the growth. ??
Some thoughts and observations / learning lessons when moving past start-up phase… In 2017 we built a new company within our existing company. We established our core values , purpose, and created a 10 year BHAG. We started using a budget for the first time. We transitioned out and in about 90 employees. We developed new divisions. And we grew about $30mil in 5 years organically. It was complete and utter chaos. We went from start-up phase to insane growth phase and now we are entering into a more mature phase for our business. And with it we are really understanding the need for process / procedures / and centralization. Clarity in job roles. An org chart that is simple. Cadences. Routine. Repetition. These are not BAD things. When we were all 22-30 years old we snarled our noses at anything “process” related. We depended on entrepreneurial spirit. We hired based on entrepreneurial spirit. We wanted literally everyone who entered the company to be the “take it by the horns and own it” type. Here’s the thing. This year we have realized that while entreprenurial spirit is great - it’s not REALLY what our people want. We have centralized billing and purchasing, and we have added tools like HubSpot to help our sales reps. Organization, having clear processes, adhering to procedures - these are actually what our employees wanted - FAR more than just “show up, wing it, and figure it out.” We gave them that complete autonomy early on. But it’s not really autonomy they are looking for as much as empowerment. Empowerment to be able to maneuvers how they wish inside their role - but they don’t want a free for all with no direction. People want to be lead. They want to be coached and trained up by a really great humble boss - and then they want to take the reigns. They don’t want “aight, here is your space - go at it, you’ll figure it out.” This is exactly what we did for 3-5 years and this is what I mean my blowing past that start up phase and into maturity phase. We realized our people want the tools and direction and then they want the empowerment. Most dont want to “create the direction.” And this is really my point - as we’ve created more procedures we’ve noticed it impact sales. We were up 16% in Q3. It’s starting to really have an impact on the top and bottom line. Our employees are more clear than ever on what is expected. They know there are boundaries and they will be held accountable for adhering to the standards that we have put in place. They like this. They like knowing what those boundaries are. They already have so much on their plate - “the wing it” startup attitude was really having an adverse impact - adding anxiety. cutting profitably from the bottom line because everyone was doing things differently. So in conclusion - give your people that structure. Empower them. Don’t stifle them ever. Never micromanage. But structure, processes, procedures. These are GOOD things for company health!