The Motivation Triangle

When I talk to people (at work), I like to dig into their motivations. I like to I break it down into a simple framework that helps dig into their expectations what what will make them naturally happy in the long run. Each person is motivated by something different, and it’s something that they should understand about themselves as they hire people, or look for a job.

In general, people are motivated by 3 things (in different proportions, and in no particular order):

A. Compensation

This is usually the easiest one to talk about because it’s directly related to a transaction–your time and intellectual property for money. But compensation can also be other parts of the package like working remotely, equity, perks (ie. catered food), paid time off, bonuses, etc. People who are 100% motivated by compensation are always a red flag to me because they will move on to another company if they can find more pay elsewhere. In addition, it’s not that inspiring and they will attract/hire others that are most attracted by compensation as well. All is not to say they won’t do good work–it’s just that work is viewed mostly as a transaction.

B. Team

An amazing team is like wanting to be part of an NFL team with the top talent surrounding you. When you stand among them, you are elevated to their status. In addition, they will challenge you to do better work and sharpen your craft. Sometimes a good “team” is honestly just one person that really attracts you to work for their company, like Elon Musk. Some people would be willing to work for him with little to no compensation… they just want the opportunity.

C. Project

Projects are typically tied to purpose, which makes them very seductive when they’re associated with something personal. There are big tech challenges out there like AI, energy, environmental sustainability, transportation, health, etc. These are the types of projects that could take decades of not centuries to solve, which makes them perfect to dedicate your life to. Not all projects are made equal, but the ones that really motivate and strike the strings of our heart, are the ones that can get us work for no pay and work with whatever resources are available.

You can learn a lot about someone by using this framework and asking them what motivates them. What particular mixture is the most attractive. Then you can decide if you naturally align.

I know personally that I am most motivated by team, followed by compensation, followed by project. For me, the team is the most important… and if it’s not good, then the compensation and project has to make up for it.

What does your mixture look like today? and what would you like it to be in the future?

9 to 5’er Startups

As a founder, it’s always a goal (and challenge) to inspire people to find purpose in their work and go beyond 9 to 5 hours. Asking for more is difficult because people probably have families, health, and other things that need to be a priority. And the reality is that most of the time they won’t be compensated for the additional hours in the private sector, working for a startup.

Is it possible to make a successful startup working from 9 to 5? The answer is, yes, I have seen people create companies working normal hours… but there’s something special that happens when people put in a little extra effort. I believe that the extra time enables moments of creativity and personal bonding. But this is less of a judgement on other people, and more of a statement about myself–I prefer teams that push a little harder and go the extra mile. I admire the leaders that can inspire the people around them to find a purpose greater than themselves, and help pull everyone else along.

Is it possible to transform a team that works 9 to 5 into a different culture, without being the CEO or head honcho? I think that part is the tricky part because everything trickles down. If the CEO shows works 9 to 5, everyone else works 10 to 4, and then they hire people that prefer working from 11 to 3. To get others to put in the time, you have to set an example.

The challenge is that you can’t do this from the middle or bottom–it has to start with the source.

If you want more from people, it starts with you (if you are the leader). You can’t expect everyone to follow suit, but it’s the first place to start. As for transforming 9 to 5’ers to people who can work 10-12 hour days and weekends, you’re probably best looking for people that are motivated by a common purpose, with a true desire and hunger.

Whatever culture you create, it will have a gravity that attracts others that are similar. If you’re all gas all the time it’s probably not sustainable either, so keep that in mind too. For me personally, I want to be around those that are motivated by purpose.

Can you build a startup with a remote team?

The short answer is probably not… but it’s possible under specific conditions.

There is a huge allure of building a remote team… you hear about companies like Invision, Zoom, WordPress, etc. More and more companies are moving towards remote work, but the question is–can your founding team be entirely remote?

After working on a project that has employed remote workers for the last 3 years, I have very mixed feelings about it. As much as I like the idea and want it to work, I believe that remote team dynamics slow down communication, distances people, and adds additional challenges on top of trying to find product market fit. When trying to get a product from 0 to 1, it takes insanely fast cycles, iterating with users, and innovation.

And innovation is not efficient. By definition, innovation is actually trying to find anti-patterns and approaching things differently. There is a lot of wasted energy in being innovative, discarding idea after idea, prototype after prototype. If your product is focusing on innovating in a space, you’ll need to allocate more time for it.

If you’re thinking of building a remote team, you’re probably allured by cost reduction, which buys you more time. Yes, a remote team can reduce cost in the short run, but it really slows down the creative cycles, and adds more process/meetings/alignment.

Imagine scheduling meetings to be “creative”. Let that sink in for a second.

And if you’re an early stage company, it’s an impossible contradiction to manage. Your remote team will be frustrated that you have more meetings in a so-called “fast paced startup”, and you will be frustrated that your team can’t keep up with the changes.

So, what conditions need to be true in order to make a successful remote team?

I strongly believe that remote workers can potentially thrive under two scenarios (when starting with an early stage company):

a) IF the founding team has worked together before and have tight chemistry. I’m talking about a team that knows the ins and out with each other and can read between the lines. This can help reduce people management, and they can work through any communication issues together with less friction. This doesn’t guarantee success, but communication is paramount at this stage.

b) IF the product has found traction, and the remote workers can load balance. When a product has traction, it’s easier to create a predictable roadmap and plan for a larger body of work. Predictability and a controlled schedule is typically a desired quality that remote workers are attracted to. This is a good feedback loop for both employer and employee. The challenge is that you have to somehow find market fit before you build your remote team.

And this leads me to why I think remote teams probably won’t work for early stage companies…

The challenge I’ve uncovered is that it remote roles attracts a certain kind of personality and lifestyle–people who work remote put their own lives first. And rightfully so. They are at the stage of their life where they’ve drawn the line between church and state. However, when building an early stage company, it takes a disproportional amount of time to get things off the ground, to compete against emerging competitors, changing market trends, etc. It is honestly an obsession that your team has to share.

For the employees who are searching for remote roles, I recommend that you avoid seed companies unless they’ve found traction. Ask them how much revenue they generate and how many users they have. If they have neither, you will have to have an uncanny appetite for change and rapid iteration. Be prepared for a roller coaster, going up, down, left, right, forwards and inevitably backwards.

For founders, I caution you to build a founding team with remote people. There’s a good chance that their definition of “work-life balance” is very different from yours. Nothing replaces looking someone eye to eye in person. If someone is willing to show up in person and bet on your company, make a fair deal with them based on the market and the value they can bring to your team. Once you’ve found product market fit, then you can bring on remote workers to help load balance and scale. You can also use remote workers to help “hack” prototypes, but seeding a culture around remote workers is risky business.

Just be honest with yourself as you consider a remote team and the skill set that is required to build an early stage company. Communication and people skills are paramount, especially as the first few hires will be the upcoming leaders of your organization.

Yes, the future of the work force will be remote, but this applies mostly to companies that have already found product market fit.

I’m still yet to be convinced that highly creative work can be done remotely. Innovative and early stage companies (pre-market fit) that are in the most hyper-competitive spaces will most likely always be in person, in the same room. Period.

Baking Purpose into Culture

Over the years, the brands that I adore the most have been built by the most determined people in the world with a vision—but something deeper drives them.

Purpose.

It is the gravity that pulls people from around the world to be a part of their story. Purpose is the north star that guides them. It reminds every employee to protect something much more precious. When they get up in the morning, they have a clear idea of what they’re fighting for.

As I work on early stage companies, I realize that product market fit and growth are critical, but those metrics represent a small fraction of the company genome. Companies go through ups and downs searching for product market fit—hell, after finding product market fit, they have to find product economic fit. It’s easy to lose footing when everything’s constantly changing. Hopefully a purpose can be the inner fire that reinvigorates a team and enriches their lives.

I’ve seen how teams can fall apart quickly—motivation can literally evaporate before your eyes–people start showing up later, and daily interactions become mercurial. I’m embarrassed to admit that one of my teams fractured from misalignment in one point in my career. I focused too much energy on building vision. In hindsight, I should have spend more time with my co-founders to un-package the most fundamental question, “why?”

Why are we building this product and why the does it matter?

Our purpose wasn’t baked into our DNA from the get-go, and the effects were clear when the chips were down. All is not to say that we wouldn’t have failed. Even if we had a crystal clear purpose, we could have inevitably perished… but at least if we were going to fall on the sword, everyone would know why it was worth it.

Aram shared this advice with me recently, “99% of the projects out there are not worth doing, but 1% is worth dying for.” As we get older, we have less time to start new things, and we have to be more deliberate about how we spend each day of our life. I think purpose can help us decide what that 1% is.

I believe there’s an opportunity to bake purpose early into a company culture and get teams to move mountains. That source of inspiration must be authentic and ultimately human. It has to be a feeling that touches their soul and reconnects everyone with the world they’re fighting for.

Hat tip to Sina and Expa for opening my eyes to this.

Farewell Flare

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Reflecting on next steps.

After working on Flare for the last 2 years, we’re shutting it down. I hold my head up high knowing that I worked with an awesome team, and I tried my best in an extremely tough space. I want to thank my comrades, my co-founders, my mentors, our investors, Expa and all the Flare users for giving me the chance to build this. I also want to thank Annie, my family, and all my friends for being so supportive of this dream.

This has been the most humbling experience of my life. I’ve learned some lessons along the way, and I wanted to pay it forward by sharing the insights. I’ll be posting a little more over the next few days, so stay tuned.

Dinner at Dumpling Kitchen

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The signature Shanghai soup dumplings, served at Dumpling Kitchen.

Annie, Julia and I went to the Dumpling Kitchen to enjoy their most consistently delicious soup dumplings.

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Shanghai style noodles with chicken.

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Veggies.

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Beef in black bean sauce.

I’ve tried a lot of things at this restaurant, and I would say that this is probably one of their better dishes. If you go there, definitely order their beef with black bean sauce.

After Dumpling Kitchen, we made our way to Super Cue to get some boba. My personal favorite is their mango with pana cotta—it’s the perfect dessert to follow any meal. Julia claimed that Super Cue has the best tapioca pearls. ^_^

Anyway, this is an excellent combo between price and value (especially in SF).