When an organization spends years at the top and functions like a well-oiled machine, can it still scale growth like a brand-new market entrant? Or is this growth different than the standard?

I say yes.

There is growth, then there is what I like to call, ‘Hypergrowth’.

Hypergrowth isn’t necessarily a market strategy; it’s a cultural transformation backed by two pillars of employee experience: engaged people and prioritized wellbeing.

Transparent Communication

Traditional communication structures struggle in a hypergrowth environment.

Transparent communication empowers your workforce, much like Project Artemis at NASA, where engineers across various disciplines collaborate openly to achieve a shared goal.

This is where your people become adept at anticipating challenges, seizing opportunities, and navigating the ever-shifting hypergrowth landscape. It’s a strategic shift, transforming employees from passive information recipients into active contributors, ultimately outmanoeuvring the competition through agility and collective brainpower.

Invest in Your People

Hypergrowth is never a numbers game; it’s a human one.

Invest in your employees’ potential. Robust L&D programs, clear career pathways and mentorship opportunities don’t just retain talent; but they ensure to cultivate a growth mindset across the organization – a concept explored by Stanford psychologist Carol Dweck. A growth mindset fosters a belief that skills and abilities can be developed, leading to increased creativity, problem-solving abilities, and ultimately, the innovation that propels hypergrowth. Invest in your people, and they’ll become the adaptable, future-focused workforce that takes you past the competition.

Employee Wellbeing

A recent Harvard Business Review study found that employees experiencing burnout are 21% more likely to experience job dissatisfaction and 63% more likely to be looking for a new job. In a hypergrowth environment, that kind of turnover can cripple momentum.

Prioritizing work-life balance with flexible arrangements mirrors Google’s famous 20% time policy, where employees are encouraged to dedicate a portion of their workweek to pursuing personal projects. This fosters creativity and innovation, a key driver of hypergrowth. Comprehensive wellbeing programs are your answer, and these have nothing to do with gym memberships or pizzas on a Friday.

Ultimately, happy, healthy employees are more engaged, mirroring the findings of Gallup’s research which demonstrates a clear link between employee wellbeing and customer satisfaction. This translates into a solutions-oriented workforce, a ‘never-back-down’ commitment, and a team that can handle the inevitable pressures of hypergrowth with efficiency and resilience.

The formula is clear: Move on from the outdated playbook and prioritize your people. Take the leap. Are you ready for hypergrowth yet?