These 4 elements contribute to an increased risk of undesirable behaviour and an unsafe work culture at start-ups and scale-ups.
Start-ups and scale-ups appear to have an increased risk of an unsafe work culture. In August, an interesting article about this appeared in the Financieel Dagblad (August 24, 2023): “How do I survive my job at a start-up?“. Examples of large scale-ups that have made it to the media in recent years with their unsafe working environment include the burn-out culture at the American flexible work office rental company WeWork, the intimidating management style at flash delivery company Gorilla's and the culture of fear at Uber Netherlands. Although no extensive scientific research has been done, it appears that start-ups and scale-ups are more susceptible to developing an unsafe work culture. Why? We explain this below.
Observations from Trustlr in practice that lead to unsafe work cultures at start-ups
Trustlr has a lot of experience with start-ups and scale-ups or small organisations with an informal work culture. Our experience within these organisations allows us to recognize a pattern of factors that contribute to an unsafe working atmosphere. Those four factors are:
- Lower average age
- Young talents who end up in management positions (too) quickly
- High working pressure
- Increased chance of micro-management
Lower average age at start-ups
The average age at start-ups is generally low and interactions are often informal. This can lead to the blurring of professional boundaries. Young employees also often find it difficult to say no or to set boundaries. This sometimes makes it difficult to address each other about behaviour that is or is not desired or to indicate that a limit (work-related or otherwise) has been reached. Many young companies regularly have drinks or celebrate successes exuberantly. When alcohol is consumed, boundaries become even more blurred, creating situations that would not have arisen without alcohol consumption.
Young talents who end up in management positions (too) quickly
Working in a fast-growing start-up or scale-up offers career opportunities and can put employees in leadership positions early in their careers. However, young and inexperienced managers may have difficulty recognizing undesirable behaviour in a timely manner or may themselves contribute to an unsafe work culture due to the high workload they experience. In our blog FNV report on manners in the workplace The shocking outcome of the research is that the manager is more often the perpetrator than the solver in undesirable behaviour in the workplace. The manager is negatively involved in 50% of undesirable behaviour.
High workload at start-ups
Due to ambitious growth objectives, pressure from investors and the desire for rapid growth that is accompanied by continuous changes, the workload can quickly increase. High work pressure contributes to stress, which can lead to undesirable behaviour and an unsafe working environment.
Chance of micro-management
You wouldn't think so due to the flat and informal work culture, but micromanagement can occur in start-ups and scale-ups. It is due to the nature of the organisation: small, short lines and management knows what the employees are working on, which means adjustments are often made. It may also be because many start-ups and scale-ups work according to a certain methodology with daily stand-ups in which the 'priors and hurdles' are discussed, which also promotes micro-management. The result is that employees experience less autonomy and a higher workload. This can also lead to reduced job satisfaction, increased work pressure and unsafe working situations.
Signs of an unsafe work culture at a start-up
Signs of an unsafe work culture at a startup can manifest themselves in different ways. The clearest signals are high turnover and attrition of employees. It can also manifest itself in unmotivated or unproductive staff. A confidential counsellor can help as a signaling function in the event of an unsafe work culture at a start-up or scale-up and of course also in improving an unsafe work culture.
Trustlr the answer to an unsafe work culture at start-ups and scale-ups
The 'company culture' is a hot topic in many young organisations and these organisations are also motivated to work on a great working culture. An unsafe work culture at a start-up is the last thing you want. Many of the organisations we work with are open to feedback and learn quickly. That is why we get so much satisfaction from proactively working together on a safe working culture.
Our motto is "prevention is better than cure." It's a bit cliché, but in our field, it's so important and not the norm, where most confidential counsellors operate purely reactively.
For this reason, Trustlr offers information via the e-learning on undesirable behaviourRegarding the risk factors discussed, we believe that education is the most effective way to prevent undesirable behaviour. Therefore, we have developed an e-learning course that raises employee awareness of what constitutes (un)desirable behaviour and how to deal with it. The online course encourages participants to consider familiar work situations and helps them recognize and set boundaries sooner.
If e-learning isn't suitable for your organisation, we'd be happy to visit you to provide information on the topics you consider important to your organisation. Or even facilitate a training session:
De Social Security training Developed for employees, it's interactive, practical, and accessible. Participants learn to recognize (un)desirable behaviour, set boundaries, and address each other respectfully.
For managers there is the Social Safety and Leadership training.
Many managers, especially new or inexperienced ones, find it difficult to handle situations of inappropriate behaviour effectively. This training provides them with the tools to recognize signals, respond appropriately, and create a safe work environment where employees feel free to speak up.
One advantage is that we get to know each other right away, which can lower the threshold for requesting assistance.
For both online and offline information, we must be clearly visible and accessible to employees in your organisation. If you would like more information about our services or to schedule an introductory meeting, please visit our page: Confidential counsellor for start-up scale-up