Munich is a melting pot of startups right now because it's Bits & Pretzels time, and one of the hottest topics for the 5,000 founders, investors and industry leaders is the lack of skilled labour - and how we can attract enough talents to grow when talent is in such short supply.
Startups - and especially scale-ups - face something of a triple-whopper challenge:
👉 𝐜𝐚𝐧 𝐭𝐡𝐞 𝐰𝐨𝐫𝐤𝐚𝐡𝐨𝐥𝐢𝐜 𝐰𝐨𝐫𝐤-𝐜𝐮𝐥𝐭𝐮𝐫𝐞 𝐚𝐬𝐬𝐨𝐜𝐢𝐚𝐭𝐞𝐝 𝐰𝐢𝐭𝐡 𝐬𝐭𝐚𝐫𝐭𝐮𝐩𝐬 𝐥𝐚𝐬𝐭 𝐚𝐧𝐝 𝐬𝐜𝐚𝐥𝐞?
Anyone who’s been part of a startup knows that the first few years are all-hands-on-deck, working crazy hours, doing what it takes to make the dream happen. But once you’ve been doing that for a few years, what happens? Will the core team still have the energy to keep going at that pace, and is it possible to transmit the excitement of those early days to a bigger team of people who joined later?
I would say no. The only way to become sustainable is to move towards a more flexible and empathetic work culture. That way your core team has a chance to recharge their batteries once in a while, or maybe even get a life. As you grow, you’re able to attract a much bigger pool of talent, including people with kids who simply wouldn’t be able to consider a rigid workaholic job culture because of family commitments.
👉 𝐚 𝐜𝐨𝐥𝐥𝐞𝐜𝐭𝐢𝐯𝐞 𝐜𝐨𝐦𝐢𝐧𝐠 𝐨𝐟 𝐚𝐠𝐞: 𝐰𝐡𝐞𝐧 𝐞𝐯𝐞𝐫𝐲𝐨𝐧𝐞 𝐡𝐚𝐬 𝐤𝐢𝐝𝐬 𝐚𝐭 𝐭𝐡𝐞 𝐬𝐚𝐦𝐞 𝐭𝐢𝐦𝐞
Most startups are birthed by people who haven’t had their own families yet - not always (as I know first-hand!), but typically. As the company grows up, so do their founders, and that initial startup team will reach a point in their lives where they start having kids at around the same time. If you build a family-friendly culture into your business from the start, that needn’t be a problem. It means that you have a workforce who are likely parents themselves and understand the need for more flexibility first-hand. And founders / leadership teams who have families and take parental leave are also excellent role models for the rest of the team.
👉 𝐰𝐡𝐚𝐭’𝐬 𝐲𝐨𝐮𝐫 𝐝𝐢𝐟𝐟𝐞𝐫𝐞𝐧𝐭𝐢𝐚𝐭𝐢𝐧𝐠 𝐟𝐚𝐜𝐭𝐨𝐫?
If you want to scale up by 20-40%, you want to be kind of company that people want to work for, and one way to set yourself apart is to be both diverse and family-friendly. In today’s startup scene, diverse teams do better. And if you’re not just diverse but also family-friendly, you’re able to attract parents looking for flexible work solutions - and bringing the kind of invaluable leadership skills to the table that you only learn as a parent. So you won’t just have access to more talent, they’ll also be really good at problem-solving, compromise, time-management, empathetic leadership and strength-based delegating!
Check out our start-up package on how to become a parent positive start-up on our website, mycollective.io