Navigating Start-up Changes: Simple Advice for Designers
Everything is sinking. Everything is on fire. Everything is perfectly in it’s place.
As experienced veterans of the startup world, we know the ever-changing nature of a small team (funded, pre-revenue, under 250 employees) can sometimes feel very chaotic. Throughout our careers, we will encounter various challenges, and one significant hurdle is coping with large company-changes due to internal churn. These transformations can be exciting and nerve-wracking, but fear not, for I have navigated such waters for over 15 years and gathered some invaluable insights to share with you. In this article, I’ll address three common problems that typically arise during such times and offer three suggestions on how to work through them effectively.
Problem 1: Unclear Vision and Direction
One of the most prevalent issues during periods of organizational upheaval is the need for a clear vision and direction, sometimes even day-to-day or week-to-week. As teams restructure and leadership changes, confusion can lead to a lack of focus on design goals. Designers may work on projects that seem disconnected from the company’s overarching strategy, resulting in a sense of aimlessness.
Suggestion: Advocate for Open Communication
It is crucial to foster open communication channels to combat the problem of unclear vision. As junior and mid-level designers, your perspectives matter. Engage with new leadership and ask questions about the company’s long-term goals and how design fits into that vision. However, be ready to hear that there isn’t a set vision, yet. It’s ok. That does not mean the sky is falling. It means you have an opportunity to help shape what that vision is. Do not let fear set it, but double down on understanding the business goals. Participate in team meetings, voice your concerns, and propose ideas to align design efforts with the evolving organizational direction. Aim to support, not educate.
Problem 2: Team Collaboration Challenges
During times of internal churn, teams often face restructuring and personnel changes. This can lead to a breakdown in communication and collaboration. Different team members may have varying approaches and opinions on design processes, tools, and methodologies, leading to conflicts and inefficiencies.
Suggestion: Embrace Adaptability and Collaboration
As designers, adaptability is one of our greatest assets. Embrace the change and approach new team dynamics with an open mind. Seek to understand the strengths and perspectives of your new colleagues and find common ground to foster collaboration. Adjust your processes and methodologies to accommodate new team structures and workflows. Remember, a diverse team can bring fresh insights and lead to innovative solutions. Also, do not be afraid to say, “Hey, I’m a little disheveled with the changes, but I want to learn how to help.” Being upfront with your feelings but still showing up to do your job goes much further than pretending you have everything in control and that people should listen to you first. I’ve been on both sides of those attitudes. Be the honest helper and not the headstrong dictator.
Problem 3: Change in Workload and Pressure
During periods of internal churn, design teams may experience an increased workload and silly deadlines. Conversely, designers may find their work dries up if no one is able to help plan and prioritize segments of the product roadmap. Either way, heightened pressure abounds. With pivots or new goals and strategies being implemented, there might be a push to deliver results quickly, leading to burnout and compromised design quality. It may also lead to working in a way that you know isn’t sustainable or even healthy. Everything can feel “wrong.”
Suggestion: Prioritize and Set Realistic Expectations
As design leaders, we must prioritize tasks and set realistic expectations for ourselves and our teams. Communicate openly with stakeholders about the potential challenges during change and advocate for manageable timelines. Strive for a balance between meeting project demands and maintaining a healthy work-life balance. Collaborate with project managers and leaders to ensure that deadlines are achievable without sacrificing design quality. This means when you’re struggling, say so. Ask for help from your manager and co-workers. Chances are, someone else is struggling in some fashion too, no matter how senior. Communicate, give each other space, and move forward as a team.
Large changes due to internal churn can be challenging, but they also present opportunities for growth and learning. Embrace the uncertainties with a positive mindset and be willing to adapt to new circumstances. Advocate for open communication, collaborate effectively, and prioritize tasks wisely. Remember, as designers, we play a crucial role in shaping the future of our organizations, even if our guiding touch is invisible to most of the people who benefit from our function. Our resilience during times of change will be a testament to our professionalism. We all go through it. Follow this advice and turn that fear into a stabilizing strength. The sooner you get organized, the sooner you get back to taking care of your customers and making money.
My time in the field taught me that change is inevitable, and how we respond to it defines our success. Embrace the journey, my fellow designers. Do what you can to mitigate change, but always expect change! As a designer, you are an agent of change (foreshadowing…).
Wishing you all the best in navigating these challenges!
Your Senior Design Pal,
Chad
