When you start a new company, you have to do it all. Yes, all of it.

Even your most talented employees have room for growth in some area, and you're doing your employee a disservice if the sum of your review is: 'You're great!' No matter how talented the employee, think of ways he could grow towards the position he might want to hold two, five, or 10 years down the line.

I had been a veteran of pretty challenging job searches, so I knew firsthand how frustrating, confusing, and demoralizing the job search process can be. Even after you get a job, many people join companies and discover in the first couple weeks that they aren't a good match with the personality and values of the company.

Understanding your employee's perspective can go a long way towards increasing productivity and happiness.

For almost the first year of The Muse's life, I would do 5 to 8 networking events a week. And I don't necessarily think that's the right path for everyone, but I realized that as an entrepreneur, one of my strengths was finding the right people who could help us. I didn't come into startups with any network.

Call it nature or nurture, there are differences in how men and women approach professional conduct, and facing these issues head-on will make us all more equipped to succeed.

You know, as most entrepreneurs do, that a company is only as good as its people. The hard part is actually building the team that will embody your company culture and propel you forward.