One in two employees opts for a start-up: what profile is this work environment suitable for? – Companies

Robert Walters’ recent report “Act Like a Start-Up” reveals that 50% of professionals surveyed would choose a start-up as their next career move. However, these structures are not suitable for any profile. Explanations.

Startups that promote values ​​such as social good and respect for the environment, among others, are currently attractive to candidates. But are they suitable for any employee profile? Margaux Schoukens, a consultant for Robert Walters, explains what kind of employee a start-up can attract and who would be better off choosing a more traditional organization.

Workplace

An attractive environment, successful and ambitious people with a clear objective, and a pleasant environment in the office,… This is the image that Epinal has of working in a start-up.

It’s certainly true“says Margaux Schoukens.”But working in a start-up also means that there is often a lack of clear structure and no defined responsibilities for each individual. As everything is new, no procedure has been established yet. Are you someone who likes clearly defined structure and tasks? Then a start-up might not be for you.”

Compensation

Because they are new, startups often have less financial resources than the larger, more traditional organizations that have been around for years. Margaux Schoukens: “If you’re considering switching from your current job to a start-up job, be aware that you may have to make sacrifices in terms of salary and benefits. Think, for example, of fewer holidays, no insurance packages or a limited bonus.”

Flexibility

Working flexibly is one of the great benefits of working for a start-up. You determine your own working hours, you have the freedom and confidence to do your tasks the best way possible, your way. But this flexibility can also be a downside. “Start-up employees often have to work hard and aren’t afraid to work on weekends or holidays, which can have a negative effect on their work-life balance.” alerts the HR consultant.

Innovation

Also, don’t be afraid to be innovative or entrepreneurial“, adds Robert Walters consultant. The environment and working methods of start-ups and traditional organizations are very different, so it makes sense that people are attracted to different types of organizations..”

According to Robert Walters’ report “Acting like a start-up”, 39% of professionals believe that a start-up’s economic model will allow them to be innovative. “This shows that many professionals are aware of the differences. But to be able to really work in an innovative way, it is important that you are well prepared for these big differences in the way of working. If you find it difficult to adapt quickly, transitioning to a start-up will not be easy either.”

Don’t be afraid of failure

There are links between start-ups and entrepreneurship. This is because these organizations work under extremely uncertain conditions. Like entrepreneurs, they often face difficulties and unforeseen circumstances.”

According to a Harvard Business School study, nearly 75% of startups fail. “That’s a huge number“, continues Margaux Schoukens.”This number perfectly reflects the uncertainty in which young companies often find themselves. The success of a start-up requires quick, agile and creative action. If all these elements make you hesitant, a start-up might not be the right solution for you. After all, you really have to be a daredevil.”

It can be summarized as follows: professionals who love variety, innovation, a dynamic environment and challenges can undoubtedly opt for a start-up. Employees who prefer not to make too many compromises and for whom structure and regularity are more important than variation should opt for a more traditional organization.” concludes the consultant.

Startups that promote values ​​such as social good and respect for the environment, among others, are currently attractive to candidates. But are they suitable for any employee profile? Margaux Schoukens, a consultant for Robert Walters, explains what kind of employee a start-up can attract and who would be better off choosing a more traditional organization. An attractive environment, successful and ambitious people with a clear objective, and a pleasant environment in the office,… This is the image that Epinal has of working in a start-up. “It’s certainly true,” says Margaux Schoukens. “But working in a start-up also means that it often lacks a clear structure, and there are no defined responsibilities for each individual. clearly defined tasks? Then a start-up might not be for you.’ Because they are new, startups often have less financial resources than the larger, more traditional organizations that have been around for years. Margaux Schoukens: “If you are thinking of switching from your current job to a start-up job, know that you may have to make sacrifices in terms of salary and benefits. Think, for example, of less vacation, absence of a package insurance or a limited bonus.” Working flexibly is one of the great benefits of working for a start-up. You determine your own working hours, you have the freedom and confidence to do your tasks the best way possible, your way. But this flexibility can also be a downside. “Start-up employees often have to work a lot, and are not afraid to work on weekends or holidays, which can negatively affect their work-life balance,” warns the HR consultant. “Also, you shouldn’t be afraid to be innovative or entrepreneurial,” adds consultant Robert Walters. The environment and working methods of start-ups and traditional organizations are very different, so it makes sense that people are attracted to different types of organizations.” According to the report by Robert Walters “Acting like a start-up up”, 39% of professionals believe that a start-up’s business model will allow them to be innovative. “This shows that many professionals are aware of the differences. But to be able to really work in an innovative way, it is important that you are well prepared for these big differences in the way of working. If you find it difficult to adapt quickly, the transition to a start-up will not be easy either.” “There are links between start-ups and entrepreneurship. This is because these organizations work under extremely uncertain conditions. Like entrepreneurs, they often face difficulties and unforeseen events.” According to a Harvard Business School study, nearly 75% of startups fail. “That’s a huge number,” continues Margaux Schoukens. “This number perfectly reflects the uncertainty in that young companies often meet. The success of a start-up requires quick, agile and creative action. If all these elements make you hesitant, a start-up might not be the right solution for you. After all, you have to be bold.” “It can be summed up like this: professionals who like variety, innovation, a dynamic environment and challenges can definitely opt for a start-up. Employees who prefer not to make too many concessions and for whom structure and regularity are more important than variation should opt for a more traditional organization”, concludes the consultant.

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