While Receiving Feedback Is Very Important For Providing An Efficient Product Or Service And Business Development, You Should Not Neglect Issues That Are Directly Related To The Structure And Body Of Your Startup.

A product is only noticed when it is made correctly. But what people are involved in making a product?

The answer to this question is the people who work in a startup. People who play the role of a startup team can take a startup to the top or take it out of the competition. But what is a startup team?

 How are the members of this team selected, and how can this team be put on the right track?

As an entrepreneur, when you decide to start your own business or, to be more precise, to establish your startup, you will face many problems and challenges, such as finding investors, finding advertising channels, holding numerous meetings with potential customers, and so on. Finally, you meet prioritizing your business’s strategic prospects.

But the more significant challenge on top of the above is finding people who are not only going to work in your startup, but these people should interact with other team members—people who do their job correctly regardless of the limited resources and challenges they face.

If members of a startup team communicate with each other properly, they can create a culture in which team members look at each other as members of a family. To make such a team and culture, you must know what kind of people you are looking to hire and, more importantly, what kind of personalities you want to attract to your startup.

Tim Schneider, the co-founder of Axero ( a startup that implemented social software Bootstrap and now has more than 23 employees), believes that a startup needs people who understand the company’s goals. People for whom the prospects of a startup have an exceptional value and look at it beyond a daily routine.

People you can count on to do essential and critical Work.

Ryan Saunders, a founder of BambooHR startup (a startup that works in the field of building online information systems in the field of human resources management), says:

“Given that startups face limitations in attracting capital. A new startup may not succeed in hiring people with high work experience in the first step because such people demand heavy wages. As a result, they spend their financial resources with caution.

But suppose the personality and motivation of people are essential to you in recruiting human resources. In that case, you can look to hire people who will learn the necessary training while working. “Hiring less experienced people may bring you problems in training, but on the other hand, it will also reduce your financial costs.”

Ryan Saunders suggests startups look for people who have the following three characteristics:

• Look for humble people. While these people are highly flexible to suggestions and criticisms, they also try to learn different topics and concepts.
•  A startup should attract people it can trust in different situations.
• People who are hardworking in tasks that take time and may take a long time to complete are patient and always try to get things done.

As you can see, the right choice for a startup team. It’s an approach that should be at the top of your to-do list. But on the other hand, don’t forget that you shouldn’t act hastily in choosing team members.

Curt Green, the founder of Arrow G Consulting, says, “The mistake that most startups make is that they are in too much of a hurry to do it. It’s perfectly natural to feel pressured to get things done as quickly as possible when starting your business, but don’t forget to be very careful when choosing the ideal team. Because the life of your business depends on it.”

One of the other tempting factors for entrepreneurs is hiring experts with technical, managerial, or leadership skills in positions that are not specialized. Kurt Green says:

“In a startup, the most critical responsibility for the entrepreneur is to understand how to properly manage people, projects, and issues from the beginning.

Experience has shown that only successful startups appear in this field if the founder has completed the necessary training to become a strong leader.

Contrary to popular belief, interviewing is a skill mixed with art. This approach is far better than training a technology expert and a technical force to manage a startup team.” “If you don’t know to interview people properly, it’s better to learn this skill as soon as possible,” says Helen Wheeler, a consultant at Alexander Mann Consulting, which provides talent management and recruitment services.

It would help if you devoted enough time to mastering the interview technique. Successful entrepreneurs allow their employees to establish a new culture in their company.

You most likely have prepared a specific vision for your startup and business.

Still, you should know that if you hire people only to achieve predetermined dreams, you may permanently lose your startup’s position in the business market.

Richard Gravelin, the sales manager of Harvard University Press, says: “When building a team, you should think about diversity while also thinking about team cultural harmony and harmony.

Diversification when choosing team members makes your team equipped with factors such as creativity, informed decisions, and constructive interaction. Don’t forget that emotional intelligence and cultural fit are two significant factors you should pay attention to when choosing team members.”

Four steps to building an effective startup team

Startups and even large companies become successful in business when they can attract motivated people. Lin Lebnak, the founder of two successful startups that worked in the field of technology, believes that companies and startups should think about preparing a powerful and experienced team from the very beginning to succeed in their Work.

He says: “A startup will succeed in its Work only if it has experienced people in all the application areas it needs. In other words, when hiring people, entrepreneurs should pay equal attention to the two factors of knowledge and skill. But it is better to consider the following four factors to create a powerful team for your business that will help you achieve your goals.

Look for people with expertise and experience on topics you or other members.

At first glance, it may seem logical to seek to recruit forces that all have similar expertise. But if you want to see tangible progress in your field of Work, you should aim to attract people with valuable skills and experience in their field of Work.

For example, if you have the necessary skills in technical areas but you do not have any background in marketing or selling products, it is better to look for recruitment in this field.

Attract people you know

In most cases, we see the founders of a startup seeking to attract people who have close relationships with them. Without using any recruitment process and even paying attention to the requirements of their startup, they hire them just because their family members or friends are nearby.

Undoubtedly, this view has many disadvantages. It means a big challenge. If you have to fire your client’s child for any reason in the future, you have lost a big client. Some startups even decide to hire the children of their clients.

Nevertheless, it is necessary to have sufficient knowledge or even initial knowledge of people when hiring them. Your essential responsibility in this regard is to ensure that they have the expertise required and are experienced in their field of Work. Ultimately their expertise will help your business grow.

If you lack the necessary skills in this field, getting help from one of the team members with more experience in attracting people is better.

Look for people who are willing to cooperate with low wages

Because the above people receive high salaries. But suppose you can find people who have a particular source of income or, more precisely, a stable position financially. In that case, you can hire such people with relatively limited salaries and benefits.

A person looking for a job tends to find a job that will provide enough for his life. Still, in contrast to a person who works as a consultant or an expert in a manufacturing unit or a factory, in the sense that he does not have financial problems, he is willing to pay a low salary with Work fewer hours for you.

The people you recruit must use the startup’s product.

As an entrepreneur, you should seek to attract people willing to use your product and promote it. In this regard, Lebnak says: “Your team members should not only think about preparing a product. They should also be able to use your product in the role of a customer and provide feedback so that a successful outcome is finally made.

If the members of your startup team only think about interacting with each other and creating a premium product, you will never discover the flaws of your product in practice. Each team member should test the product in the role of a real customer before the release of the final product or even during pre-production to identify the shortcomings.

How familiar is your startup team with your prospects?

There is no more exciting experience than completing a project as a team. This indescribable experience reaches its peak when the team members interact with each other in an entirely constructive way. But teams always face injuries. The situation will differ if the group members move in their desired direction. Also, suppose you don’t have a clear strategy to guide the team members.

In that case, the team members will move away from the initial goals of the startup and focus on goals that not only hinder the progress of your startup but also waste your startup’s resources and cause problems with each other in the long run.

They are friction. An approach that ultimately leads to the departure of people from the team or startup and, in practice, puts the startup on the edge of the abyss. But what solution is in front of us to solve these problems? The answer lies in the team charter.

What is a team charter?

If you have worked in organizations or large companies, you are well familiar with the concept called statutes. More precisely, the charter is an entity that gives credit to a company or organization. As a rule, the relations of the partners with each other, as well as the limits of the powers of the general assembly and the board of directors, the amount of profit and loss of the company, the policies and initial capital of the company, the duties and powers of the members of the board of directors, the number of managers, how to select them, etc.

The team charter also has a somewhat similar approach to the statute. A team charter is a document that defines the team’s vision and goals, how the team will operate and what is expected of the group.

The team charter often referred to as the road map, is determined by the team and investors at the beginning of the startup and the team to ensure that all the people who work in the startup clearly understand In which direction they should move.

Also, whenever the team members encounter a problem, this road map helps them solve it.

The thing that you should pay attention to as an entrepreneur is that almost all the team members are very passionate and enthusiastic at the beginning of the Work to complete the assigned tasks as quickly as possible and in the best possible way. But if your startup lacks a team charter or the vision for team members is not defined correctly, you face the challenge of planning failure.

If you fail to define your vision clearly, your project will eventually fail. But on the other hand, if you use a team charter and also prepare this charter with the help of team members and specify in it what you are looking for and in what time frame you must achieve the set goals, then your project will not only progress he does; Rather, there is a possibility that he will accomplish the predetermined goals earlier than the scheduled time.

Most successful startups use a team charter to outline, standardize, and accelerate things to get things done faster.

If to line up and do things right, it provides us with a nature called the business canvas in which everything is clearly defined. It is not the case with the team charter. In other words, the exact format of the team charter is not the same for all teams, and you will see differences depending on the existing conditions and different groups.

You may see a team charter in different forms, but the theme that applies to all of them is that the team charter is based on the two factors of agreement and thinking that interact with several main components.

When preparing your team charter, you should consider seven factors: Context, Mission and Objectives, Composition and Roles, Authority and Boundaries, Resources and Support.

Coordinate Operations and Negotiation and Agreement according to your team. You may see a team charter in different forms, but the theme that applies to all of them is that the team charter is based on the two factors of agreement and thinking that interact with several main components. At the time of preparing your team charter, you should consider seven factors:

Context, Mission and Objectives, Composition and Roles, Authority and Boundaries, Resources and Support.

Coordinate Operations and Negotiation and Agreement according to your team. You may see a team charter in different forms, but the theme that applies to all of them is that the team charter is based on the two factors of agreement and thinking that interact with several main components.

When preparing your team charter, you should consider seven factors: Context, Mission and Objectives, Composition and Roles, Authority and Boundaries, Resources and Support. Coordinate Operations and Negotiation and Agreement according to your team.