{"id":6174,"date":"2022-05-24T17:18:24","date_gmt":"2022-05-24T15:18:24","guid":{"rendered":"https:\/\/nailted.com\/blog\/?p=6174"},"modified":"2024-09-18T08:41:23","modified_gmt":"2024-09-18T06:41:23","slug":"growara-approach-how-startups-can-build-their-people-strategy","status":"publish","type":"post","link":"https:\/\/nailted.com\/blog\/growara-approach-how-startups-can-build-their-people-strategy\/","title":{"rendered":"Growara’s approach: How Startups can build their People Strategy"},"content":{"rendered":"\t\t
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Imagine starting your own startup, and doing it well. You would have to quickly start hiring more people. But managing employees implies a People strategy, so how can you do that from scratch? <\/span>Julio Braceli<\/span><\/a>, Founder and People Expert at <\/span>Growara<\/span><\/a>, tells us all the <\/span>best practices on how to shape your People strategy and attract the best talent<\/b>!<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Julio initially founded the HR agency Growara with the purpose of helping startups develop and maintain their People strategy. <\/span>\u201cWe noticed startups couldn\u2019t find People partners that understood their language and their situation. As growing companies, our goal was to understand their very specific issues and help them through these.\u201d<\/span><\/i><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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A Changing Culture: The evolution of People & Culture<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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A value proposition is important to start off your People strategy. However, what do you do when your employee pool grows, and more diversity enters your company? You adapt! Your <\/span>value proposition and company culture should always be adaptable<\/b>. And so, it\u2019s important to measure pulse as the company grows, so you can adapt your People strategy to employee needs.\u00a0<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\u201c<\/span><\/i>Your value proposition should be dynamic<\/i><\/b>, it shouldn\u2019t be fixed. As your people change and new employees come in, <\/span><\/i>priorities will change<\/i><\/b>. If your company starts growing, your team won\u2019t be the same in 2 months. Your company and team changes every time someone new comes in. If a toxic or kind employee comes in, they will change your organization. That\u2019s why you need to constantly <\/span><\/i>measure employee satisfaction<\/span><\/i><\/a> and pulse, to <\/span><\/i>understand your organization as it develops.<\/i><\/b>\u201d<\/span><\/i><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Remember when we spoke about <\/span>a changing company culture<\/span><\/a> with Mar\u00eda \u00c1ngeles Aguilar? Well, it\u2019s clear Julio agrees. <\/span>\u201cI think <\/span><\/i>company culture is constantly evolving because it\u2019s made by people<\/i><\/b>, and people change everyday. For example, imagine a situation like the pandemic. If your culture is so stiff that it cannot adapt to business needs, you wouldn\u2019t survive a situation like that.\u201d<\/span><\/i><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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But realistically, <\/span>how are companies handling this mindset?<\/b> It seems there is a will, but the bigger the company, the harder it is to find a way. <\/span>\u201cSeeing all the <\/span><\/i>current hybrid work models<\/span><\/i><\/a>, many <\/span><\/i>companies want to become more dynamic and let go of old business customs.<\/i><\/b> And it\u2019s not a matter of changing the way we work or do things, it\u2019s also <\/span><\/i>the way we communicate and collaborate as colleagues<\/i><\/b>. For example, working remotely, it\u2019s harder for employees to have relationships on a more personal level. In this case, bigger companies struggle more. <\/span><\/i>When you have a bigger pool of people, changing their mindset becomes harder<\/i><\/b>. Startups are also more accustomed to quick growth and change, and so implementing this dynamic with them becomes easier.\u201d<\/span><\/i><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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People Development: A way to attract new talent<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Speaking of the evolution of People & Culture, <\/span>the way employees develop their career has also changed<\/b>. In the past, it was very common for people to stay in the same job for 10-20 years. As society has changed, people have more stimulus than ever, which means staying in a company for longer than 2 years already seems too long. And so, your People strategy and career development should reflect that.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\u201cCompanies don\u2019t seem to understand that we live in a culture of immediacy because of the stimulus we are constantly getting. You want something, you can order it. A 4 minute video is too long. So now<\/span><\/i> we can\u2019t afford slow developmen<\/i><\/b>t. If you hire someone and you tell them they can develop their career in 4 years they will leave. So now, <\/span><\/i>we have to balance what young talent is demanding with what we can provide<\/i><\/b>.\u201d<\/span><\/i><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Now, we know what you may be thinking: \u201cWe can\u2019t afford more training courses\u201d, \u201cWe can\u2019t promote someone that just started\u201d. Well, let us make it easier for you:<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\u201cYoung talent is demanding a more agile development, more stimulus. Gen Z multitasks, they watch TV while also watching videos on their phone. So they learn faster, and they need more action. This doesn\u2019t necessarily imply promoting people right away, or constantly signing them up for training courses.<\/span><\/i> It could be as simple as letting employees work on different tasks for a week, or exchanging roles with a colleague to try something new.<\/i><\/b> Even if you\u2019re not climbing up the ladder, <\/span><\/i>you\u2019re still improving your employability and developing your career.<\/i><\/b> You have to take risks to keep your people engaged.\u201d\u00a0<\/span><\/i><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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This advice becomes especially important for startups. Being smaller companies, it is likely they don\u2019t have the resources to create new roles. But they do <\/span>have the capability to switch responsibilities or tasks<\/b>, even if it\u2019s just for a short period of time.<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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When it comes to attracting talent, <\/span>offering a peek into their developmental path<\/b> is also key. \u201cYou should be making sure <\/span>all new candidates know what their future could look like<\/b>. When they enter your company, they should be aware of however many paths there are for them, and how they can reach them long term.\u201d<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Growara is very passionate about development, and so they try to pass this onto the companies they work with. With <\/span>Growara Academy<\/span><\/a>, they teach company executives about best practices on managing their People strategy.\u00a0<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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The future of People & Culture: What can we expect?\n<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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And so, with these keys, what challenges can People & Culture experts expect from the future?\u00a0<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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On the one hand, we can expect <\/span>greater development expectations<\/b>: <\/span>\u201cI think the future holds lifelong learning, and so companies should allow for continuous development. Especially when it comes to technology, which keeps growing and constantly brings new challenges. And so, I think one of the challenges People & Culture professionals face is hiring people that want to be in constant development.\u201d<\/span><\/i><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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And obviously, the problem we exposed earlier: <\/span>the difficulty to retain talent and maintain engagement.<\/b> \u201cAnother challenge is obviously retaining talent, especially with IT professionals. Nowadays, people choose where they want to work, it\u2019s no longer the other way around. Many IT professionals receive multiple job offers on their LinkedIn profiles. And so, if you want to keep this talent happy, you have to adapt to their needs. This might imply remote work, better work-life balance, greater development opportunities, etc.\u201d<\/span><\/i><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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What does this mean for startups?<\/b> Well, they are fighting with big companies for the same talent.<\/span> \u201cBig corporations have great employer branding, and they\u2019re fishing out of the same talent pool as startups. It\u2019s obvious bigger companies will have more capacity to offer benefits, but that\u2019s where your value proposition comes in handy. In order to compete, <\/span><\/i>you<\/i><\/b> need a very good value proposition.<\/i><\/b>\u201d<\/span><\/i><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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And so, it\u2019s clear now that <\/span>building a good people strategy means understanding your employees through and through<\/b>. Nailted<\/a> helps you open new channels for communication with your employees, allowing quick feedback loops so you\u2019re always aware of your company pulse and employee needs.\u00a0<\/span><\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

An interview with Julio Braceli, CEO at Growara.<\/p>\n","protected":false},"author":8,"featured_media":13822,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"image","meta":{"episode_type":"audio","audio_file":"","podmotor_file_id":"","podmotor_episode_id":"","cover_image":"","cover_image_id":"","duration":"","filesize":"","filesize_raw":"","date_recorded":"","explicit":"","block":"","itunes_episode_number":"","itunes_title":"","itunes_season_number":"","itunes_episode_type":"","cybocfi_hide_featured_image":""},"categories":[26],"tags":[85,60,237],"series":[],"episode_featured_image":"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2022\/05\/Growara-office-wall.jpg","episode_player_image":"https:\/\/nailted.com\/blog\/wp-content\/uploads\/2020\/11\/Company-culture-matters-1.jpg","download_link":"","player_link":"","audio_player":false,"episode_data":{"playerMode":"dark","subscribeUrls":{"spotify":{"key":"spotify","url":"https:\/\/open.spotify.com\/show\/1Bl7apd3ITSFD45mwUi1Og?si=T_w80oYURZ22ZGjPMD-LsQ","label":"Spotify","class":"spotify","icon":"spotify.png"},"itunes":{"key":"itunes","url":"https:\/\/podcasts.apple.com\/es\/podcast\/company-culture-matters-by-nailted\/id1545900885","label":"iTunes","class":"itunes","icon":"itunes.png"}},"rssFeedUrl":"https:\/\/nailted.com\/blog\/feed\/podcast\/company-culture-matters","embedCode":"

Growara’s approach: How Startups can build their People Strategy<\/a><\/blockquote>