12 common misconceptions startup founders have about employee management
Managing an employee or group of employees goes beyond providing them instructions and hoping for the best.
While you shouldn't have to do much hand-holding if you've succeeded in hiring capable individuals, training is still a process -- especially if you want your team to grow with the company.
But many first-time founders are new to people management and don't know where to start. That's why I asked 12 startup founders from Young Entrepreneur Council (YEC) to share which common misconceptions can trip you up and potentially create issues down the road. Their best answers are below.
You May Also Like
1. Training Can Wait
Startup founders are so focused on getting the business launched that they believe that formal training can often wait until later. So employees will just roll up their sleeves, dig in, and just work.
2. Good Employees Manage Themselves
No matter how talented your team may be, they do not have the same perspective or training to lead themselves.
3. Hiring a Salesperson Will Keep Your Business on a Path to Growth
Salespeople who can sell and perform aren't going to be enticed by low pay and long hours that come along with working for a startup unless there is equity tied to the mix. And even then they may just go start their own business.
4. You Have to Expand Rapidly
In a rapidly growing business, it’s a common belief that your hiring has to match that speed.
5. The Fewer Employees, the Easier It Is to Manage Them
It is not about how many you manage but what they are like.
6. Remote Management Is Just as Effective as In-Person
When you're building a team to run your company, you're building a family.
7. What You Say Is What's Heard
Every time you speak, there is what you say, what you mean and what is heard. Your goal is to make all three the same.
8. We're All Equal
Startups often foster an attitude of "we're all in this together," which is great until it's time to do any sort of managing.
9. You Can't Show Weakness
In our early days, I used to assume our employees would see the chaos and disorganization of the startup phase as a sign of weakness and risk.
10. Fooseball Is a Substitute for a Rewarding Personal Life
Fooseball, beautiful offices, free lunches, gym memberships, and company laundry services are great perks, but they're don't excuse 16-hour workdays and no downtime.
11. Micromanagement Is Necessary
One reason people may want to work for a startup is that the company culture is more informal and relaxed.
12. Larger Wages Justify Longer Hours
Paying a premium for your top-shelf developer doesn't give you the justification needed to work that individual excessively. A higher wage guarantees more competency, experience, talent, and many other things.
