No matter who you work with, make sure they know what is expected of them. From Day 1.

Your company is moving fast and so are your requirements for the people you work with. It can create a unique space for development – but only if your employees are provided with feedback and guidelines. If not, they will end up guessing, feeling uncertain, stressed, and demotivated.

Give guidelines and set objectives:

Meet every new comer on your team and talk with them about objectives and guidelines.

Objectives will help new hires understand what they should focus on.
Sure, the startup world changes fast – and so might objectives. Make sure both sides know it is a lighthouse, not a contract set in stone.

Guidelines will tell new hires how to reach his or her goals. Talk about the values your company follows and their importance. They will help him or her understand how to act when the situation is unclear. Choose guidelines that best fit your organization, including taking ownership, getting things done, being reliable, being flexible, having a positive impact on the team, sharing knowledge, and more.

Ongoing feedback:

Share feedback frequently. Tell people around you (not only your direct reports) what was great and/or what could be improved – and encourage people to do the same. Seek feedback and try to understand what people say.

Build an open organization that encourages sharing feedback so people know it is meant to help them grow. Ideally, start with yourself.

Hold regular one-on-one meetings:

Schedule regular meetings with your employees – as often as they want it. For more junior roles it can be every week, for seniors once every three to four weeks. Don’t cancel. If you cannot attend, postpone.

Give your employees time to talk about anything they find important. Also, take the time to discuss progress, share feedback, align expectations, discuss challenges, set goals, and follow up on their completion. Be prepared to discuss all major, longer terms objectives as well.