Corporates & the one-stop-shop approach
Differences between corporates and startups
When it comes to choosing between a corporate or a startup, the work culture and the level of personal accountability are two critical factors to consider. I have worked in both corporates — Google and SAP — and in several startups.
The differences are not that vast in the work focus. Yet, when it comes to expectations of personal accountability they are palpable.
What are the key differences between working at a corporate and a startup? And how does the one-stop-shop approach influence the employee experience?
The one-stop-shop approach
At a corporate, employees are expected to take a self-driven approach when it comes to their professional growth and development, i. e. via a one-stop-shop approach. That means that there are one or several hubs with information, resources and guidance team members are expected to consult.
Employees are responsible for seeking them out to drive their progression, fill informational gaps and execute administrative tasks, rather than relying on their managers or HR departments to provide it for them. Or at the very least they shouldn’t solely rely on them.
The process could include a variety of items — from seeking out training offers to accessing relevant forms.
In contrast, startups are often less structured. They provide employees with more autonomy and control over their work, but have less formal informational offers. As a result, employees at startups need to build informational hubs themselves.
This can be both a blessing and a curse, as it requires employees to have a higher level of personal accountability and initiative when it comes to the basics. In all startups that I worked in employee progression was not even a topic on the agenda.
One of the main benefits of the one-stop-shop approach at a corporate is that it fosters a sense of ownership and accountability among employees.
When employees are expected to be responsible for their own professional growth and getting the information they need, they are more likely to take an active role in their career development and take charge.
This also pertains to less structured pull processes. For instance, when hubs don’t provide the information team members need to seek out the “right” colleagues. While this can be a goose chase, a networking effect ensues. Wading through the points of contact they meet and exchange with key information holders.
The downsides of this approach
However, the downside of this approach is that it can lead to a lack of support and guidance, particularly for employees who are new to the company or just starting out in their careers.
Employees may struggle to find the information they need or may not know how to access the resources they require to progress in their careers.
In contrast, at a startup, employees are often provided with more hands-on support from their managers and colleagues. A feeling of satisfaction comes around seemingly more easily. A startup is also much less “overwhelming” in the sense that progression is mostly achieved through unstructured processes.
While the one-stop-shop approach can be challenging for employees at a corporate, it also provides them with a unique opportunity to take control and develop their organizational skills without depending on the management hierarchy.
Employees who embrace this approach and take a proactive stance are more likely to succeed and thrive in the corporate environment. Startup employees, in contrast, flourish when they get creative on work challenges they face by leveraging the freedom from rigid structures.
The one-stop-shop approach is one of the key differences between working at a corporate and a startup. The one-stop-shop approach is an important factor to consider, as it will greatly impact your work experience and professional growth.
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