture may be relatively easy to control. But as you bring a large number of employees into the fold all at once, continuing to foster a healthy company culture can be quite tricky.
Here are three points every entrepreneur can employ to bring the focus back to company culture; making sure the people who make their work possible are happy and driven to come to work every day.
1. Hold company-wide meetings.
Part of truly prioritizing your people is ensuring that everyone's opinions are in some way, shape, or form being considered. While most companies tend to focus on the ideas of its executives, it doesn't mean that they can't give everyone else a voice.
That said, having occasional company-wide meetings where every member of the organization -- regardless of their place in the corporate structure -- can have a voice is a particularly effective method of fostering a productive and cooperative culture.
For example, consider Bipul Sinha, co-founder and CEO of cloud data management company Rubrik, which was valued at $3.3 billion last year, who adopted this mindset while his company grew at a blistering pace. In 2018, he wrote that he invites every single one of his 900 employees to each board meeting. Having a group setting in which victories can be recognized and challenges can be discussed in an open way allows all members of your team to recognize what next steps to take in your growth journey.
2. Stay involved in the hiring process as a founder.
The founders of a company will almost always have the keenest insight into the corporate culture because they've been a part of the team since its inception. This unique perspective can be used in a way that makes it easier to discern which prospective hires are a proper fit for the enterprise. While not every founder can interview each potential new hire, having some role in the process can prove effective in selecting new employees.
Though founders are often busy with a variety of other tasks, they shouldn't forget that their people are what drive their company forward. Especially in the earliest days of a company, culture can be imperative to sustainable growth, and time should be allotted to delivering on that premise.
3. Be intentional about every hire.
When teams grow quickly, companies can become relaxed in their criteria for hiring new employees. Doing so can be particularly detrimental to company culture, as it shifts the focus away from people and onto the work they can bring.
Especially in the early stages of scaling one's company, hiring decisions are integral to success and sustainability, not only in a financial sense but in terms of community as well. A negative or unnecessarily stressful environment diminishes every employee's productivity. Thus, a bad hire can be much more costly than one might anticipate.
Even a small amount of oversight can be overwhelmingly powerful in making the right hiring decisions. The U.S. Department of Labor reports the cost of a bad hire at more than 30 percent of their first year's annual salary. To avoid loss in those proportions, it is crucial that you are particular with everyone you decide to bring into your company.