Let’s face it: working at a startup is not your average 9-to-5 gig. It’s a chaotic rollercoaster where “wearing many hats” isn’t just a saying—it’s your daily uniform. And while the energy can be electric, it’s also draining, especially for the people teams (a.k.a. HR heroes) tasked with keeping the whole thing from crashing.
If you’re in a startup’s people team, you know the challenges: attracting talent without Google-level perks, managing burnout, and building a culture from scratch. But here’s the kicker—new work strategies are changing the game, and the startups that embrace them are winning big. Let’s dive into how you can make “new work” work for your team and your people.
Gone are the days when remote work was a nice-to-have. Startups, with their nimbleness and tech-savvy DNA, are uniquely positioned to adopt flexible work setups.
But here’s the trick: flexibility doesn’t mean anything goes. You need structure within freedom. Think hybrid models with core collaboration hours or work-from-anywhere policies that define how and when teams connect.
Why it matters: Employees now expect control over their schedules. Giving it to them isn’t just about recruitment—it’s about retention.
Pro Tip: Use tools like Slack, Notion, or Asana to keep communication fluid and goals on track, no matter where your team members are.
Burnout isn’t a badge of honor, even if startup life sometimes makes it feel that way. If you want your team to thrive, mental health support has to be baked into your culture.
Offer more than a generic “mental health day” policy. Bring in coaches, run workshops on managing stress, and create slack channels for mental wellness tips. And, for the love of all things holy, normalize taking actual vacations.
Why it matters: Happy people stick around longer. Plus, healthy teams are productive teams.
Pro Tip: Partner with apps like Calm or Headspace and offer them as part of your employee benefits package.
Traditional performance reviews suck. No one looks forward to them, and they rarely lead to meaningful change. Startups thrive on agility, so why not bring that mindset to reviews?
Ditch the annual review for continuous feedback. Weekly or monthly check-ins can make performance management feel less like judgment day and more like a conversation.
Why it matters: Startups move fast, so feedback loops need to move even faster.
Pro Tip: Use tools like Zavvy, 15Five or Lattice to make regular feedback seamless and trackable.
Yes, we all love a good meme war on Slack, but culture is about more than inside jokes. It’s how your team collaborates, supports each other, and handles conflict.
Make culture-building intentional. Create rituals like Friday wins, monthly town halls, or even quirky celebrations (who doesn’t love a random “National Taco Day” party?). These small things add up and make your workplace feel like, well, a place people actually want to work.
Why it matters: A strong culture is your secret weapon in a competitive job market.
Pro Tip: Get feedback from your team regularly to ensure your culture-building efforts actually resonate.
Let’s be real: perks are great, but they won’t keep your team motivated during those inevitable “oh crap, we’re out of runway” moments. Purpose will.
Help employees see how their work ties into the bigger picture. Whether it’s changing the industry, helping customers, or building something revolutionary, make sure your team knows why their work matters.
Why it matters: Purpose-driven employees are more engaged and resilient.
Pro Tip: Share customer success stories during team meetings to remind everyone of the impact they’re making.
Startups thrive because they grow. Your people need to grow, too. Investing in upskilling isn’t just good for them—it’s good for your bottom line.
Offer stipends for online courses, host lunch-and-learns, or even set aside time for team members to work on passion projects that enhance their skills.
Why it matters: Employees who feel like they’re growing are less likely to jump ship.
Pro Tip: Encourage team members to share what they’ve learned with the group to multiply the impact of upskilling.
Startup life is hectic, and your people team shouldn’t spend half their time wrestling with outdated systems. Invest in tools that automate repetitive tasks, streamline onboarding, and give you better data on what’s working (and what’s not).
Think payroll platforms, applicant tracking systems, and employee engagement software.
Why it matters: Time saved on admin is time you can spend building a better workplace.
Pro Tip: Platforms like Personio HR, BambooHR or Deel are great for startups because they scale as you grow.
Startups move fast, which means it’s easy to breeze past milestones without taking a moment to celebrate. Don’t. Celebrating wins—whether it’s a successful product launch or someone’s work anniversary—boosts morale and keeps the team motivated.
Why it matters: Acknowledgment makes people feel valued, and valued people go the extra mile.
Pro Tip: Create a “win wall” (digital or physical) where team members can shout out accomplishments and recognize each other.
Startup leadership is about inspiring, not micromanaging. Leaders who practice empathy—listening, understanding, and supporting their teams—build trust and loyalty.
This doesn’t mean being a pushover. It means showing you care while holding the team accountable.
Why it matters: Great leadership is the foundation of a great company.
Pro Tip: Train managers in emotional intelligence and active listening to help them lead more effectively.
Startups iterate on their products all the time—why not on their people strategies? What works for your team now might not work in six months, and that’s okay.
Regularly evaluate your processes and be willing to pivot when needed. Invite input from your team—they’re the ones living these strategies every day.
Why it matters: Flexibility and adaptability are the keys to long-term success.
Pro Tip: Run quarterly retrospectives with your team to see what’s working and what isn’t.
© 2025 Roman Grassinger
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