Seventy-five percent of the 2025 global workforce will be Millennials and Generation Z. For organizations with a growing Millennial workforce, it’s critical to re-engage Millennials in order to avoid the high recruiting, training and productivity costs associated with employee disengagement.
With a workforce that is 80 percent Millennials, VaynerMedia–the full-service digital agency founded by Gary Vaynerchuk–believes creating more company heart is the solution to better engage their 600+ Millennial employees.
“There’s one type of person that I’ve found to be absolutely necessary in the first 100 hires, and very helpful at any stage. I call them renaissance people.”
What defines a renaissance person? In any area of an organization, there are typically three things required of team members to have a meaningful impact:
- Make sound decisions.
- Build systems or processes to facilitate execution.
- Do the work.
Most people are skilled in only one of these areas. Renaissance people, in contrast, have the superpower of being able to do each of these things equally well to drive a company forward. Here’s why this matters, and how renaissance people are ideal for startups.
5 min read
Not all startups are created equal. Joining a great startup can be an inflection point in accelerating your career. Joining a bad startup can lead to burnout, frustration, and disenchantment. With so much on the line, how do you pick the right one?
It’s never too late to create your company’s culture.
Your company culture is your foundation. It is the bedrock from which your employees will thrive, your customers will engage, and your partners will benefit. It will help you survive the winds of change and face the challenges that come your way. When implemented purposefully, it may also be a key differentiator among your competitors.
Creating a company culture that sits on a shelf is not only a waste of time; it may damage your brand. Your employees and your customers need to see that you are steadfast in your commitment. This is what engages your workforce, creates a lasting brand, builds trust and makes a difference in the world. And isn’t that the reason you started your business? Let’s take a look at four questions that can get a new entrepreneur on the right track of creating a lasting company culture.
In a startup, it’s common to call for all hands on deck. Non-technical staff jump in to stress test a new software build. Managers roll up their sleeves to set up and tear down for events. Software engineers carve out time to handle a sudden rush of customer support calls.
As CEO of a startup, I must have thanked people dozens — hundreds! — of times for being willing to step outside their immediate responsibility and just ‘taking one for the team.’ I was proud of our supportive and collaborative culture. It’s part of the secret to success.
Until it’s not.
I don’t think people understand that, as a CEO, I’m in the business of solving problems. I need to know what’s going on. The reason I lead with an open door is it is imperative to my success. If I don’t hear from every employee or the one’s that have something to say, then I […]
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Source: Why My Door is Always Open
Co-founders are people that will compliment your skill set, bring a different perspective, and help you through the tumultuous emotional rollercoaster that every entrepreneur faces. They will also be the ones that help shape your company’s core values and culture. Therefore, you need to carefully choose the right individuals to be your co-founder(s).
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While a bad hire can potentially slow down growth at any company, it can actually have a fatal effect on a startup. According to a report by CB Insights, the third leading cause of failure by startups studied was that they hadn’t built the right team from the beginning.
Creating a strong team means that each new hire (or promotion) must be made strategically and with great care, as the margin for error can oftentimes be quite small. Here are three tips to help you build a pool of talent that brings your startup to the next level.
Ditch the hour-long meetings and traditional mentorship approaches. Read now to learn the keys to team mentoring.
I’ve always wondered why every executive meeting has to be an hour in length—or longer. That’s probably a tenth of your day spent on one issue; and it better be a critical issue, because you have a hundred others waiting.
I believe you can be much more productive, as well as a more effective leader, if you approach most meetings as mentoring opportunities and limit them to 5 minutes.
What many don’t realize is that building that team is as critical and as difficult as building the solution. If you have the wrong people on your team, or the team can’t work together, you have no chance of making an epic business, no matter how great your solution