The Cultural Problems That Start-Ups Fight: Why No One Talks About It

Times are changing! Someone’s mental peace plays a major role in choosing a company. No matter the pay, millennials, and Generation Z would be willing to quit any company if they are not happy.

This is why strap-ups have started paying such importance to company culture and virtues as a part of their ethos.

Unfortunately, there will be challenges when accommodating everyone.

Every budding entrepreneur’s question is how far you go and where you draw a line. In this excerpt below, we will be discussing the following:

• The major cultural problems in a start-up.
• Frequently asked questions regarding the subjects from budding entrepreneurs.

Major Cultural Problems The Start-Ups Face

Cultures, virtues, and ethos are always important in a start-up. However, it is becoming a top priority now because of social media. Everyone is given a voice; one wrong statement against your company can ruin its reputation.

1. Over-glamorizing The Culture

No matter how ‘stress-free’ you try to make your start-up, work requires everyone to take some pressure. No matter how much you try to cater to every requirement of each problem, there has to be cooperation from both ends.

Trying to make your company look too good to be true can eventually end up in empty promises which are not met. A company culture should be based on honesty, and as an owner, you should speak with clarity. About what you can offer them with the limited resources you have.

2. Lack Of Psychological Support

Talks about mental health are on a surge now. With the epidemic of anxiety and depression found in almost every household now, every start-up should care about their employee’s mental health.

Organizational psychologists do not just help in understanding audience intent. Having one in your HR team will provide a deeper insight into your employee’s mental state of mind. This, in turn, will help you understand where your problems as a new company lie.

A study has shown that organizational cultures with no psychological help are more prone to burnout and overworked employees. Especially when becoming victims of drug and alcohol abuse is becoming so common, find out more about how organizational therapy can help your employees immensely.

3. Inability To Stop Company Politics

Gossip mongers are present in every company, but as a new company, you always have the option to hire mindfully. However, if you simply run after the core skill without assessing the quality of their character, you will be welcoming office politics.

Therefore, many startups have started conducting personality tests along with aptitude tests before hiring. Many are even taking the initiative to call for a graphologist and sit for a handwriting analysis.

Now, we are not asking you to dismiss an employee. However, if you do not want to face such cultural issues, always make rules regarding office politics, and do not entertain gossip without proof.

4. Lack Of Inclusivity

The lack of inclusivity can have a detrimental effect on company culture. When individuals from diverse backgrounds feel excluded or marginalized, it creates an environment of tension and mistrust. It hampers collaboration, innovation, and productivity. 

A company, especially the employees sitting at the top of the hierarchy when fails to foster inclusivity, misses out on the benefits of different perspectives, experiences, and ideas. It also struggles with attracting and retaining top talent from diverse backgrounds. 

On the other hand, inclusive company cultures promote a sense of belonging, respect, and equal opportunities for all employees. By embracing diversity and inclusivity, organizations can create a positive and thriving work environment that benefits both employees and the company as a whole.

Frequently Asked Questions

Staru-ups depend heavily on their employees. Especially the pilot team, who have trusted the company simply based on the ethos. Trust is very important when working with a minimum wage and helping them build their career.

So, when establishing a culture for your start-up and trying to eradicate social problems, many ask these questions.

So, here are the experts answering.

1. Is Culture Important In My Start-Up?

You can make your business too technical, but then all you will be hiring are robots. A culture is a definite compulsion if you want human creativity to work for your start-up to help it reach new heights.

When we say culture, we do not mean the cultures adorning our society now. Rather we are talking about building new cultures which reflect the mission of the company. Some of the start-up cultures you can adhere to prevent conflict are:

– Inclusivity above all.

– Perfect balance between work and life.

– Hiring talent over running behind the experience.

These virtues automatically attract good talent to your startup.

2. Cultural Reasons Why My Start-up Can Fail?

Building a good corporate culture is important for every start-up, and yes, there is a possibility that a lack of culture can make your startups fail. Here are some of the red flags that your start-up is failing due to a lack of culture.

– You are focused on speedy results rather than analyzing each step properly. This is also causing extreme stress to your employees.

– Not focussing on resolving conflicts for your employee.

– Not allowing a feedback portal for your employees to express their core issues.

– Not having a program for former or addiction patients currently in treatment.

– Not knowing how your own business culture is operating.

Awareness is the first step to a good office culture.

3. How Can I Resolve Substance-Related Conflicts In My Company?

It is not very uncommon to have people suffering from addiction in your company. They could be great at their art and yet fail to uphold willpower. Now, the easier thing would be to terminate them and strip all forms of their hope.

However, if you want a stellar corporate culture that helps each employee, then this is how you should handle this conflict.

• Talk to the employee first, and acknowledge their problem.
• If needed, follow up with an intervention. However, only do so after enough proof that they are suffering from substance abuse.
• Assign them to an in-patient rehabilitation program, and offer them a sabbatical leave during that time.
• Employee a full-time organization therapist to the company. They will be able to answer questions and solve other conflicts relating to the matter with other employees.

Whatever you do, do not make the employee feel isolated; that feeds into the addiction negatively.