0 yuan started the company: Don't miss the entrepreneurial experience of the entrepreneurial elite.

Several entrepreneurial experiences and experiences shared by entrepreneurs cover management, research and development, products, sales, recruitment, financing and other aspects. After reading this article, I believe you will have a new understanding of entrepreneurship.

1. Try to be completely frank.

KimScott's whole career revolves around one goal: to create a working environment and atmosphere that employees love and have good teamwork. Later, in the process of Google serving as a team consultant for a long time, she learned how the leaders of Google created a way for employees to feel happy from their work. The atmosphere of joy is so strong that they can even see it at a glance. In the process of being a senior teacher at Apple University, Scott learned that Apple has different styles, but the original intention is the same: to create an environment where people can give full play to their potential and enjoy their work. Now, as a senior consultant of Twitter, Shyp, Rolltape and Qualcomm, Scott has condensed his years of experience into a few simple words: completely frank. All company founders can use it to help employees like their jobs and give full play to their greatest potential to do their jobs well.

2. Make good use of user feedback like Slack.

Slack has the most powerful product marketing experience, and almost all users who have used Slack will become its loyal fans. How did Slack's CEOStewartButterfield and his team do this? Before the product is officially launched, they will test for a period of time, fully understand the needs of users, collect information and data, and provide necessary user data support for research and development. "We will use the user feedback information obtained from various channels very carefully, and we will carefully sort out, input and collect all the information and data sent to us by users. In this way, we can truly take users as the core and develop and optimize the functions that users really need and care about. In addition, we will also carry out quantitative statistical analysis. For example, after statistics, we found that once a team uses Slack to send more than 2000 messages, they will become loyal users of Slack. Knowing this, we introduced a new user experience mechanism to make the information sent by users using Slack reach the critical value of 2000 as soon as possible. Facts have proved that this method is really very effective.

3. Learn to authorize

Learning to empower is QuipCOOMollyGrahan's experience. At the beginning of the development of a startup, every employee was very excited, and everyone had endless work. But with the development of the company and the gradual expansion of personnel, a very interesting thing will happen: everyone will become more and more nervous. After a new employee joins, you will inevitably whisper: Will this new employee take my job? What if they can't do their work well? What should I do? After new employees join the company, it is inevitable that they will take over some of the work you did before. At this time, your inner feelings are like a child having to share his Lego toys with others, which is very unpleasant. With the increasing scale of the company, we must learn to decentralize, which is the only way to achieve a great company.

4. Make speed a habit

"Other things being equal, the fastest company always wins. Speed is the key feature of the founder of the company, which is the same in any industry. I also believe that speed can become a habit, just like exercise and healthy eating. " This is a truth that CEODavidGirouard of Upstart firmly believes in. Suggestion: When to make a decision is much more important than what to make. Before starting every decision-making process, consider how much time and energy this decision is worth spending. In my opinion, some decisions are worth debating and analyzing for many days, but most decisions only need 10 minutes at most. No matter what you do, ask yourself this question: "Why can't this work be finished faster?" If you can ask yourself this question often and make it a habit, it will have a far-reaching impact on the execution speed and efficiency of the whole company.

5. The ability of your team = your execution ability.

After co-founding two startups and selling them to Oracle Bone Inscriptions and Dropbox respectively, JessicaMcKellar has become a dazzling technology star in Ran Ran. Among her many deeds praised by the outside world, what people admire most is her efficient technical management. Because she has been immersed in coding for many years, it is not easy to do this. In the process of technical management, she learned such a truth:

6. Forget GPA, these are all qualities that a candidate for a technology startup company should have.

Under the influence of the existing recruitment rules, it is actually very difficult for startups, especially technology startups, to recruit suitable talents. Some candidates look perfect on their resumes, but they are not suitable for staying in startups. According to CEOKristenHamilton, the founder of Koru, a person who wants to apply for a technology startup company should have these seven qualities: toughness, personal influence, teamwork spirit, sense of ownership, curiosity, pursuit of accuracy and elegant manners. Hamilton also summed up a set of methods to judge whether the interviewer has these qualities by asking some clever questions in the interview. These seven qualities are applicable to all recruitment, but each company is unique and each job requires different talents. Every startup needs to build the most suitable recruitment system and strategy according to the type and actual situation of its own company and combining these seven qualities.

7. If we want to achieve sustainable growth, we can refer to this "Growth Tetralogy".

Growth means not only user acquisition, but actually user acquisition is only the first step to achieve sustainable growth. MeenalBalar, the growth hacker of Facebook, summed up growth as the following four key steps:

8. Make a 90-day over-study plan for R&D personnel to become technical managers.

How can R&D personnel become technical managers smoothly? DavidLofteness has rich experience in this field. He has led many R&D personnel to successfully transform into technical managers, and summed up a set of systematic theories in his work practice: the new technical manager exceeded the plan in 90 days. The 90-day plan is divided into three stages:

The first stage: self-study related knowledge (day 65438+0-30);

The second stage: find your own work rhythm (day 365438+0-60);

The third stage: self-evaluation (day 665438 +0-90).

9. Let the performance appraisal become the focus now, and don't put it off until later.

CEOMaxVentilla of AltSchool has been working to redefine education since 20 13. In order to achieve this goal, he learned from his many years of work experience in Google and from Google's highly respected performance evaluation system in the industry. His working experience at Google convinced him that all companies, no matter at what stage of development, can benefit a lot from formal performance evaluation. Therefore, Ventilla has adjusted Google's performance evaluation system to a certain extent, making it more suitable for startups. He believes that the annual assessment is not suitable for the reality of startup companies, because everything in startup companies changes too fast, and it is basically useless to do annual assessment. In order to better iterate products, startups need to get timely feedback from all parties, so he changed the annual evaluation to quarterly evaluation. It may be too complicated for others to do this, and it is difficult to make everything difficult at the beginning. They are not considering immediate interests, but long-term goals. He personally verified that the performance evaluation system was iteratively updated in quarterly evaluation, and now it has dominated more than 10 performance evaluation. By collecting a large amount of data from the evaluation, the time required for each evaluation is continuously shortened to ensure that the performance evaluation can keep up with the development of the company.

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