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You may have read it: the CBS noted that in recent years, a growing number of people have started their own businesses. Initiating a start-up is hip, especially among the younger generation, who seemingly effortlessly combines entrepreneurship with a part-time job and a personal life.
However, the same study also shows that not every start-up reaches the finish line. The targets that were set so enthusiastically and confidently in the business plan at the beginning do not appear to be achievable, and the entrepreneur is losing weight prematurely. That's not surprising. Indeed, continued success and continuous growth require more than sufficient investment capital and a smooth chat.
You can only leave that early start-up phase behind you by not working harder and harder, but by working differently. After all, there are only 24 hours in a day, and besides, every person has only two hands and one head. If you make smart use of that insight, you can enter the scale-up phase earlier and more successfully.
But hey, doesn't that actually apply to all people too? Indeed, that is also why we write this blog. Every organisation and employee, in whatever industry, can use a pinch of scale-up mentality to flourish.
That's why we've listed a few tips for you that we've picked up from the scale-up scene.
Whether you're at the start of your business or just starting your career, you're usually quick to say 'yes' to every request from a client or manager. You're flattered, you want to expand your network, learn something new, or just make a profit.
Encourage your employees and yourself to think first before getting down to a project or job. Do you really have enough skills, tools and time to meet the demand? But most importantly: does it suit you and do you feel like it? Are you getting excited and curious? Or does a voice somewhere deep inside yell: “Don't do it!”?
It's good to listen to that voice. If you want to grow, you need a good breeding ground. It declines if you keep putting in new tasks that don't actually suit you or your organisation's vision. It becomes part of your corporate identity. Before you know it, you'll get even more questions and jobs that you're not really in the mood for. Are you not really sure what gives you or your employee energy? Do one motive analysis or another test that clarifies intrinsic motivation. That usually makes a lot clear!
In short: opt for jobs that make your eyes shine and that underline your company's mission. Focus on that and invest in that. That service or product becomes your in an almost natural way. unique selling point (USP). If you put your USP in the spotlight, you'll also get the customers and employees that suit you.
Do you notice that your agenda is overflowing and that you are slightly losing the overview? It may just be that your company or department has become too big to run on your own. Then maybe it's time to work more at your company, instead of in your company.
List what you really need to do yourself, and what you could leave to someone else. When it comes to production work, you could recruit one or more new employees. You can often also leave many side issues to an internal or external professional, who often knows more about it than you.
A few examples?
Handing things over while you're used to doing everything yourself can be quite exciting. Therefore, make with you internal and external stakeholders have good agreements about providing clear reports, so that you always stay up to date. This does not always have to cost extra time (and money).
For example, use the various connection options between different systems, so that the information in one environment is always in line with current events in the other environment.
Also useful: organise it so that you automatically receive notifications when a certain development occurs in the organisation.
In order to achieve continued business growth, there must be sufficient room for personal growth. Not just because of the ever faster to be able to keep up with developments inside and outside the organisation, but also to stay well balanced as a person.
Therefore, don't forget to invest enough in the developing yourself and your team. By offering courses and training, you keep people sharp and involving, your organisation remains resilient and, as an employer, you get positive employer branding.
Of course, you keep a close eye on the trends and developments in the market and respond to them smoothly. But in your enthusiasm, don't forget to also include the other person's wishes. Is your customer actually waiting for that hip new service or product? Does your employee actually want to grow to a higher position?
Before you invest in all kinds of bells and whistles, it's helpful to ask for feedback first. Talk to your customer, ask your employees and end users about their needs. Of course, you can do that during a personal conversation, but it can be even easier.
For example, by regularly asking for reviews online or launching an online survey with customers, or a employee satisfaction survey to keep.
The 'soft' side of an organisation is becoming increasingly important for success. Customers and employees find it important that a company works and thinks from a certain vision and is socially responsible.
Therefore, make sure that you have the mission and vision of your organisation clearly on your mind. What do you stand for as a company? What do you ask of your employees and what can the customer count on? As an MT, it is not enough to come up with this behind closed doors during a day out. The vision and mission must really become part of the corporate culture.
That means: communicating and taking people along properly. Only then will it really live.
Such an extra growth boost doesn't have to cost tons of money or time. Let online tools help you get your organisation and yourself into scale-up mode. Automatic reminders, convenient system links, satisfaction surveys or knowledge platforms: the choice is endless. Can't you see the forest for the trees anymore? Contact us!
As an educational expert specialising in online learning, I have been writing blogs for Pluvo for 5 years. My focus is on powerful learning solutions for organisations. Universal Design for Learning and inclusive learning are my passion; I believe that education should be accessible and fun for everyone.
I've been combining my 35 years of HR experience with copywriting for over 15 years. And even then, I learn new things over and over again. That's what makes writing blogs for Pluvo so incredibly interesting!
