Prepare for the next phase of growth
Each phase of growth demands something different from you, the leadership team and everyone in a scale-up. In all areas, such as recruitment and selection, onboarding, performance reviews and leadership training. What about sickness absence management, working conditions, organisational design and exit interviews?
All these elements need to work together like in a piece of music, reinforcing each other. Each phase of growth ask for a different pace. That is what we do, together with you.
Scale Up Journey
Every scale-up encounters the same barriers to growth. How do you know when you encounter them and what has priority at that moment? Our experience in 20 years of People & Culture at scale-ups has led to a unique and validated scale-up model. This forms the basis of our approach. Check it out here.
Number of FTEs
Stage A
Stage B
Stage C
Stage D
Recruitment
Onboarding
Organisation & teams
Personal growth
Performance and productivity
HR Activities
Internship A - 10 to 25 FTE
Criticals
- Letting new people find their own way does not work any more.
- Now gather the people around you who will become your cultural ambassadors.
- Find out with your core team how to make your product truly scalable.
Focus on
- An onboarding process with clear expectations. Shortens the time someone needs to be productive.
- Make your culture and core values explicit and build your team around these shared values.
- Set up your recruitment and development strategy in line with your growth objectives.
Internship B - 25 to 60 FTE
Criticals
- The strategy and purpose is interpreted differently and this creates inefficiency.
- Too many processes depend on you as a founder.
- You have the best people but you don't get the best out of them and goals are not met.
Focus on
- Strengthen your strategy, BHAG, Purpose and organisational structure.
- Invest in the development of your leadership team and create role clarity.
- Put all basic HR processes in order.
Stage C - 60 to 100 FTE
Criticals
- Not everyone in your core and leadership team can keep up.
- People expect more development opportunities.
- The operational organisation processes are not in order.
Focus on
- Constantly checking whether you have the right skills in every place.
- A development path for the growth and further development of your current talents and your new talents.
- Clarity about roles, processes and responsibilities. The time of complete freedom, no limits is now truly over.
Stage D - 100 to 150 FTE
Criticals
- Can the organisation continue to grow without you as a founder?
- The leadership team is unable to successfully move the organisation forward into the next growth phase.
- It lacks a clear vision for further (international) growth.
Focus on
- What do you need around you when you are ten times your current size?
- Now work on the foundation by finding people who complete you and make yourself miserable.
- Map out what you need for further growth, who do you need in your leadership (team). Who can you develop further and who do you bring in from outside.
People partners
Our People Partners work internally on your processes, culture and growth. They will work with you to set up each area of your People & Culture exactly so that everything is ready for continued growth!
Attracting the best people
- Internal involvement in the recruitment and selection process and conducting the proper selection interview.
- A tightly organised process from telephone screening, interviews, decision-making to the offer!
Onboarding
- Preparing people for a good start in the organisation
- The right people are involved in the process (manager, buddy, new employee)
Organisational structure
- Continuous attention for the development of the leadership team in a growing organisation
- Ensuring optimal cooperation between the different teams and team members
Growth & development
- Working with the leadership team on their skills
- Process around training budgets
- Individual growth and development plans
- Implementing a growth, development and feedback culture
Development & productivity
- Sparring partner for the leadership team
- Supervise growth and development throughout the organisation
- Supporting the leadership team in having a proper conversation with the people
Offboarding
- Supervise the scaling down of the team
- Ensure that the people who leave your organisation remain your ambassadors
HR Analytics
- HR based on data
- Monitor and assess progress of HR roadmap
- Working with the latest HR tech tools
Why work with VIE People?
Because we have the most experience in the market and keep improving. Every (fast) growing organisation reaches ceilings. Often at an unexpected moment and, of course, never at a good time. Be ahead of it, make sure you are always prepared for the next phase of growth. That is our business and what we love to share with you. We will solve that black box together with you. So that you can continue to grow without too much fuss. We grow with you; if you are looking for other expertise, we will complement it with a colleague, and if you need us less, we will scale down our services.
That is entirely up to you as founder. VIE can step in at any level. Up to 10 people, it's easy to take care of it yourself: the focus is on finding a fit for your product/services. After that it gets interesting because you can only allocate limited resources to the HR role(s). Operational work becomes considerably more, you have to roll out more complex projects (people expect more) and work on leadership development.
We complete your People & Culture team. If you don't have anyone yet, we act as your whole team. But if there is: (1) an operational person, we can fulfil the tactical projects role and the MT sparring partner role; (2) a strategic leader, who needs help with the operation or projects, we will complement them; (3) according to you, too much operational work is done, we will help you automate; (4) your MT needs knowledge of 'how is the market doing', we will bring in knowledge from outside.
Yes do! Super important to have a constant culture carrier alongside you. Just make no mistake that our profession has several facets: the dry legal and analytics piece, the commercial recruitment piece and project-based leadership program roll-out. Both operational, tactical and strategic. If you can find that person: hire and never let go! What we can bring is the experience of more than 200 companies that have gone through your growth phase before collected and deliver the best work to help you through it well and quickly as well. Of course, with 50 VIE people behind you, there's no way one hired employee of your own, no matter how good, can ever compete with that.
First of all you don't have to do anything, we know our founder audience. The added value we have on ZZP'ers is the closed feedback loop projects. Throughout the Netherlands we work with 40+ Business Consultants who roll out for example +10x a month a performance management product. Each rollout we make the product better through the input of that customer. That is why we are able to take your MT in 1 or 2 workshops in what the possibilities are for you and you can make an informed choice - in line with your strategy / vision / business.
Define cheaper. Do you charge by the hour, or by impact? With us, you pay for the compounded knowledge, fuckups and experience at over 200+ scaleups.
We operate on three axes: (1) we are your strategic HR manager; yes, sometimes you need to be able to respond to what is really needed in your organisation (2) we carry out improvement projects that make an impact on your business; stop with all those paper tigers, a salary structure will only be accepted if everyone in your leadership team can convey this with verve. (3) We make sure that you don't have to perform as many operational tasks from HR as possible (applies to your people, your leadership team and your MT). We answer all HR related questions and coach your managers on the job.
We automate the boring stuff and make the employee experience more fun and efficient. We choose 2 to 5 tools that are best for you at that moment, without making your people tool-weary. We carefully chose these tools on: (1) is the tool easy to implement and use, (2) is the data and information ready to use, (3) can it take simple tasks away from people? We manage and set up the tool, take care of the implementation. We regularly evaluate the available data with you so that you can steer accordingly.
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VIE subscriptions
We work with transparent subscriptions, based on the Scale-Up Journey model and precisely tailored to the growth phase your scale-up is currently in. We start with an HR Kick-Off, a baseline measurement to see where you stand, what you have in place and where you can improve in the current growth phase. Together we determine a clear roadmap for the next 6 months and which subscription fits best. Then we get straight to work.
Employees
Co-Workers
Employees
Employees
HR Kick-Off
€4.250
A blue print of your organisation, sincere direct advice and a clear HR roadmap for the next 6 months