The first few months of a startup are the most critical. That is when founders need to focus on product development, hiring, and financial management. At this point, building a scalable HR and culture can feel like an afterthought or luxury that may be better suited for larger companies with more established practices. However, as any experienced entrepreneur will tell you— startups don't stay small forever.
The full-cycle HR kit helps startup leaders: navigate the basics of talent acquisition and retention; onboard new hires; manage performance and compensation reviews; establish company culture from day one. All while ensuring you're not neglecting your core business operations.
An authentic company story can engage new employees on many levels. Use this to introduce the company history and excite your new hires (1-2 paragraphs). This may include:
A well-crafted mission statement serves as a framework giving everyone involved a launching point to build from when establishing the company. A mission should tell: Why the company exists? What makes them different? (2-3 paragraphs)
Keep it short and concise while finding out why employees join the company. This could be your inspiration to write an effective company mission if you haven’t established one yet
Treat this as the elevator pitch to introduce your product/platform/service. Include the unique selling points and how they are different from competitors. Try a catch-phase to make a memorable ending. (3-5 sentences)
Some recommended sentences you may use:
*Tip: Use thesaurus! Choose the best wording that resonates with your employees
Behind every story is a powerful story. Explain what your logo stands for and how it was created to strengthen employee relationship with the company.
In a business context, core values are the highest values that guide company’s actions, unites employees and define its brand. Generally, core values will answer one or all of these questions:
Examples from Airbnb: Champion the mission, be a host, simplify, every frame matters, be a ‘cereal’ entrepreneur, and embrace the adventure.
*Tips to define your core value
You should start with a brainstorming session which you invite a handful of people who understand and embody the traits you want your company to be known for. These could include the founder, CEO, and other company officers, but don’t forget to include some key employees too. Ask each participant to list what they think the company’s values are or should be.
Prepare for new hire:
☐Onboarding plan or 30/60/90 days plan
☐System access and initial training
☐Lunch and welcome activities
Meet with your new hire
☐Provide an overview of the first week:
⁃First week highlights
☐Introduce new hire to the team
☐Review company practices:
Ensure employee has access to tools
☐Intranet, doors, codes, locks
☐Employee ID badges
Check-in with new hire
☐How are they performing at work?
☐What can you do to assist them?
☐Anything they want to learn more?
Discuss performance management
☐Discuss your approach to feedback
☐Review performance criteria
☐Finalize individual goals and team goals
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Grove HR is the best free HR platform that helps SMBs digitize their HR operation so that they can create an attractive digital employee experience.
Operating on both desktop and mobile, it provides a full employee lifecycle solution from recruitment, onboarding, managing employee records to time-tracking, payroll, and more.