Scaling Your Team - Flat6 Labs Ignite Program Abu Dhabi
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The document provides guidance on scaling a team, including establishing company culture, prioritizing roles, hiring processes, and onboarding new employees. It emphasizes establishing a clear vision and mission, hiring for weaknesses to complement skills, developing a compensation philosophy, and conducting a structured hiring process with feedback. The onboarding process should prepare new employees with necessary documents and introductions on their first day.
Scaling Your Team - Flat6 Labs Ignite Program Abu Dhabi
- 1. Copyright DKParker, LLC 2020 Scaling Your Team Dave Parker @DaveParkerSEA www.dkparker.com/blog Dave@dkparker.com
- 2. Copyright DKParker, LLC 2020 Agenda ¤ People & Culture <lite> ¤ Mission/Vision/Value coming up ¤ Comp philosophy ¤ Prioritizing roles ¤ Running a process ¤ First Revenue Hire ¤ Onboarding
- 3. Copyright DKParker, LLC 2020 Culture Broader topic for later ¤ Vision – What your company aspires to be, 3-5 year out. Should help your team align their activities & goals ¤ Mission – What you do now. ¤ And how you differ from your competition ¤ Value – What you do. Guiding principals ¤ Have fun, customer first, do the right thing
- 4. Copyright DKParker, LLC 2020 Culture is always being built These are organizational behaviors, not character or personal development: ¤ Clarity ¤ Responsibility/Autonomy ¤ Feedback/Standards ¤ Alignment/Authenticity ¤ Team Commitment/ Relationships ¤ Balance ¤ Equitable Rewards ¤ Inclusive behaviors
- 5. Copyright DKParker, LLC 2020 Big 5 Personality Traits 1. Openness to experience 2. Conscientiousness 3. Extraversion 4. Agreeableness 5. Neuroticism
- 6. Copyright DKParker, LLC 2020 Hire For Your Weaknesses ¤ Two of your might be more than you need! You don’t need to be the smartest person in the room ¤ How will this person compliment your skill set ¤ You’ll need to learn areas you can’t hire for yet ¤ Don’t hire for future potential – you have a small team, every role is critical
- 7. Copyright DKParker, LLC 2020 Compensation Philosophy ¤ Being deliberate with compensation philosophy ¤ Below, at, or above market ¤ Plus equity(or not) ¤ Plus benefit – what quality of benefits ¤ Unlimited time off, or limited time off ¤ Distributed workforce vs at the office? ¤ Best people anywhere or watching them work?
- 8. Copyright DKParker, LLC 2020 Compensation Components ¤ Salary ¤ Bonus ¤ Stock Options ¤ Benefits ¤ Remote work ¤ Travel ¤ Vacation ¤ Team
- 9. Copyright DKParker, LLC 2020 Prioritizing Roles ¤ Need to have vs. Want to have ¤ Index on revenue and product roles vs overhead roles ¤ Plan quarterly, hope for monthly
- 10. Copyright DKParker, LLC 2020 About the Company ¤ What’s the Company description ¤ Think about your “voice” to the community ¤ Positioning ¤ Messaging after the “no”
- 11. Copyright DKParker, LLC 2020 Running a process
- 12. Copyright DKParker, LLC 2020 Getting Prepared ¤ Gather up: ¤ Job descriptions ¤ Salary info ¤ Draft all template email communications ¤ Company description ¤ Gulftalent.com Indeed aggregate job board – pull US as well for: ¤ Job descriptions ¤ Create the google form/survey for applications
- 13. Copyright DKParker, LLC 2020 Building Your Team ¤ Who is on your team ¤ Filtering/screening candidates ¤ Initial interviews – phone ¤ In person interviews ¤ Tech/Role check interviews ¤ Communications ¤ Clear assignments
- 14. Copyright DKParker, LLC 2020 Ready, Set… Create Momentum ¤ Posting ¤ Job boards, ¤ Amplification via social. LinkedIn “We’re Hiring” profile ¤ Screening applications ¤ Google form/survey ¤ Attach resume ¤ Auto responder – setting expectations ¤ Creates a google sheet “data base” for now and in the future
- 15. Copyright DKParker, LLC 2020 Go ¤ Fast No’s – not qualified – send template email. ¤ Phone screens ¤ In person interviews ¤ Structured questions for the team in interviews (you are developing the team as well) ¤ Capture responses ¤ Ask them to score (1-4) candidates based on: ¤ Fit within the team ¤ Likelihood of success ¤ Competency in the role
- 16. Copyright DKParker, LLC 2020 Selection ¤ Selection ¤ Rank the top candidate ¤ Offers ¤ Have offers ready ¤ Feedback – fast no/not now ¤ Gather feedback on your process ¤ Make modification for next hire
- 17. Copyright DKParker, LLC 2020 Sales people can always sell themselves. They can occasionally sell your product! Dave Parker
- 18. Copyright DKParker, LLC 2020 First Revenue (Sales) Hire ¤ Blog Post ¤ Early stage tend to be educational vs. transactional sales process ¤ More entrepreneurial, services oriented ¤ Proposals ¤ Look for track record of success, prior sales training ¤ They will likely annoy you ¤ Don’t make them deliver what they sell
- 19. Copyright DKParker, LLC 2020 Don’t hire a sales person too early! They will become a VP Sales and think about strategy
- 20. Copyright DKParker, LLC 2020 Sales Compensation ¤ Sales people are defined by their comp plan not their job description! Think coin operated ¤ Alignment of incentives ¤ Win/win for company and sales person ¤ Pay when payment is received ¤ Likely 50% base and 50% commission and bonus ¤ Create quota number you can raise over time, vs. a percentage of revenue
- 21. Copyright DKParker, LLC 2020 Quota is always wrong! (and will go up over time) Dave Parker
- 22. Copyright DKParker, LLC 2020 Don’t Mix Biz Dev/Sales Roles ¤ If they are carrying a quota it’s sales ¤ If they are working relationships it’s BD ¤ Sales people need to hit numbers
- 23. Copyright DKParker, LLC 2020 Incentive Compensation ¤ Incentive compensation should be aligned with people who can directly impact results ¤ Paid monthly, quarterly at the longest ¤ Provide ramp time to get to commissions ¤ Annual bonuses won’t change behavior
- 25. Copyright DKParker, LLC 2020 Onboarding ¤ Be ready ¤ Docs ¤ Computer, email, tools ¤ Stock options (if relevant) ¤ Day 1! ¤ At Team Meeting? ¤ First impressions ¤ Introductions – what you’re excited about them joining the team
- 26. Copyright DKParker, LLC 2020 Hire Slowly, Fire Fast ¤ Good enough, rarely is! ¤ Early days, you’re looking for generalist vs. specialist ¤ Moves to specialists over time ¤ If you wake up grinding your teeth about someone… fire them ¤ Performance plans are fine, make sure they are attainable
- 27. Copyright DKParker, LLC 2020 Feedback and Reviews ¤ Reviews are generally a negative process ¤ Regular feedback ¤ 5:1 positive will change your company ¤ Salary adjustments, where necessary ¤ Cost of living increases ¤ Additional stock grants ¤ RECOGNITION! Catch people doing things well and tell those stories