If the pandemic taught us one thing, it was the criticality of businesses needing to pivot ways of working. As we continue the post pandemic recovery journey, this need will continue. Compounded by the reality that most businesses will need to restart work in a very different context, which will also see employees taking on new responsibility.
While some businesses retracted workforce’s during the pandemic, others grew. For the latter, oftentimes no option but to adopt, pivot and scale up – or perish. This scaling up of business and workforces, especially in industries like technology, will continue.
While generally business scaling and expansion is a good thing, usually representing growth and success, it can present a range of issues if not adequately managed.
One of the biggest, is the people factor: how to manage effectively during scalability.
Those who’ve managed during times of growth, would arguably agree to the growing pains that come with managing teams. Whether the scale up is planned or unplanned, issues will, and do happen. Factions in teams, problematic communication, performance issues related disengagement, or behavioral problems due to attitude, are common areas that get affected.
While any change requires a level of discomfort, there are ways to mitigate these challenges and keep teams supported.
1. Solidify fundamentals. By fundamentals, we’re referring to basics like getting clear on company values, establishing cultures, setting up a management structure. Having a strong core, or foundation, gives the business a solid foot to stand on. It gives teams a point of reference, assures stability and helps instill trust. Teams want a sense of security, during uncertainty.
2. Build a plan. Planning for any change is necessary, especially when it involves people. If the plan is to scale up, then it must first start with getting clear on the state of the current business. This also includes areas of weakness or gaps that should ideally be resolved before bringing in new people. The ideal plan should be flexible enough to change if needed. One benefit that growth does bring is the opportunity to be adaptive and flexible, and course correct where needed. Scalability and growth provide an opportunity to learn on the go.
3. Communicate. Keeping channels of communication open during times of growth is critical. Teams want to know what’s going on, not be kept in the dark. Communicate the plan. Knowing the ‘what’, the ‘why’ and the ‘how’ keeps everyone on the same page and moving ahead in the same direction. Reassurance during change is critical, so keeping teams abreast of plans – including as they develop – is a good way to instill confidence and boost morale.
4. Be proactive. Think about initiatives and approaches that will encourage collaboration and productivity, regardless of scale. Whether it’s a weekly team meeting, once a month company updates, or quarterly off-sites, having something that brings people together and encourages connection and collaboration is crucial.
5. Be open to warning signs. Know what to expect. People are creatures of habit, like certainty and not generally ok with change. As managers, knowing where the issues are likely going to play out and expecting to be met with resistance will help. It’s normal. Checking in with other mangers and leaders offers a great way to monitor warning signs and where needed, take action. Asking teams for feedback can also be a very valuable tool for understanding pain points.
While it’s rarely possible to avoid scaling pains completely, with the right approach many potential problem areas can be mitigated. And as we continue to carve out the ‘new normal’, those businesses who are prepared, will remain ahead of the game.