How important is a team for a start-up?

In the start-up culture, teams play an important role. Start-ups, where different ideas always come to the forefront, grow faster with well-structured teams and the sense of belonging of employees increases day by day. So, how can a correct team be formed? How can start-up development be ensured with the right teams? We have compiled the questions about team building in the following content.

Building a Team for Start-ups

Building a team for start-ups involves different dynamics compared to the hiring processes of other companies because start-up culture requires sudden actions and taking responsibility. At the same time, individuals working within the start-up are expected to adopt the goals and take ownership of the brand. The must-have features for people who will work in a start-up can be listed as follows:

• Knowing how to manage time,
• Having strong communication skills,
• Being open to improvement,
• Being hungry for success,
• Being solution-oriented.

Step-by-Step Guide to Building a Start-up Team

The answer to the question "how to build a team?" lies in your past, and individuals who have worked together in the past, whose working style you know, and who have a passionate character should form the core of the team you will establish. The fact that the core team consists entirely of people you trust and who take ownership of the brand plays an important role in selecting and training new members to join the team.

Assuming that you own a start-up company, no matter how well you manage your time, it is not possible to be knowledgeable about every detail in the processes. Therefore, creating the right core team is considered an important factor for the team culture you want to create.

The freedom you give to core team members allows for accurate selection of new members to join the team. In summary, the first step in building a start-up team is to create a good core team and trust this team.

Team Dynamics

Start-up teams should embrace certain differences and individuals with different perspectives should be able to freely share their ideas at every stage of the business process. The start-up concept reflects an area where dreams have no boundaries and surreal thoughts turn into concrete steps. The section "converting surreal thoughts into concrete steps" involves strategic planning. Expressions such as "Captain", "Natural Leader" and "Brain" define the individual within the team who plans this strategy.

Strategic planning includes long-term goals, while faster action is taken for short or medium-term goals, and so-called "task finishers" play a complementary role. Employees in complementary roles connect days to weeks and weeks to months, playing an important role in achieving long-term goals.

Task Distribution for Start-up Teams

Although individuals' tendencies are different from each other, working towards channels that all staff have experienced is one of the factors that stand out for success. If one or more employees have to work in an area they have not experienced for a long time, both the quality of the work and the happiness of the employee may be affected negatively.

The start-up culture demands continuous improvement from employees. In start-ups that are in the growth phase, individuals can take on very different roles according to their talents, but as growth is achieved, your goal should be to switch to a vertical organizational chart.

Establishing the right team also significantly affects task distribution. Employees who do not feel a sense of belonging and do not have a hunger for success in teams that are not set up correctly tend to complain constantly. However, the right team formation does not even require task distribution, because team members know what to do, when, how and in what way.

Team Hierarchy

In any system where individuals are part of a group, there is a hierarchical order. It is possible to see the hierarchical system from the smallest organizations to companies with established corporate culture. Hierarchical order is also a very important factor in start-ups to instill corporate culture and maintain internal discipline. However, the "leader" and "boss" concepts are considered more important factors than hierarchical order in start-ups.

In a hierarchical system where the startup founder acts as a "leader", the employee commitment is very high. Leadership hierarchy, where transparency is equally high, is seen as a major factor in the success of start-ups. The fact that the individual at the top of the hierarchy works towards common goals with the individual at the bottom of the hierarchy also contributes significantly to the employee's psychology.

Organizational Chart for Start-up Teams

A start-up organizational chart can be analyzed in two ways, vertically and horizontally, and both approaches have certain advantages and disadvantages. When preparing an organizational chart, you should not ignore factors such as company goals, requirements of the sector in which the product or service is offered, and budget evaluations. The organization charts and definitions of start-ups are as follows:

• The horizontal organizational chart is an approach where every employee takes responsibility without exception. No need for a manager within the horizontal organizational chart. The horizontal system, which is a low-cost business system, can cause problems for start-ups in terms of producing efficient work.
• The vertical organizational chart can be explained as all staff working in their expertise area. Managers examine business processes and quality of work is prioritized. Working in their area of expertise triggers the development and advancement of staff in that field.

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