Ask the EXpert: How to address growing pains?
Dear EXperts,
I work in a small startup that’s experiencing growing pains, with most of our recent leavers stating concerns about a managers leadership style as their reason for leaving. While I believe the manager genuinely wants to improve, they lack formal training, and it’s creating challenges. The founder of the business is supportive, but navigating this transition has been tough. Can you offer advice on how to address management gaps and support growth during this phase?
Our EXpert advice
When a company starts to expand, it often runs into growing pains - basically, a time when the systems and leadership that worked when it was smaller just can’t keep up with the demands of a bigger, changing team. Sounds like your company is going through exactly this right now.
When staff keep leaving, it can be a sign that the company is outgrowing its current management style or setup. It doesn’t mean the manager doesn’t care - they probably do! The problem is that they might not have the right tools or training to help the team through this growth phase. That’s where a company operating system (cOS) can really help out.
Leadership development is key
As companies get bigger, leadership has to step up, too. A manager who did great with a small, close-knit crew might be struggling to handle things with more staff and added complexity. This is a totally normal struggle. Leaders need skills to manage larger teams, sort out conflicts, and communicate well. Without the right support, even the best managers can find it tough.
So what’s the fix? Invest in leadership training as part of your company’s operating system. Think about offering workshops or coaching to help your manager pick up the necessary skills for this growth phase (lucky for you, we can help with this!)
Rituals for growth
Just like accountability, growth needs to be part of the everyday routine. You can create small, repeatable actions - or rituals - that keep the team aligned during this changing time.
Morning check-ins: a daily team huddle can kickstart the day, with everyone sharing their goals or updates.
Weekly reviews: hold a structured meeting to check what’s worked, what isn’t, and how to improve next week.
Regular 1:1s: these chats give team members a chance to talk with the manager, so they can express any concerns in a supportive setting.
These simple rituals can help bring some stability to a team going through changes, making those growing pains easier to handle.
Build a solid company operating system
A company operating system is like a roadmap that helps a business grow without getting lost. This means setting up the processes and structures that clear up roles, expectations, and how communication flows.
For your company, this could mean establishing everyone’s responsibilities, creating a space where staff and management can talk about issues openly, and having regular performance reviews to keep everyone on track. When people know what they’re supposed to do and how they fit in, it cuts down on frustration and turnover.
Here’s how to start building a cOS
Clarify roles and responsibilities: make sure everyone knows their job and how they contribute to the company’s success.
Set up communication channels: whether it’s a weekly team check-in or a way to share updates, regular chats keep everyone on the same page and help avoid bigger problems.
Create a feedback culture: feedback is a muscle that is vital for training and accountability. Encourage both staff and managers to give and take feedback often to help sort out small issues before they turn into bigger headaches - if you need some help with this, we have an excellent module of feedback training that is all practice practice practice.
