{"id":124,"date":"2019-01-14T00:00:00","date_gmt":"2019-01-14T00:00:00","guid":{"rendered":"https:\/\/sageamptesting.wpengine.com\/en-au\/blog\/?p=124"},"modified":"2026-02-05T20:14:05","modified_gmt":"2026-02-05T09:14:05","slug":"how-to-maintain-a-start-up-mentality-in-your-growing-business","status":"publish","type":"post","link":"https:\/\/www.sage.com\/en-au\/blog\/how-to-maintain-a-start-up-mentality-in-your-growing-business\/","title":{"rendered":"How to maintain a start-up mentality in your growing business"},"content":{"rendered":"
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\n\t\t\t\t\t\t\tLeading people<\/a>\t\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t
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\n\t\t\t\t\t\tHow to maintain a start-up mentality in your growing business\t\t\t\t\t<\/h1>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\t\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t\t\n\t\t\t\t\n\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t<\/div>\n\t

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\n\t\t\t\n\t\t\t\t\"\"\t\t\t\tLuke Thomas<\/span>\n\t\t\t<\/a>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t<\/div>\n\t\t<\/div>\n\n\n\n

It\u2019s a common occurrence among rapidly growing businesses \u2013 once they become more established, they begin to lose sight of the values they lived by when they were a start-up.<\/p>\n\n\n\n

In many cases, policies, procedures and stale, top-down company value statements end up replacing the values that made the business a success in the first place.<\/p>\n\n\n\n

Let\u2019s explore some of the ways you can help maintain or recreate a start-up mentality in your growing business:<\/p>\n\n\n\n

1. <\/strong>Focus on the company culture that exists amongst your people<\/strong><\/h2>\n\n\n\n

An insightful way to view organisational culture is to consider it like an iceberg.<\/p>\n\n\n\n

The 10 percent above the waterline includes things like your vision, value statement, policies, and procedures. While your real culture \u2013 how people behave and treat each other, and what\u2019s tolerated and discouraged \u2013 is the 90 percent below water level.<\/p>\n\n\n\n

Many leaders invest heavily in lofty vision statements and or comprehensive policies and procedures that attempt to create a company culture from the top down. However in many cases, they ignore the culture exists below the waterline.<\/p>\n\n\n\n

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Free research report: The changing face of HR<\/h2>\n\n\t\t\t\t\t\t\t\t\t
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Seismic shifts in the way organisations operate, work, and manage their people are occurring. We surveyed 500+ HR leaders to discover how they are responding.<\/p>\n

Uncover insights on how to stay ahead and transform HR from a process focused function to a people driven business.<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\tDownload Report<\/a>\n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\"\"\t\t\t<\/div>\n<\/div>\n\n\n\n

2. <\/strong>Hire for the future<\/strong><\/h2>\n\n\n\n

Ensure you\u2019re hiring those with the attributes and values vital to the future success of your business.<\/mark><\/p>\n\n\n\n

These are people who may not have the most advanced skillsets on the market, yet more than make up for it in their ambition, motivation, and potential.<\/p>\n\n\n\n

Your Employee Value Proposition is an important tool to attract this kind of talent, especially for smaller organisations lacking the funds of larger competitors.<\/p>\n\n\n\n

Think about what you can offer that others can\u2019t. Is it the bleeding-edge technology more established organisations aren\u2019t willing to take a risk on? Or maybe more flexibility, particularly with regard to benefits like holiday and parental leave?<\/p>\n\n\n\n

3. <\/strong>Keep your company policies simple<\/strong><\/h2>\n\n\n\n

While they may not be a natural part of a start-up, company policies are very effective tools for guiding employee behaviour.<\/p>\n\n\n\n

Many growing organisations will invest a lot of time creating restrictive and prescriptive policies and procedures, however as the organisation changes, they quickly become outdated.<\/p>\n\n\n\n

Keeping your policies and procedures simple not only makes them memorable, but also more flexible and appealing to people.<\/p>\n\n\n\n

4. <\/strong>Write your policies for the majority, not the exceptions<\/strong><\/h2>\n\n\n\n

When devising company policy, many organisations do so with the exceptions in mind, rather than the majority who embody the company\u2019s values.<\/p>\n\n\n\n

If you\u2019ve recruited well, have a great culture, and your employees live by your company\u2019s values, they won\u2019t need policies to tell them what to do. <\/mark>There will always be a few who won\u2019t behave ideally, but your policies won\u2019t deal with them \u2013 they\u2019re not a replacement for good management practices.<\/p>\n\n\n\n

So try to keep your policies simple, treat people like mature adults, and deal with the exceptions on a one-on-one basis with great management practices.<\/p>\n\n\n\n

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Free research report: The changing face of HR<\/h2>\n\n\t\t\t\t\t\t\t\t\t
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Seismic shifts in the way organisations operate, work, and manage their people are occurring. We surveyed 500+ HR leaders to discover how they are responding.<\/p>\n

Uncover insights on how to stay ahead and transform HR from a process focused function to a people driven business.<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\tDownload Report<\/a>\n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\"\"\t\t\t<\/div>\n<\/div>\n\n\n

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Subscribe to the Sage Advice Newsletter<\/h2>\n\n\t\t\t\t\t\t\t\t\t
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Get a roundup of our best business advice in your inbox every month<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\tSubscribe<\/a>\n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t\"\"\t\t\t<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

It\u2019s a common occurrence among rapidly growing businesses \u2013 once they become more established, they begin to lose sight of the values they lived by when they were a start-up. In many cases, policies, procedures and stale, top-down company value statements end up replacing the values that made the business a success in the first […]<\/p>\n","protected":false},"author":845,"featured_media":387,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_sage_video":false,"post_featured_image_hide":false,"footnotes":""},"categories":[91,90,74],"tags":[222,243],"business_type":[10,9],"context":[],"industry":[],"persona":[103,99],"imagine_tag":[41,65,40,39],"coauthors":[277],"class_list":["post-124","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leading-people","category-managing-people","category-people-leadership","tag-hr","tag-workplace-culture","business_type-small-business","business_type-medium-sized-business"],"sage_meta":{"region":"en-au","author_name":"Luke Thomas","featured_image":"https:\/\/www.sage.com\/en-au\/blog\/wp-content\/uploads\/sites\/5\/2019\/01\/GettyImages-508065515_super.jpg","imagine_tags":{"41":"Growing business","65":"HR and Payroll","40":"Mid-sized business","39":"Small business"}},"distributor_meta":false,"distributor_terms":false,"distributor_media":false,"distributor_original_site_name":"Sage Advice Australia","distributor_original_site_url":"https:\/\/www.sage.com\/en-au\/blog","push-errors":false,"_links":{"self":[{"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/posts\/124","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/users\/845"}],"replies":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/comments?post=124"}],"version-history":[{"count":1,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/posts\/124\/revisions"}],"predecessor-version":[{"id":4268,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/posts\/124\/revisions\/4268"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/media\/387"}],"wp:attachment":[{"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/media?parent=124"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/categories?post=124"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/tags?post=124"},{"taxonomy":"business_type","embeddable":true,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/business_type?post=124"},{"taxonomy":"context","embeddable":true,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/context?post=124"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/industry?post=124"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/persona?post=124"},{"taxonomy":"imagine_tag","embeddable":true,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/imagine_tag?post=124"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/www.sage.com\/en-au\/blog\/api\/wp\/v2\/coauthors?post=124"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}