Navigating Growth: HR Insights for Scale-Up Success

Scale-up companies are like fast-growing teenagers—constantly outgrowing their existing wardrobes and scrambling for new "clothes," "shoes," and "gear" to support rapid expansion.

For companies in this stage, the challenge from an HR perspective is not just operational but also cultural and organisational, as the workforce, leadership, processes, and systems may all need to scale in alignment. Chief People Officers (CPOs) and other business leaders have a lot on their shoulders, ensuring their organisations evolve in a way that supports both growth and sustainability.

Listening to the stories and experiences shared by guests on the People Masterminds podcast, hosted by Kristel Moedt and Eveliese Luiting , feels like sitting in the living room of my second home—working with scale-up midsize companies. My first professional home was in large multinationals with over 10,000 employees. The contrasts and similarities between both worlds challenged my assumptions and pushed me to find more innovative solutions.

There is no single best recipie for the right HR strategy. Besides workforce planning and hiring for market or geography expansion, here are some key areas to guide companies through this critical phase of growth. Which one resonates most with you???

? 1. Define and Strengthen Company Culture Early

Why: #Culture is the foundation that drives employee behaviour and decision-making. As companies grow, it becomes increasingly difficult to instil the same values across a larger workforce. Newcomers bring their previous company’s culture while adapting to the new.

Tip: Regularly communicate the company’s mission and values. Leaders should lead by example, embodying the culture in their daily actions. Create rituals, such as weekly shout-outs for employees who exhibit key company values. #CompanyCulture #PeopleStrategy #ScalingCulture

? 2. Prioritise Transparent Communication

Why: As organisations grow, communication can easily become fragmented, leading to misalignment between departments and teams. Transparency ensures everyone is on the same page. This is easier said than done when teams are spread across continents and time zones.

Tip: Use town hall meetings and internal newsletters to keep everyone informed about key developments. Department Heads and Team Leads should ensure communication is relevant for their teams. Encourage open-door policies and feedback loops to ensure employees feel heard. #TransparentLeadership #HRLeadership #FutureOfWork

? 3. Develop the Frontline and Empower Middle Management

Why: Frontline leaders are now managing larger teams and more complex responsibilities. Middle managers are the crucial link between senior leadership and employees. Empowering them is essential to ensure they can manage their teams effectively while staying aligned with the company's growth objectives.

Tip: Invest in leadership development for both frontline and middle managers. Grant them autonomy in decision-making and provide regular feedback and support. Strong leadership is the backbone of an effective HR strategy. #LeadershipDevelopment #TalentManagement #HRCommunity #LeadershipMatters

? 4. Focus on Scalable Processes, Adapt to New Complexities

Why: As a company scales, informal processes can become bottlenecks. Developing scalable systems for hiring, onboarding, and performance reviews ensures efficiency and consistency. However, one size does not fit all.

Tip: Use software tools to automate administrative tasks, and standardise processes across departments. Periodically review these processes to ensure they are still fit for purpose. Consider which processes should be centralised or localised for optimal efficiency and effectiveness. #HRTech #WorkplaceInnovation #GrowthStrategy

? 5. Build a Strong Employer Brand

Why: During rapid growth, attracting and retaining top talent is essential. A strong employer brand sets your company apart and creates an attractive environment for prospective employees. You’re often competing with well-known companies or entering new markets where your brand is not yet established.

Tip: Showcase your company’s culture and values through social media, blogs, and employee testimonials. Encourage employees to be brand ambassadors, sharing their positive experiences. #EmployerBranding #EmployeeExperience #BusinessGrowth

? 6. Adapt Your Organisational Design

Why: As teams and layers of the organisational chart grow, it’s necessary to proactively strategise to ensure roles and responsibilities are clear. Decision-making processes and approval steps may also need rethinking.

Tip: Conduct regular organisational reviews to ensure roles are well-defined and responsibilities are not overlapping. Actively listen to leaders and employees to understand their pain points and barriers to doing their best work. #OrganisationalDevelopment #ScaleUp #GrowthStrategy

? 7. Build and Source the People Team Capabilities

Why: To address the previous six points and other critical HR priorities, your People Team must scale too. This can be a challenge, especially when hiring and learning processes aren’t keeping pace with the growing demands.

Tip: Partner with external consultants who can provide immediate solutions while upskilling your internal team. Hire individuals with high learning agility, adaptability, and cross-functional strengths. #PeopleFirst #ScalingCulture #HRLeadership

?? Which of these challenges and strategies resonate with you? Comment below. I’d love to hear your insights and ideas!