Festus Kadiri resigned from one of the largest telecommunication companies four months ago. He has very fond memories of the six years he worked there and occasionally looks back with nostalgia. But he took away valuable lessons which have helped to make his own start up a success. He said while everyone has become obsessed with the lean startup, the idea that gigantic companies are somehow doing something wrong by being so large, he has learned to reflect and understand what big companies do right.
Fetus says that contrary to popular belief, there are plenty of things that a small company can learn from what the big boys are up to. Here are the three of the most important ones.
1. Work-Life Balance
The last department that every startup integrates is Human Resources, if only because it seems like the CEO can bring in layers of perks and office goofiness to make up for it. The culture of "crushing it" has led to the idea that you have to work on your startup all the time. While it's undoubtedly true that people go into a startup knowing that they will work a lot more hours than at a large company, if you invest every waking second you end up not being effective.
Yes, many large companies work people to the bone, but there are specific work and vacation hours. You have an office. You work. You leave. The office is the office, the company is their company. When it's a startup and you are an early employee, that line becomes blurred--it's so much more about personality and personal investment. However, it's hard to be creative and passionate when you are overtired and overworked. That's why I have an under-60-hour-a-week policy for my team. A startup is about people, and destroying someone's personal life in the process will harm the startup.
2. Comprehensive Employee Review
Many people will roll their eyes at the idea that employee reviews are necessary. But they are, in any company, of any size. When you work for someone, or they work for you, you should know what they think and understand it. Reviews allow employees to improve in areas where they need it. Creating a review process that helps ensure that employees get real-time feedback is something small companies can take from large companies. The natural reaction to any criticism can be anger, depression, anxiety and other maladaptive psychological conditions. The truth hurts. But the truth that comes out in reviews can improve a company--even a startup with only a few people.
…to be continued next week
Culled from inc.com and adapted