Engaging Talent in Startups: Lessons from Bhavna Talwar at the SHRM Talent Summit

Startups are full of energy and potential, but let’s face it—they come with challenges. Unlike established companies, they don’t have rigid structures or endless resources. At the SHRM Talent Summit, Bhavna Talwar, a seasoned HR professional, shared her approach to engaging talent in such dynamic environments. Here’s how startups can do it right, in plain and simple terms.

Why Autonomy Matters

One of the biggest reasons people are drawn to startups is the freedom they offer. Bhavna talked about how startups often skip rigid structures, allowing employees to take charge and experiment.

“Autonomy gives employees the space to think big and make decisions,” she explained. “It’s a powerful way to keep people motivated and engaged.”

Giving your team room to explore and take ownership doesn’t just help them grow—it also keeps the startup environment innovative and flexible

Ambition vs. Support: Striking the Right Balance

Startups thrive on ambition, but high energy alone isn’t enough. Bhavna stressed the importance of creating a supportive environment.

“Startups can be demanding,” she said, “but employees need to know it’s okay to make mistakes and learn from them.”

Encouraging a culture where people aren’t afraid to take risks—and where their efforts are appreciated—can go a long way in keeping teams productive and motivated.

This means building an environment where learning is celebrated, setbacks are seen as opportunities, and employees know they won’t be punished for taking risks. Balancing ambition with understanding is the key to keeping teams motivated and productive.

The Power of Flexibility

Things have changed dramatically in terms of how we work, especially after COVID-19 ushered in significant changes. Bhavna makes an essential point about how startups can embrace flexibility and adaptability to attract and retain talent. The workforce today seeks a flexible work environment where work and life are balanced.

“Trust is key in flexible work,” she explained. “You need to let employees manage their time in a way that works for them without micromanaging.”

At the same time, Bhavna pointed out the importance of balancing flexibility with collaboration. While remote work has benefits, she emphasized how in-person interactions can spark creativity and teamwork in a way virtual meetings sometimes can’t.

Using Technology to Engage Employees

When it comes to HR tools and platforms, Bhavna had a clear message: keep it simple. Startups don’t need complicated systems that confuse employees.

“People want tools that are easy to use and add real value,” Bhavna shared. “If your tech feels clunky or irrelevant, it can actually hurt engagement instead of helping.”

She also suggested that startups choose tools with features employees care about, like learning resources or financial planning options, to keep them engaged.

Change is Constant, So Stay Transparent

Startups often move fast and adapt to new challenges, which can sometimes feel chaotic for employees. Bhavna explained how important it is for leaders to stay transparent during these times.

“Over-communicate if you have to,” she said. “Clear communication helps employees understand the company's direction and feel connected to its goals.”

Leaders and HR teams play a big role in making sure employees feel included and informed, especially when plans or priorities shift.

Building a Culture That Works

For Bhavna, the key to fostering engagement is creating a collaborative culture where employees feel like co-creators, not just workers.

She explained that startups should treat employees as co-creators, not just workers who follow instructions.

“This starts during recruitment,” she said. “When you align an employee’s personal goals with the company’s mission, you build excitement and ownership from the start.”

Creating a culture based on mutual respect, shared goals, and open communication can make employees feel truly invested in the company’s success.

Final Thoughts

Startups may face challenges, but they can turn those challenges into strengths with the right approach. So, where do you start? Whether it’s offering more autonomy, simplifying your tech, or building a collaborative culture, you can do plenty to make your startup a place where people love to work.