From the Ground-Up: Human Resources 101 for Startups

In this guest post, Erin Osterhaus, Managing Editor at The New Talent Times reveals how one start-up built a flourishing HR department from scratch.

For many startups, human resources tends to be the last item on the agenda when getting their business off the groundin the beginning most tend to focus their limited resources on generating revenue and drawing attention to their brand. But, as the company starts to grow, managing employees becomes more complex.

So how can your company navigate the tough transition from bootstrapped startup to flourishing business? Erin Osterhaus, an HR Analyst at Software Advicea website that reviews HR software—decided to find out. She sat down with Kim Rohrer, Disqus’ Head of People Operations, to learn how to develop an HR department once your startup begins to gain steam, and employees.

Disqus, a company that provides blog comment hosting services for websites and online communities, went through its own startup growing pains. When Rohrer started out at Disqus in 2010, the company had no HR department to speak of. However, Rohrer successfully  spearheaded the development of the company’s HR division while maintaining the same momentum and efficiency that allowed Disqus to grow in the first place. She offered the following tips for other startups going through similar growing pains:

Define Departmental Responsibilities

At Disqus, as at many startups, the company had a “flat” culture in the beginning. According to Rohrer, this meant that there were no managers or directors. As the company grew, this “flatness” became a problem. The CEO couldn’t oversee the activities of all the employees as he had been doing. Instead, he and Rohrer worked closely to create some a management structure. They defined roles for leaders for their Product Development, Engineering, and Advertising teams.

The added hierarchy improved communication between departments and helped Disqus function at a higher level. It also helped ensure that all employees’ concerns and questions could be addressed by HR if needed, and has helped avoid HR issues and complications. As such, Rohrer suggests appointing leaders of teams early on. Having some form of a management structure will assist your startup as it grows—the CEO can’t manage everyone once you start growing beyond a core team.

Build a Killer HR Team

You can’t create a killer team without people. And who finds people? Recruiters. So, from the start, Rohrer suggests making an effort to hire a designated recruiter to find the employees your company will need to succeed.

Additionally, Rohrer suggests filling out your HR team with an office manager. As Rohrer says, when she started at Disqus, she was a sort of Jill-of-all-trades.” She organized office supplies, company events, IT, and sometimes even took on facilities maintenance. This sort of disjointed job functionality prevented her from focusing on more strategic HR functions, like developing Disqus’ company culture and improving employees’ job satisfaction. Once she hired an office manager—using her recently hired recruiter—she could focus on making Disqus a great place to work.

Develop a Support Group

The rapid growth of startups can be a challenging time for HR teams. Rohrer’s final tip is to ensure you have a support community to learn from during this important transition phase.

In fact, Rohrer believes this so strongly, that she helped create Organization Organizers, a network of business operations professionals that hosts learning and development events, and serves as a forum for its members to share their HR experiences.  “No one should have to reinvent the wheel,” Rohrer says. “If we all learn and grow together, the entire industry does better.”

The full interview can be found on Software Advice’s Talent Management blog, The New Talent Times.

 

 

 

 

 

HR Roundup: What Really Matters in your HR Organization

Top Areas of Focus for HR Departments

Top Areas of Focus for HR Departments

 

Today’s HR Roundup comes from Forbes’: The 3 Things Startup Founders Need To Know About HR, a guest post from TribeHR’s Joseph Fung.

The post is directed at startups, but it has a broader benefits to established HR organizations as well. The premise is simple – there are some things you can delegate to consultants or fumble your way through in a new or growing HR organization but there are some things that are core to your corporate health and you cannot afford to overlook them.

The three main recommendations from the article for a new HR Organization are:

1) Cultural Fit -

Hiring the right people can make or break your organization. Technical prowess or tactile expertise is great, but if your new employee doesn’t subscribe to your company culture, agree with your company values and understand your company mission, they’ll never perform to their full capacity and could quickly turn into a disengaged or disconnected employee. Culture fit should be a requirement. You can teach skills, its much harder to change behavior and character.

2) Transparency -

Make sure your employees have the information they need to be autonomous, act in the right manner to benefit the company and perform with an understanding of your company and little uncertainly in your company direction. Fung goes on to say “Be deliberate in the time you choose to share information. Information shared too early may cause employees to shift priorities too soon, and information shared too late may undermine employee confidence.”.

3) Provide a “Why” -

This is a great one. Fung states most companies are good at describing the ‘what’ (product) and the ‘who’ (customers) to employees, but they don’t describe the “Why”. Why is about your larger mission, your vision, your core values as a company. Get your employees to live and breath your values and understand that everything they do revolves around a common mission of everyone at the company and you can turn your average employees into exceptional ones.

Interested in more information about building a great company culture and leading in a world of shorter tenured employees, generational differences in employee motivation and social recruiting? Subscribe to our Manager 2.0 Newsletter where we’ll send you weekly updates on employment trends and what is most talked about on the web in the HR space.

HR Roundup: HR For Startups – 5 Items Not To Overlook

Today’s HR Roundup post comes from the Lean HR Blog post titled “HR 101 for StartUps”.

The post points out that many startups are rightfully focused on building their business, growing their team and closing their next sale.  Having a robust Human Resource strategy for your startup is probably overkill, but the post points out 5 areas you should not miss – regardless of your size.

Lean HR says the 5 HR Items Not To Overlook for your Startup are:

  1. Discrimination
  2. Wage and Hour Laws
  3. Benefits
  4. Termination Policy
  5. Employee Handbook

Visit the Lean HR Blog to Read the Full Post