If you’re a founder or business owner trying to build a high-performing team in 2025, you’re not alone in feeling the tension.
Deloitte’s latest Global Human Capital Trends report calls this moment what it is: a series of paradoxes to navigate. From AI and talent shortages to burnout and performance plateaus, leaders today are being asked to do more—with less certainty, and often with fewer resources.
But for startups especially, I believe this isn’t just a challenge- it’s an opportunity to build better from the ground up.
Let’s break down some of the key trends and what they might mean for those of us building the future.
1. Balancing Tensions in the Work
Work is how things get done. But in fast-moving companies, what work is prioritised, how it’s done, and who does it can shift by the week. The tension lies in maintaining alignment while moving at speed.
Deloitte urges leaders to look beyond rigid systems and instead design with what they call stagility– a blend of stability and agility.
- My take: Founders need to get clear on the work that matters. That means anchoring your team to meaningful outcomes, not output or processes. Build in flexibility- but be ruthless about focus.
2. Reclaiming Organisational Capacity
One of the biggest barriers to high performance? The sheer volume of work getting in the way of actual work.
Slack time isn’t wasted time- it’s what gives people room to think, innovate, and recover. If your team is always in firefighting mode, you’re not building long-term capacity.
- My take: If your calendar is full of stuff only you can do, it’s time to delegate or delete. Understand your role as a leader- and where you’re bottlenecking your team. Sometimes the best growth move is subtraction.
3. Balancing Workforce Tensions
AI, remote work, fractional roles- it’s all changing how we think about talent. But with that change comes tension. Who owns the work? Who has the skills? And how do we motivate a team that looks nothing like it did five years ago?
- My take: You need to know what makes your people tick. Motivation is deeply individual- especially in startups, without corporate salaries or perks. That means understanding the “why” behind your team, not just their skills. Create the conditions for high performance, don’t just expect it to happen.
4. AI is Reshaping the Human Value Proposition
AI can revolutionise work- or it can overwhelm and derail it. Deloitte makes the case that companies need to reimagine their EVP (employee value proposition) for the age of AI.
- My take: Startups love tech- but beware of tech overwhelm. Always ask: What problem is this solving? Don’t throw tools at issues you haven’t defined. Let tech support human work, not replace the thinking that makes it meaningful.
5. Closing the Experience Gap
There’s a paradox: companies want experienced people, but don’t always create space for people to gain it.
- My take: In early-stage teams, look for transferable skills, not just past roles. Can they learn fast? Can they problem-solve in messy environments? That matters more than whether they’ve done the exact job before.
Olga’s Final Thoughts for Founders
Your job as a founder is to:
- Anchor your team in meaningful work
- Define and live your values (don’t just write them down)
- Let people make mistakes safely- because that’s how they grow
- Know your role and learn when to get out of the way
And most of all? Build a culture that lets people bring their best, not just do their job.
Watch the full video here: [Insert link to video]
In it, I talk more about the practical ways startups can design for performance, without burning people out.
Things to Ponder or Action:
✅ When’s the last time you asked your team what motivates them?
✅ Are you hiring for outcomes- or just filling gaps?
✅ Is your tech stack making work easier or harder?
✅ What part of your leadership role could you let go of this quarter?