Era’s 11 – A Special Moment
Big, medium, or small — size matters! If you had the chance to read our latest newsletter, you would have discovered that ERA's team has grown by two. So, with the number now up to 11, Henry and I were discussing how the size of a team can definitely influence the dynamics, culture, and the way we work.
So, what is the definition of a small, medium, and large company? Headcount is obviously the first factor that comes to mind — a small company typically has 50 employees or less, whereas a large one has at least 250. Henry and I were pondering how big we see ERA growing — and do we aim for ERA to become a medium-sized company any time soon? We're still unsure ourselves. We are constantly growing as business owners as well as in size.
Our team, although small, offers a more unique atmosphere and closer culture than larger companies. Henry and I strive to ensure the team has a greater capacity for flexibility, as well as a streamlined decision-making and communication process. At ERA, I personally aim to help team members adapt to changing project goals, processes, priorities, and politics – why? Because there is always room for growth and self-awareness in everyone, and if I need someone to step in on a project, I can rely on the team.
ERA's culture fosters an environment that is usually much more informal. We have more freedom to act as they see fit (but still behaving professionally). Smaller organisations often have a more diverse workforce, with a mix of ages, hobbies, backgrounds, and varying aspirations. In many large organisations, the workforce begins to reflect the company's culture. There is also an argument that large businesses tend to attract those seeking job security, whereas smaller ones appeal to individuals looking for growth, variety, or risk-taking.
One of the biggest challenges for leaders of small businesses is ensuring their staff maintain high standards of quality while managing multiple tasks—and quickly enough to stay competitive. A strong culture encourages workers to adopt behaviours that increase efficiency. Employees learn to maximise their potential by developing powerful habits that enhance attention to detail, communication, and interpersonal skills. Over time, our team have become more synchronised and motivated by the consistency of the overall performance. This transformation boosts morale and energises everyone’s desire to sustain momentum. However, a strong culture also helps them effectively prioritise responsibilities, improve time management, and internalise company goals.
One thing that Henry and I are proud of is that our team feels valued as an individual and has a greater sense of ownership of their work. Whether we are a team of ten or 57, we strive to lead to increased engagement and motivation, making sure everyone is proud of themselves (sentimental speech over).
So, size definitely matters!
Thank you for reading,
David and Henry
#blogs #managedbyera #sizematters #foodforthought #teamgrowth
