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Steve Blank How to Keep Your Job As Your Company Grows
What should my CEO have done?
When my CEO was explaining to me how the company needed to change to grow, he was explaining facts while I was processing deeply held feelings. The changes in the organization and my role represented what I was about to lose. And when people feel they’re going to lose something deeply important, it triggers an emotional response because change feels like a threat. It’s not an excuse for my counterproductive behavior, but explains why I acted out like I did.

Loss of Certainty? Startups and VC’s have historically operated on the “I’ll deal with this later” principle in letting early employees know what happens as the company scales. The common wisdom is that no one would want to work like crazy knowing that they might not be the ones to lead as the company grows. I call this the Moses-problem – you work for years to get the tribe to the promised land – but you’re not allowed to cross over. The company needs to give formal recognition for those individuals who brought the tribe to the promised land.

Lessons Learned

VC’s, Founders and CEOs now recognize that startups grow through different stages: Search, Build and Grow
They recognize that employees need different skills at each stage
And that some of the original employees won’t grow into the next stage
But while these changes make rational sense to the CEO and the board, to early employees these changes feel like a real and tangible personal loss
Loss of Status and Identity
Loss of Community
Loss of Autonomy
Loss of Certainty
Loss of Fairness
CEOs need to put processes in places to acknowledge and deal with the real sense of loss
These will keep early employees motivated – and retained
And build a stronger company
For employees, how you handle change will affect the trajectory of your career and possibly your net worth
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14 hours ago by rauschen
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2 days ago by atran

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