What You Need To Know When Your Team Is Growing

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If a business is thriving, the demand for its services and products is increasing. It becomes necessary to hire more people to complete the tasks and open new departments.

On the one hand, it’s good because a larger team can generate a higher profit and deliver more sophisticated products. On the other hand, the process of managing the staff may turn into a serious challenge

In this article, we’ll share tips on how to handle all the stages of employee management if your team is growing: from recruiting and onboarding to scaling.


When the founders launch a small startup, they will be unlikely to create a dedicated HR department.

What you need to know when your team is growing

First, their budget will be limited. Second, they will be able to find all the team members themselves. To hire the necessary professionals, they can rely on their personal connections, ask their acquaintances for recommendations and post ads on job boards.

When candidates start to respond to the ads, the founders will have enough time to process their CVs and interview them without third-party help.

When the business takes off, the founders will have to focus on higher-priority duties

They will need to hire an HR manager first and then establish a dedicated department. One day, the department will fail to cope with the workload. It will need to ask a recruitment agency for help.

An agency has access to a much larger pool of talents than what is available on job boards. It can get in touch with top specialists who aren’t actively looking for vacancies and are happy with their current employers.

The agency representatives know how to approach such talents and come up with more lucrative offers for them. As a result, the client company will get a chance to hire professionals whom it would fail to reach otherwise.

An agency will save you if you need to quickly hire staff for a project. It doesn’t make sense to expand your HR department only for the sake of a short-term endeavor. 

Meanwhile, if you ask your HR managers to work extra hours to find the staff for the project, they might fail to deliver the results fast enough. Moreover, they might experience burnout.

Another argument in favor of a recruitment agency is the opportunity to find talents with rare qualifications.

If you start searching for such specialists on your own, it might take you many months. The agency can browse its own database and contact third-party recruiters whose expertise might come in handy.


As long as the business remains small, all the staff members know each other personally.

Probably, they even stay in one room or several adjusting rooms. The work routine is not too complicated. When someone has a question, they can ask others directly.

The larger the team, the more chaotic it may become. To prevent this, it’s important to establish a uniform onboarding process for all newcomers. 

It’s essential to create a set of documents that every team member can access. These documents should provide the following information:

  • Structure of the organization
  • Its general policies
  • Policies of each separate department
  • System of bonuses and penalties
  • List of the tools and solutions that employees should use and the technical requirements for them
  • Names, positions and contacts of each team member
  • Answers to the most popular questions

Consider limiting user access rights to certain documents depending on the level and sphere of responsibility of each employee.

It would be great to launch an educational onboarding program online. You may either create it from scratch or rely on the templates of such renowned brands as HubSpot or Google.


Here are the key points to remember:

  • All the managers within the organization should stick to the same style. Put down the guidelines in a digital document and make it available to all managers.
  • Use product and project management software. It’s indispensable for setting goals, delegating tasks, monitoring the performance of each team member and preventing deadlines.
  • Celebrate successes. After the team completes a large and/or challenging project, throw a party. This will motivate the staff for further achievements.

Employers should organize regular training for managers of all levels. Plus, managers should keep continuously educating themselves. 

They should stay aware of the industry trends and the best practices of industry leaders — and integrate the most relevant ones into the company’s workflows.


In a large team, managers should learn to delegate their responsibilities. At first, they might dislike this idea. They might be afraid of losing control. However, there is no other way out.

To make the most of delegating, the managers should thoroughly explain to each professional their new scope of responsibilities. This is where the power of a rostering app can come in useful, as it will help you to delegate different tasks each day and let your employees know what their tasks are.

The new person in charge should understand their KPIs and submit reports to the manager. At the initial stage, errors will be inevitable. The managers should be patient, explain to their subordinates how to fix the mistakes and keep on working in the same vein.

It’s crucial that the subordinates can promptly get in touch with the manager to ask questions

The more experience they gain, the more rarely they will resort to this opportunity. Once the manager has delegated a task to someone, they should never take it back.


Create a system for reporting issues and a problem-solving checklist. Make them available to all team members.

If you don’t do this, you might lose clients and money. Imagine: a low-level employee wants to report a problem. Without a unified reporting system, they will personally inform their immediate supervisor about the issue. 

The supervisor will redirect the notification to the next level and so on until it reaches the manager in charge.

If just one link of this chain is away on vacation or sick leave, it might take the report a few weeks to reach the final recipient. That’s what you should strive to avoid at any cost.


No matter how large the business grows, all its team members should remain on the same page


To ensure this, you should:

  • Stick to a consistent management style
  • Focus on the most comfortable communication channels (such as emails by default and Telegram in urgent cases)
  • Fix all the agreements, ideas and other important information in the written format (in emails or shared documents)
  • Provide clear and unambiguous instructions
  • Timely update all the parties involved about any changes
  • Start a weekly newsletter
  • Run regular (weekly or biweekly) meetings with each team
  • After each meeting, send out its summary to all its participants
  • Collect feedback

Regarding the feedback, everyone should be able to express their opinion freely. Avoid punishing employees for criticism. Negative feedback shows ways for improvement — use this chance to boost your revenue! 

At the same time, encourage politeness and fairness. Critics should never behave aggressively or offensively.


Apart from work, it’s necessary to host events where employees will have fun and get to know each other better

It will improve their sense of belonging to the company and prevent the destructive illusion of being no more than small cogs in a complex machine.

Outsource networking professionals. Ask them to prepare an exciting program for each gathering. Let there be competitions, quizzes and teambuilding games.

Remote teams should attend events too. If you can’t afford to pay for everyone’s trips, organize virtual parties

It shouldn’t be a problem to find a networking expert who can be in charge of such events. Every participant will turn on the camera on their computer or smartphone. 

The party can take place in Zoom or an alternative messenger. Order pizza for everyone — or let the employees place the orders and cover their expenses. Next time, try another type of food.

If there are people from different countries in the team, order a national meal from a new country each time.


Together with a larger team, you’ll need more resources:

  • New offices, showrooms, shops, warehouses and other locations
  • New products and services or enhanced versions of the older ones
  • More powerful tools, technologies and systems to manage the business
  • More effort put into defining and maintaining your corporate culture

To scale sustainably, it would be wise to draft a detailed plan. In this document, set your milestones and KPIs to reach, try to forecast your ROI and outline your timeframes for achieving each goal.

And of course, it’s vital to make sure you keep generating profit. Scaling inevitably requires expenses — but don’t let your company operate at a loss for a long time.

Final thoughts

When your team begins to grow, you should be ready to change your approaches to recruiting, onboarding, managing, delegating, troubleshooting, communicating, networking and scaling.

The first step is crucial because if you hire the right people, it will be much easier for you to reach all the other goals. To find excellent new employees, consider using the services of the Znoydzem tech recruiting company.

It’s a reputable agency from Poland that helps its clients attract top IT talents from any niche of the industry and with any required level of experience. Its prices are affordable and its staff can boast impressive expertise in the tech sector.

About the author 

Peter Keszegh

Most people write this part in the third person but I won't. You're at the right place if you want to start or grow your online business. When I'm not busy scaling up my own or other people' businesses, you'll find me trying out new things and discovering new places. Connect with me on Facebook, just let me know how I can help.

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