Start-up Culture and Team

In the start-up culture, teams hold an important place. Start-ups, where different ideas are always brought to the forefront, grow faster with well-structured teams and the sense of belonging of employees increases day by day. So, how is a proper team established? How is start-up development achieved with the right teams? We have compiled the questions that arise about team formation in the content below.

Building a Team for Start-ups

Building a team for a start-up involves different dynamics compared to other companies' hiring processes because the start-up culture requires quick actions and taking responsibility. At the same time, individuals working within the start-up are expected to embrace the goals and take ownership of the brand. The essential qualities for people who will work in a start-up can be listed as follows:

• Ability to manage time,

• Strong communication skills,

• Open to development,

• Eager for success,

• Solution-oriented,

  
  

Step-by-Step Building a Start-Up Team

The answer to the question "How is a team established?" lies first in your past, and individuals you have previously worked with, who you know their working style and possess a passionate character, should form the core of the team you will build. Having the core team consist entirely of trusted individuals who own the brand plays an important role in selecting and nurturing new individuals who will join the team. 

Let's assume you own a start-up company; no matter how well you manage your time, it is impossible to dominate every detail in processes. Therefore, correctly forming the core team is considered an important factor for the team culture you want to create.

The areas of freedom you will grant to core team members will allow the accurate selection of new individuals joining the team. To summarize, the first step in creating a start-up team is to build a good core team and to trust this team.

Team Dynamics

Start-up teams should contain certain differences, and individuals with different perspectives within the team should be able to freely share their ideas at every stage of the work process. The concept of a start-up reflects an area where dreams know no bounds and emerges with the transformation of surreal thoughts into concrete steps. In the part of "the transformation of surreal thoughts into concrete steps," strategic planning comes into play. Expressions like "Captain," "Natural Leader," and "Brain" describe the individuals who plan this strategy within the team.

Strategic planning encompasses long-term goals; individuals who take quicker actions for short or mid-term goals, and colloquially known as "doers" play a complementary role. Employees in this complementary role link days to weeks, weeks to months, and play an important role in achieving long-term goals.

Task Distribution for Start-up Teams

While individuals' aptitudes are different from one another, working on channels that all staff experiences is among the factors that stand out for success. If one or more of the employees have to work long-term in an area they have not experienced, both the quality of the work produced and employee happiness may be negatively affected.

The start-up culture demands continuous development from employees. In growing startups, individuals may take on very different roles according to their skills, but as growth is achieved, your goal should be to transition to a vertical organization chart.

Establishing the right team significantly affects the task distribution aspect, as poorly established teams tend to have employees who do not feel a sense of belonging and lack a hunger for success, often leading to complaints. However, the right team establishment may not even require task distribution since team members know what, when, how, and in what way to do.

Team Hierarchy

In every system where individuals are present in a group, there is a hierarchical order. The hierarchical system can be seen from the smallest entities to companies with established corporate cultures. The hierarchy is also an important element in start-ups; instilling the company culture and ensuring internal discipline is parallel to the hierarchical system. However, in start-ups, the concepts of "leader" and "boss" are seen as more important factors than the hierarchical order.

In a hierarchy where the start-up founder behaves as a "leader," employee belonging is quite high. The leadership hierarchy, in which transparency is equally high, is viewed as a significant factor in the success of start-ups. The collaboration of the individual at the top of the hierarchy with the individual at the bottom towards common goals psychologically contributes in undeniable ways to the employee.

Organisational Chart for Start-up Teams

The start-up organizational chart can be examined in both vertical and horizontal forms, and both approaches have certain advantages and disadvantages. When preparing an organizational chart, you should not overlook factors such as company goals, the necessities of the sector in which products or services are offered, and budget evaluations. The definitions and structures of start-up organizational charts are as follows:

• Horizontal organizational chart is an approach where every employee has responsibilities without exception. In a horizontal organizational chart, there is no need for a manager. The horizontal chart, which is a low-cost work system, may pose problems in terms of producing efficient work for start-ups.

• Vertical organizational chart can be explained by all employees working in their area of expertise. Managers examine work processes, and work quality is paramount. Employees working in their areas of expertise also triggers their development and promotion.

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