When I took over as CEO of Bigleaf in 2022, my goal from day one was to build a solid, high-performing team. This required my focus on identifying and setting clear goals, making sure everyone was on the same page about it. the company's mission and vision, especially the 102 employees distributed in 38 countries. But, as with all effective strategies, this giant leap was characterized by trial and error.

The strength of a team lies in the skills of its people and how they come together synergistically. I invest heavily in our people, providing ongoing training, encouraging open communicationand ensuring that every team member feels valued and heard.

Although we have achieved this goal, I also understand that markets are constantly changing, trends come and go, and technology evolves. We may have succeeded in solid recruiting, training and retention strategies, but I still had to make sure everyone could roll with the punches. Every day, I aim to further develop a team that can pivot and adapt seamlessly to evolving market demands.

1. Clear mission alignment, role clarity and accountability

One of the first steps we took was to secure every the team member understood the direction of the company and aspirations. We clarified our product-market fit, value proposition and key moments for customer satisfaction.

Additionally, we focus on achieving business goals by strategically aligning work functions with them. For example, high-quality growth is measured through a key metric at Bigleaf: our Annual Return Rate (ARR). We do this at least once a year to ensure that the entire team's focus is directed in the same direction.

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2. Thoughtful performance metrics

Beyond ARR, we learned to carefully balance our performance metrics. Prioritizing one metric over another can lead to unintended consequences. For example, focusing only on service quality can lead to inefficiency and vice versa. Our practice has evolved to analyze meticulously and balance strategically performance measurements. We incentivize the right behaviors in line with the core of our business, which has worked wonders so far, helping us achieve the desired results across the organization. This also minimizes the risk of unintended consequences.

3. Intellectual security

Creating an environment where every member of the team feels sure Sharing ideas and challenging the status quo significantly affects our performance levels. Intellectual safety in the workplace can foster creativity. This open-door policy encourages open communication, innovation and risk-taking, allowing the team to collaborate and pioneer solutions to our unique workplace and business challenges.

We strive to maintain and strengthen this culture to continually increase morale, engagement and productivity and ultimately drive bottom line results.

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4. Burn prevention

THE prevent burning, I focus first on maintaining my balance. As the saying goes, “You can't pour from an empty cup.” As for the team, we keep our mission and goals clear, making sure every task has a purpose.

Having a distributed work environment comes with its own unique benefits and challenges. Some members may feel that tracking their time and productivity is a form of micromanagement; some may find it a means to keep their focus on what really matters and spend less time on other tasks. Regardless, making that personal connection is essential. We hold regular in-person meetings, monthly comprehensive calls and an annual company meeting to reinforce that sense of belonging and unity. These initiatives are not just logistical, but crucial to maintaining the overall health and morale of our team.

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5. Learning from mistakes

Every mistake has been a step towards understanding what it really takes to build a high performing team. Leaders, as much as you want things to be done faster, remember that there are no shortcuts, especially in growing a team. Yes, following the most direct route or listening to a single opinion is tempting, especially in recruiting, but it pays to build comprehensive training programs.

Gradually integrating new hires into your company culture, but leveling expectations at the beginning yields more efficient results and moves the business forward more sustainably. This realization has led us to prioritize transparent and inclusive approaches to our recruitment and training processes, strengthening our reputation as a leader in the technology industry.

The way forward

Adaptability, curiosity and open-mindedness have become our guiding principles. Our work requires us to remain flexible and eager to learn from successes and failures. Similarly, resilience, commitment and an open heart are key ingredients for building a high-performance culture focused on team well-being and business growth.

I hope I have highlighted the undeniable truth that a company is only as strong as its culture and people. For both founders and business leaders, investing in your people it goes a long way. Listen to people outside your bubble and gain knowledge with an open ear. Stay curious, stay open-minded, and don't be afraid to take advantage of opportunities when they present themselves. Building an empire takes courage and requires learning from mistakes.