Startup Culture Isn’t Only Free Snacks: Crafting a High-Performance Team That Endures
Hey there! Welcome back to Founder Mode!
Today, I want to dive into a topic that has been on my mind a lot lately: startup culture. As founders, we dream of creating great companies. We want teams made up of driven, top performers who work well together. Startup culture is often romanticized. People think of perks like free snacks, ping pong tables, and flexible hours. But if we’re being honest, a successful startup culture is about much more than that.
I’ve seen that a strong startup creates a culture of growth, teamwork, and accountability. Strong cultures are built on solid values, not flashy perks. Here are the lessons I’ve learned and the methods I use to build a strong culture of performance.
Building a Culture That Drives Performance
As a founder, I’ve spent years building and working in startups. I've learned that building a great team isn’t just about hiring talent. It’s about creating a culture that values continuous learning and high agency. A high-performance team doesn’t only need skilled members. It's a group that inspires one another to grow, act, and achieve success together.
Here’s how I build a strong startup team:
1. Create a Learning Environment
As a founder, I soon saw that learning must be a key part of the culture. The most successful teams are always eager to learn. They are curious and self-driven. They want to improve. From the very first day, I made sure that learning wasn’t just a nice-to-have—it was part of our DNA.
At Instacart, we promote a culture of ongoing learning. We didn’t just offer courses to employees. We created programs and systems that helped everyone team up, learn, and grow. It wasn’t just about writing down a learning culture. It was about making learning a part of everything we did.
This growth mindset is shared by my Athena Executive Assistants (EAs). They do well in places that focus on learning. They actively seek new challenges and always look for ways to improve. This lets me delegate better and focus on the bigger picture. I know my team is always growing.
If you're looking for an EA who thrives in a learning environment, I'm a huge fan of Athena EAs. They are always eager to take on new challenges and improve, which allows me to delegate tasks more effectively and focus on the bigger picture. It's really AI + EA to make the magic.
2. High Agency Over Micromanagement
One of the toughest lessons I’ve learned as a founder is giving my team ownership of their work. Early on, I wanted to be involved in everything. I was nervous about losing control. I learned that the best teams I’ve worked with had the freedom to decide for themselves. The more responsibility they took on, the better the results were.
At Instacart, we scaled from 50 engineers to nearly 2,000 in just a few years. One of the key shifts we made was empowering our engineers to make their own decisions. Feeling a sense of ownership made them more committed to the company’s success. They were invested in the outcome, and that motivated them to do their best work.
Delegation has been key to this change. I rely on my EAs to handle the administrative tasks that used to take up my time. This lets me focus on big decisions and strategy. I trust my team to handle everything else.
3. Hire for Passion, Not Perks
It’s easy to think that hiring the most qualified people will build the best team. But what I’ve learned is that passion is even more important than experience. Passion for the mission and the work is what keeps people going when the going gets tough. It’s great to enjoy perks like free lunches and flexible schedules. However, these won't support your team in tough times.
I’ve hired plenty of talented people in the past, but some didn’t fit our culture. They were drawn to the perks, but lacked the drive to push through challenges. Hiring people who care about the mission is key to building a strong team.
The same is true for my EAs. They’re more than assistants. They’re part of the team and care about the company’s success. They keep me organized. They also help the business grow and always want to move things forward.
4. Transparency and Clear Communication
As a startup grows, clear communication matters more than ever. When your team is small, it’s easy to keep everyone on the same page. As you grow, clear and open communication is the key to your culture. When the vision is clear, goals are clear too. Everyone feels heard, so the team stays in sync.
One of the tools I use to stay aligned with my team is Fireflies.ai. It records and transcribes our meetings automatically. This lets me focus on the conversation instead of taking notes. My EAs keep me on track. They check meeting transcripts. They emphasize key points and make sure follow-up tasks are done. I've also start to test Quill it works with Teams, Slack, Zoom, GMeet and even just locally like talking to yourself :) I love the weekly summary they send.
5. Celebrate Wins and Failures Equally
A lively startup culture values wins and losses alike. Early on, I was focused only on celebrating wins. But I’ve learned that failure is just as important as success—it’s where the real lessons come from. Celebrating both sides helps us grow and move forward.
I encourage my team to share both successes and challenges. My EAs help track our progress. They let us celebrate our wins and learn from our setbacks. It’s a great reminder that every step, whether forward or backward, is part of the journey.
Key Takeaways:
- Foster a space where everyone can thrive and learn together.
- Trust your team to take ownership of their work and make decisions.
- Hire for passion, not just qualifications or perks.
- Keep communication clear and open as your team grows.
- Celebrate both wins and failures as part of the learning process.
Final Thoughts:
Building a startup culture that lasts isn’t easy. It takes time, consistency, and effort. But it’s worth it. A focus on growth, trust, and learning helps keep your team loyal and motivated. This holds true, even when challenges arise.
As founders, we can focus too much on perks and quick fixes. The key to lasting success is creating a culture that supports ongoing improvement. Build a team that wants to learn, take ownership, and move forward together.
How are you building your company culture? What values do you prioritize in your team? Hit reply—I’d love to hear your thoughts and stories!
See you next week,
-kevin
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