1. Hire qualified people regardless of where they came from and what they look like. In other words, be careful about falling into the "culture fit" trap that is responsible for a lot of the "I can't find candidates" complaints at startups. Diversity is healthy, and when you don't have a homogenous workforce, you're far less likely to end up with a bunch of 20-something "go-getters" who aren't yet wise enough to understand that output (work product) matters way more than input (hours worked).

2. Be careful about perks that have social implications and/or require employees to spend non-work time at work or with co-workers. A lot of the perks startups offer today, such as catered lunches/dinners and frequent group outings, send the message that you're trying to build a family, not a company. Many people have a life outside of work and these "perks" ask/require employees to give up what should be their free time.

3. Don't ignore management. A lot of startups eschew basic management practices, mistaking management for bureaucracy. The reality, however, is that a healthy dose of competent management is one of the best ways to promote productivity and avoid time-wasting dysfunction.