Abstract: employees work hard, the importance of bosses love to "thought leaders", such entrepreneurial companies do exist, but the number is not much. In fact, more startups are disorganized and employees are confused – but we rarely hear it.

some people are lucky – they join an interesting start-up company, launched a good product. But most of the time, by the start-up companies play fast and loose narcissistic boss leadership, boss raises a number of silly employees.

companies those things we have heard a lot of the staff work hard, occasionally playing ping-pong — corporate income due to the explosive growth of employees to help; the importance of bosses love to "thought leaders", emphasizing how important their inspiration and value. Admittedly, such startups do exist, but not much. In fact, more startups are disorganized and employees are confused – but we rarely hear it.

in the past five years, I joined two start-up companies: one of which is still in the business, the other has been bought by multinational giants, has recently begun to profit. Although the two companies are vastly different, they all belong to the latter.

start at the beginning, the rapid development of the company, forcing the founder rush to hire. In general, the human resources department will be in accordance with the company’s policies and regulations to organize recruitment; and at the beginning of the business, the company is less, HR this position does not exist. The result is that the first, several employees may casually put friends in the company; in addition, between the upper and lower levels do not hold the line, a former manager of late with subordinates out Hi, and to assess the performance of the latter second days.

actually, even if is the successful start-up companies will inevitably be the Peter principle: the principle that employees in the original position if the performance is good, it will be promoted to a higher position; however, if the employee can continue to do will be further promoted, until to reach his level of incompetence. In fact, the growth of start-up companies do not need to be smart employees, they just need employees not to make mistakes. This company is like "rentier state (Rentier state)" the government – as long as it is with a subordinate Sihun or invade another country, must be able to get the money, don’t worry about eating.

is not reliable in start-up companies, the founder to reward employees veteran, will make these loyal veterans quickly promoted: "you know, when they come, we are not even office."

frankly, I was such a veteran. In three years, I worked as a department manager in a new field of work – I managed a team of more than 40 people, and in the end I made a "everything in my control.". Of course, this is not to say that we have these veterans but we have true skill and genuine knowledge, was promoted because of seniority, rather than ability.

then, when this startup matures