Today’s blog post comes from our COO, Ring Nishioka.
We recently hired two new employees at BigDoor. Nothing unusual there as we are in growth mode. In the last year, we have grown from 8 to 33 employees. What was unusual to me are some of the questions that came up as these two individuals got settled in with the company. One of the questions that I was taken aback by related to our “conflict management model.” Not because it’s a bad question, it’s actually a great question and one that I think everyone should ask as they are in the early stages of talking to a prospective company.
The main reason I didn’t know what to say was because we don’t really have a conflict management model at BigDoor. My first thought was, you work in a company that actually needs a conflict management model? And I thought more about how BigDoor is not that kind of company. I have worked with this group of execs for close to 10 years and I haven’t seen a need for this kind of model ever. It may also be one more great thing about working at a startup – we all work together as a team and towards one goal. We trust everyone to do their own jobs and since everyone has specific goals, in addition to the larger company goals, there isn’t really a question about why we are doing something one way or another. All that conflict related drama gets left on the side because we’re all just really, really busy working to meet our goals. There is of course an open-dialogue and a lot of transparency about what direction the company is headed and how we’re going to get there. If there’s an issue or a problem we address is right away. We don’t have time to let things linger and walk through a specific behavior model. I’m really glad to say I didn’t have to go to a handbook and review our conflict management style!