How do you motivate and retain your co-founder and team in a competitive and uncertain environment?

Draft core purpose of startup, outline long term goals and impact we want to make, Incorporate company value into vision Ensure that vision resonates with co-founder and team on personal level, Use story telling to make vision compelling, share stories that demonstrate potential impact of work journey Communicate progress toward vision through meeting, newsletter informal check-in, be transparent about challenges changes Hold interactive session where team member discussion vision, share ideas and express concern, Establish feedback loop to ensure vision evolves with team input Help team member set career goal in alignment with company vision. Implement KPI and OKR that are aligned with vision, foster collaboration and support environment.

> Reinforce the company's mission and celebrate milestones, big or small. > Uncertainty can be countered by a clear vision and demonstrable progress. > Foster transparency, discuss challenges together, and empower your team with ownership over their work. >Invest in professional development, offer competitive compensation, and acknowledge individual contributions to keep everyone feeling valued.

By openly discussing challenges and opportunities, you foster trust and unity. Empower them by acknowledging their contributions and offering opportunities for growth. Celebrate achievements together, creating a sense of belonging and purpose. In uncertain times, provide stability through clear goals and support. Show genuine care for their well-being, both personally and professionally.

Sharing your vision is crucial, but it's equally important to convey your mission—the underlying purpose of your startup. Explain why you're doing what you're doing and how it will positively impact people's lives. Your team must be aligned with this mission; otherwise, they won't fully invest themselves. Once the mission is clear, the vision becomes simpler, and collective efforts become more focused. Remember, if your team doesn't believe in the mission, they'll eventually lose motivation and leave. It's essential to foster a shared sense of purpose to keep your co-founders and team motivated and retained in a competitive and uncertain environment.

To motivate and retain your co-founder and team in a competitive and uncertain environment you will need to : Have a Clear Vision: Articulate a compelling vision and shared goals to inspire and align the team. Open Communication: Maintain transparency, encourage regular feedback, and keep everyone informed. Recognition and Rewards: Celebrate achievements and offer incentives such as bonuses, equity, or other perks. Professional Growth: Provide opportunities for learning, development, and career progression. Supportive Culture: Foster a positive, collaborative, and inclusive work environment. Flexibility: Offer flexible working arrangements to support work-life balance.

En tant que leader, il est primordial de rémunérer mes collaborateurs à la juste valeur de leur travail et de leur implication au sein de l'entreprise. Ils sont les premiers ambassadeur de l'entreprise, sans eux, nous n'avancerions pas, c'est très important de leur rendre ma gratitude à travers le salaire que je leur verse.

We believe in providing fair and flexible compensation structures. Beyond monetary rewards, we offer equity, bonuses, perks, and recognition that reflect the value our co-founders and team members bring to the table. We understand that compensation is not one-size-fits-all and strive to tailor packages that align with individual skills, experience, and contributions. Our approach is built on mutual trust, respect, and a commitment to adaptability in an ever-evolving environment.

We prioritize building a robust company culture centered on our core values, mission, and norms. Collaboration, innovation, and accountability are at the heart of our culture, fostering an environment where every team member feels empowered to contribute and grow. We promote open communication, encourage learning and development, and celebrate the successes of our co-founders and team members. Furthermore, we advocate for work-life balance and support initiatives that prioritize physical and mental well-being. Our goal is to cultivate a positive and inclusive work environment where everyone can thrive.

Celebrating each success and customer story with the team is vital. Occasionally, invite them to interact with customers to witness firsthand how their work impacts people's lives. Encourage feedback on product improvements, fostering a culture of continuous improvement. By involving them in customer interactions and seeking their input, you empower them and reinforce the significance of their contributions. This not only strengthens team morale but also deepens their connection to the company's mission and values.

It's not going to be easy. The founder/founder relationship is one of the most complicated out there. Because by it's nature, you're both exploring in dangerous grounds in the dark with just a flashlight. You're constantly needing to switch between relying 100% on yourself and 100% on them. The best relationships begin with open conversations, and acknowledging that nobody saying anything 'personally' rather it all comes from a place of 'we are in this together, let's figure it out at all costs'

A lot can go wrong during the fundraising phase - and CEOs need to be careful it doesn’t lead to attrition of passion or talent. It’s easy to fall into the trap of making fundraising a “team” effort. The problem is, the investor inadvertently becomes the success barometer, rather than the customer the start up originally intended to serve. The roller coaster ride of fundraising becomes the roller coaster ride of the entire company. Unless there is instant success in raising the capital, spirits drop, doubt sinks in, and cofounders start looking for what they perceive to be greener pastures. Keep fundraising to the CEO and ensure the rest of the team is focused what really matters - customer success.

Leading with trust. Truthfully, managing talent when your entire team is working so hard and deserves the absolute world is so hard, but I think being open, honest and building a culture of trust is so important. Let the team know that when you can offer promotions and pay rise, you'll do it and keep to your word! "Trust is the currency of leadership" - one of luna's investors!