I’ve written about how the roots of success or failure are planted early in a startup’s life. Think of startups as being like new homes: If the basement doesn’t have the right piping, the water and electricity throughout the house aren’t going to function correctly either.
In my mind there are three key pillars for building a proper foundation for startups: compliance, employee well-being, and accountability. (To read my articles on each of those pillars, go here.)
In the final installment of this series about foundation-building for startups, I’ll dive into how to avoid accountability gaps. These gaps can arise due to the fast-paced, dynamic environments and often limited resources that are prevalent with startups. Because of those factors, there are inherent challenge in establishing clear roles, setting measurable goals, creating and maintaining consistent communication channels, fostering strong leadership, and implementing structured processes and documentation.
Accountability and Consequences
Accountability is about consequences. Without consequences, there can be no genuine accountability. Think of Harry Truman famously placing “The Buck Stops Here” as an ever-present reminder on his desk in the Oval Office. As a leader, you must be willing to create and enforce consequences for actions, or lack thereof.
The seeds are often sown during the initial stages of a startup when, as the CEO or early-stage leader, you’re moving at the speed of light and taking on countless tasks yourself. Time is the most precious commodity, and there’s never enough of it. It’s not uncommon for entrepreneurs to hire friends or acquaintances without anywhere near the same level of scrutiny they would apply to hiring a stranger. A firm handshake replaces a thorough vetting process.
This less buttoned-up approach can certainly allow you to move faster without layers of process, and building a startup can feel easier when you’re surrounded by people you know. But it can lead to significant problems down the line. When you bring in someone you’ve worked with before or who comes highly recommended, you can assume that their performance will match their reputation. It’s only when you start hiring individuals you don’t know that the accountability gaps become glaringly apparent.
Recognizing these realities, what can you do to establish a simple foundation of accountability that you can build from as you grow?
Levers of Accountability
One reason startups neglect performance management is an attempt to be forward thinking. Some companies subscribe to the idea that traditional performance reviews are outdated, and so they embrace a more fluid, informal approach. This might seem refreshing, but it can lead to confusion regarding roles and expectations. I think students need report cards — and by the same token, talent needs a regular assessment, so they know what they are doing right and when they need to course correct.
It’s More than Rules
Accountability isn’t just about setting rules and expecting everyone to follow them. It’s about creating a web of interconnectedness within the people, systems, and initiatives of your organization — ultimately enabling all of these elements to work together effectively.
It’s human nature to wait to address a problem until it becomes too painful to ignore. Just like you may not visit an orthopedist until your shoulder starts to ache, startups sometimes overlook accountability elements until something breaks. In the context of the company, this might mean a top-performing employee threatening to leave due to the absence of a bonus program, or a sudden exodus of talent when vesting occurs without a clear retention strategy. These “pain points” are what ultimately prompt startups to take accountability seriously.
Why not avoid all that pain to begin with?