By Fernando Berrocal

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Every startup entrepreneur has their own backstory.  Therefore, if you want to be a part of the startup business environment, you need to be aware of it. You should create a small business that you would want to work for, a vision that would require some sacrifices on your part and of your potential partners along the road.

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You would have worked with many wonderful individuals as a regular business employee, but you would also have encountered certain demoralizing problems that are all too typical in the commercial corporate sector. Among the most typical of these issues, we have the following ones: Ideas credited to your immediate superiors, dismissal because of your honest criticism, a lack of clarity and communication regarding professional advancement, etc. these are all obstacles you might find along the way, and which are difficult to overcome.

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In the end, those unpleasant experiences have given more professionals than ever the confidence to take a risk and launch their startup businesses. They supplement competitive compensation with a variety of additional activities to draw in and keep employees. You would want to establish a business that enables employees to work remotely, accepts, and acts upon input that helps the business grow. You will have also to work hard to provide each team member with an excellent, individualized professional experience. We will discuss some important lessons we've learned about "remote work" in this blog post and how you may apply them to your business.

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• If you are the proper person for the job, it doesn't matter where you work. You will have employees who work from various states or maybe different countries when you launch your remote business. Some individuals even work from the beach, or if they want a different perspective, from a coworking facility anywhere. In this situation, you might provide limitless paid time off (PTO). If you and your startup team could travel anywhere in the world, it's crucial that you demonstrate that you don't need to stay stationary to be productive.

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• Check the hiring process for remote business employees.  People who succeed and fail in a remote environment tend to exhibit specific trends over time. You must improve your hiring procedure to focus on particular qualities in our applicants. You need to hire self-starters with excellent time management and prioritizing skills. Additionally, look for people that are willing to dig deep and find solutions on their own rather than waiting for Slack to provide them. Lastly, seek out individuals that thrive on accountability rather than micromanagement.

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• Flexibility promotes equity. Working parents, those who care for aging parents, residents of rural areas who must travel hours to get to work, etc. are just a few of the populations of people that require the flexibility of remote employment. They will be able to work for a business that suits their lifestyle, not the other way around, and you must be able to access all those communities and discover the very best matches for your startup business.

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• A solid technology stack will always be your ally.  Use the modern day's most crucial internet business tools, like Zoom, Google Drive (and other Google tools), Slack, Asana, QuickBooks, etc. They are all essential instruments for teamwork and communication. Ideally, the selection, integration, and adoption phases of any technologies intended to increase communication should be led by your human resource team, with participation from department owners whose teams would use these platforms. The Information Technology (IT) stack should, to the greatest extent feasible, complement the cultural values of your business. In hindsight, it's difficult to over-invest time and money in evaluating a new platform; bad fit results in significant time and financial waste and will inevitably prompt a search for a better option.

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• A check-in with your Employees is very Important: Quietly leaving, quitting, declining retention rates, etc. may all be partially avoided by regularly checking in with your team to get a true sense of how they're doing. Especially if they don't have much experience working remotely, you must have regular check-ins for new workers with Human Resources and their direct manager to discuss how they're doing. Additionally, make an effort to establish "alliance agreements" with each employee, while also outlining your expectations. Lastly, try to understand what they hope to gain professional knowledge about and improvements throughout their time working with you.

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• Culture demands a lot of effort: In an office setting, culture and professional relationships can develop more naturally; for remote enterprises, it is more difficult to foster strong links. If so, there are several ways to achieve that goal, including discussing team member highlights, meeting recruits at remote events, exchanging amusing personal tidbits, and overall giving the folks in front of the cameras more personality. To encourage employees to share knowledge and learn new skills from one another, try to regularly arrange these sessions. Even if these people seldom ever interact in person, you will ultimately notice wonderful connections developing at your company if you use all these strategies.

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• Everything depends on a strong feedback loop: Some of the most well-liked advantages at your remote office will be a consequence of employee input. This input has brought up problems before they may become more serious. Employees now feel truly invested in the little company and its culture. Startup retention, professional advancement, and consistency among client teams will all benefit. Know this before you decide to improve your requests: If you ask for criticism, you must be willing to hear it and prepared to act on it.

In conclusion, many of these principles are just as relevant for hybrid and in-office businesses as they are for remote ones. Whatever your system, keep in mind that creating a wonderful culture where workers feel valued and respected should always be a top focus.

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Ready to bring your startup to the next level? Apply to MassLight’s next batch. MassLight supplies capital and a dedicated tech team. We take equity in return. Have questions? Refer to our FAQ page.