Startup culture in a nutshell - 3 mins read

Ecosystems, synergy, pivot, and entrepreneurship are all buzzwords related to start-ups. However, there is one buzzword that often gets thrown around, despite a limited understanding of its nuances by those who employ it frivolously: start-up culture.??

While start-up culture is often deemed as the general “work hard play hard” ethos that finds itself at the heart of startup inception, there is more to it than just that. Startup culture is a summation of the shared values, thoughts, and belief systems that shape how people work in a new enterprise. This culture is distinct from corporate culture because the former is sensitive to reflecting the personalities and passions of the team members. Of course, employees in a corporate setup have influence on its culture, the impact of individual contributions is a lot more pronounced in start-ups or smaller organisations.??

It goes without saying that those at the helm of the start-up, their ambitions, passions, and general ethic feed massively into setting up a breeding ground for what is to ensue once more individuals form part of the enterprise.?

This culture, and the disposition of the individuals to shape it, are characterised by a shared identity, a growth strategy, that ought to be treated as a living breathing approach capable of evolving with time, and finally, relationships and a perceived sense of belonging. Given this context, it is fairly evident that those attempting to impart on their own start-up journey, or those already forging and navigating their path through this process, should all strive to foster a solid start-up culture within their organisation.??

The lack of structure within new businesses can contribute to chaotic work environments with unclear expectations and often ill-defined roles. It is natural that right at the outset, the organisation may not have a well-defined HR department to help bring more structure to the working environment. But this does not imply a dead-end for those wishing to foster a solid culture. It is all about the mindset of those driving the process.?

As a founder, clarity on your values and what you deem important is centrally imperative. If you, as the captain of the ship, do not know which values to strive for, the going might get rough. This can be a trial-and-error process. You are allowed to experiment and find what works for you and your organisation. But striving towards clarity on this front is key. These can be enshrined in core values which must be adhered to and embodied by every single one of the individuals who form part of your startup.?

Additionally, communication is key as it always is. Not just knowing but communicating the core values around which the culture of your start-up is to gain form is equally important. Every individual who forms part of your journey is an ambassador of the ethos you and your organisation champion and they should act likewise.?

Focus on perfecting a mission-driven leadership format. Building businesses with an entrepreneurial spirit, a value-focused culture, and agile market approach takes exceptional skill and effort. It is important to lay a foundation for such leadership by equipping oneself and the team with the tools needed to evaluate and improve business practices. Every decision, every calculation, needs to be vested in sound financial, socio-political, and economic knowledge. Over time, your organisation will forge its own path. You simply need to know how to steer it in the right direction.