I see employees and founders fall into different categories depending on when they join.
Founders and first group of employees are the creators. The ones who often care deeply and want to bring new ideas to life, creating value for customers (and eventually shareholders) - Higher risk for this group.
As the company grows but is still early on the journey, the next group tends to also care and often want to protect whats been built while helping creating new value. This group likely wants to earn a bit more having joined later. This group are taking less risk as there are likely already a few rounds raised at this point.
The company continues to grow and starts hire more staff to help it operate at scale. These people are disconnected and tend to arrive to extract more value than the groups before them. These are often managers or extra execs, more sales teams on commission etc.
This new group is not here to defend whats built and often arent as invested in the idea. They didnt join out of a burning desire to see the world get better - they are here to earn well and push their careers.
I think this is where founder mode helps. It keeps the ones who care deeply about the business, the idea, the customers, the world, the employees etc in the know. They keep their finger on the pulse and can help steer everyone away from just chasing personal gain. They can bring back the guiding principles that may have been diluted through various levels of "those who don't care as much".
I think early employees - those taking the most risk aside from the founders - could also be leveraged here. In fact, I think those early employees could be considered mini-founders if they are are still around at later stages.
Only a small percentage of the population are in a position to afford to install private solar. So while its great for some it doesn't help solve the issue for the majority.
Founders and first group of employees are the creators. The ones who often care deeply and want to bring new ideas to life, creating value for customers (and eventually shareholders) - Higher risk for this group.
As the company grows but is still early on the journey, the next group tends to also care and often want to protect whats been built while helping creating new value. This group likely wants to earn a bit more having joined later. This group are taking less risk as there are likely already a few rounds raised at this point.
The company continues to grow and starts hire more staff to help it operate at scale. These people are disconnected and tend to arrive to extract more value than the groups before them. These are often managers or extra execs, more sales teams on commission etc.
This new group is not here to defend whats built and often arent as invested in the idea. They didnt join out of a burning desire to see the world get better - they are here to earn well and push their careers.
I think this is where founder mode helps. It keeps the ones who care deeply about the business, the idea, the customers, the world, the employees etc in the know. They keep their finger on the pulse and can help steer everyone away from just chasing personal gain. They can bring back the guiding principles that may have been diluted through various levels of "those who don't care as much".
I think early employees - those taking the most risk aside from the founders - could also be leveraged here. In fact, I think those early employees could be considered mini-founders if they are are still around at later stages.