Recent research finds nearly half of younger workers say they experience frequent stress. And honestly, I’d be stressed too if I started a role only to find vague expectations, mixed messages, and the classic: “Just be more proactive.”

Here’s the thing: most performance issues aren’t down to capability. They’re down to clarity.

And right now, clarity matters more than ever. The upcoming changes to UK employment law will reduce the qualifying period for unfair dismissal from two years to six months. That means the first six months in a new role are now the highest-risk window – making clear expectations, structured onboarding, and honest feedback essential from day one.

Whether you work in a startup, an agency, a charity, or a creative studio – clarity matters.

People managers: here’s what clarity actually looks like

Imagine starting a new role without a map. Now imagine doing it under the pressure of a six-month qualifying period for unfair dismissal. Clarity isn’t optional; it’s critical.

People do their best work when expectations are obvious, goals are co-created, feedback is honest, and managers actively support them. For people managers in startups that means setting employees up for success from day one – to avoid confusion, frustration and legal risk.

Turn values into daily behaviour, not just pretty words

Lots of startups talk about their values. They look great on websites and slides. But often, values stay theoretical.

Values only matter when they guide how people act, decide and collaborate. They should help answer:

• What’s expected of me?
• How do we treat each other around here?
• What does “good work” look like?
• Which behaviours earn respect?

If you value transparency, show it. Share the “why” behind decisions. Make promotion and progression criteria clear. Build real feedback loops. Let values guide everyday behaviour – not just live on a poster.

Start strong: ask “what does success look like?”

Too many people join startups and spend the first months squinting through unspoken rules. It slows progress, kills confidence, and wastes talent.

A simple question changes everything: “What does success look like in this role?”

Pair that with a 30-60-90 day plan – and given the law changes, this isn’t optional. Early clarity reduces risk and sets expectations. People know where to focus, what matters and how to succeed.

Co-created goals, not top-down targets

Goals imposed from above often feel like obligations. Goals co-created with employees feel like shared missions.

Frameworks like OKRs suit fast-moving start-ups because they help define together:

• What we’re aiming for
• How we measure progress
• Why it matters

When goals are co-created, people own them. They know what’s at stake, understand their value, and get invested. In the first six months especially, that clarity helps spot misalignment early – and reduce risk.

1:1s: mini meetings, massive clarity

A proper 1:1 is like a pit stop for clarity – a chance to check in before things drift off-course.

Not the usual “what’s on your to-do list” catch-ups, but meaningful conversations where you ask:

• “Where is it unclear who owns what?”
• “What decisions do you wish you could make for yourself?”
• “What’s working that we should do more of?”
• “What’s getting in your way that shouldn’t be?”
• “What do you need from me to hit your goals?”

With the reduced qualifying period, early honest conversations are vital. They help keep clarity, catch issues before they grow and build a culture that supports rather than punishes.

Clear pathways to growth

Everyone wants a sense of where they’re going. In startups, that’s even more important – growth, change, and opportunity often come fast.

Some high-performing teams swap annual performance reviews for more frequent check-ins. Employees get to set and review their own North Star goals – professional or personal – then track progress in real time.

With the six-month window now critical, showing investment in development early isn’t optional. It’s essential for trust, retention and building a stable team culture.

Feedback that actually lands

Labels like “be more proactive” or “lack gravitas” don’t help. They confuse and they demotivate. People end up second-guessing what you meant – and often guess wrong.

Constructive feedback should do two things:

1. Clearly show what needs to change

2. Acknowledge what’s working well

Recognising good work helps define positive norms, reinforces behaviour you want to see, builds confidence and encourages more of the same. In today’s environment, avoiding feedback or delaying it isn’t just unhelpful - it adds risk.

Build a community of skills, not a box of job titles

Rigid job descriptions feel limiting – especially in startups where people often wear multiple hats.

Instead, think in terms of skills. Let people grow with you, explore strengths, learn new areas. A community-of-skills mindset gives flexibility, keeps energy high, and helps teams adapt fast.

With legal risk, early retention pressure, and growth demands, clarity plus flexibility gives startups a real advantage. Teams that define roles, track progress, and support development from day one run smoother, faster and with fewer headaches.

Clarity-first cultures win – especially now

This isn’t about trends or generational quirks. It’s about building workplaces where expectations are obvious, goals are co-created, feedback is honest and values guide behaviour from day one.

With the unfair dismissal qualifying period dropping, clarity-first cultures aren’t optional. They’re essential.

When clarity is embedded in your culture, people don’t just turn up. They show up, commit themselves, collaborate better and help the organisation grow sustainably.

At HappyHQ, we support startups by helping embed clarity into how teams work – from clear onboarding, feedback, and goal-setting systems to structured 1:1s and values-driven cultures through practical training and hands-on consultancy.

For more startup news, check out the other articles on the website, and subscribe to the magazine for free. Listen to The Cereal Entrepreneur podcast for more interviews with entrepreneurs and big-hitters in the startup ecosystem.