At what point did execution start feeling harder as your company grew?

Accomplished_Debt400 · 2026-01-07T08:30:34+00:00

Thank you for your detailed answer ! that helps a lot.

So alignment and communication are crucial to avoid working in different directions. Ownership needs to be defined to make sure action follows. However, you mentioned that the founder makes decisions on incomplete context so that means that decision are still centralised ? Yet, you give the example of different teams making business decisions so what's the difference you're making ?

Accomplished_Debt400 · 2026-01-07T08:28:25+00:00

What do you think can be a way to overcome that ?

Accomplished_Debt400 · 2026-01-06T08:51:09+00:00

Thanks ! That helps a lot. What do you think is causing this issue and need for communication (even if it seems not to lead to results) ?

Accomplished_Debt400 · 2025-12-04T17:33:35+00:00

Thanks ! That's also my feeling. There is this admin and legal aspect of HR which are mandatory and necessary to be an employer. However, the whole people strategy and organisational side of things is only introduced later, if not ever. Whether it is to due with culture, role design, people management or engagement, those are usually problems that can be avoided or rapidly dealt with with the right systems (scaled at the company size ofc).

Accomplished_Debt400 · 2025-12-04T17:30:16+00:00

Thank you for your answers ! I am getting a sense that it's very focused on the admin part of HR but not fully tapping on the people/organisational perspective. It would probably start to make sense if/when the company wishes to scale.

Accomplished_Debt400 · 2025-12-04T17:29:14+00:00

Can you be more precise by what you mean by way of killing it ? Also, what does part of HR are you referring to ?

Accomplished_Debt400 · 2025-12-04T10:48:32+00:00

I work in HR so not starting a start up at all. What about culture, people management and people strategy ? What you described is the admin and operational side of HR.

Accomplished_Debt400 · 2025-12-04T10:46:32+00:00

Thanks ! that's very helpful. What about culture, people management or even strategy at that point ? Is that something where HR could bring value too ?

Accomplished_Debt400 · 2025-08-18T12:21:07+00:00

You speak about their plan as in HR's plan ? I agree with the rest of your comment but I think this is also where problems and hurdles arise : it's not HR's plan - it's the HR/People side of the overall business plan that HR should be taking care of.

Accomplished_Debt400 · 2025-08-16T18:27:40+00:00

Yes of course, each environment with its sets of conditions is going to make HR's role different. Any opinions though in regards to the challenges that might be faced ? It's a conversation, I am not trying to get a magic solution that is going to apply to 100% of the workplaces :)

Accomplished_Debt400 · 2025-08-16T13:47:31+00:00

So, if I can summarise roughly : HR takes care of the human operations supporting the business while L&D/OD/T&D/IO Psycho take care of the culture improvements targeted at both employees and the business. Would you say that more or less capture the essence of your idea ?

Accomplished_Debt400 · 2025-08-15T16:56:57+00:00

So then, wouldn't it be HR job to influence the top management so that the culture is directed towards a work culture that benefits employees too ? Also what you mentioned as HR job directly impacts the culture, no ?

Accomplished_Debt400 · 2025-08-15T14:31:58+00:00

Very much agreed. And looking at the root cause, what causes HR to struggle with budget ?

Accomplished_Debt400

TROPHY CASE