At Forward Thinking Workplaces, we are discovering the people, insights, and strategies that lead to Forward Thinking minds, leaders, and workplaces of the future — today.
Few CEOs have the courage to engage with me in the Forward Thinking Workplaces interviews.
Andy Yen, CEO at ProtonMail, is one of the exceptions. He is a global leader in creating spaces where people can speak honestly and in online privacy.
Because this interview is published in The Future of the Workplace, I can’t share the full content.
However, I can share the key takeaways and his responses to the first two opening questions.
- Having a relatively flat hierarchy allows everybody to contribute ideas no matter what their level is in the organization.
- The open sharing of knowledge and ideas helps organizations be more innovative as well as change and adapt more quickly.
- Getting the best performance and full attention means getting the right job fit for people.
- It’s important to tailor people’s duties to leverage their strengths and weaknesses.
- Make sure that everybody has a lot of meaning in their work, so people can see the impact their work has on the world.
- Leaders should ask employees, “How can you do your job better?”
- It’s important for people to have the right motivation, so they can learn faster, adapt faster, and work harder.
- The main question we should ask ourselves is, “Are we proud of our work?”
- It’s a very poor business model for society when we remove the privacy, confidentiality, and security required to have an honest discussion.
If you’d like to read the full interview with Andy Yen, more information on the book is available at thefutureoftheworkplacebook.com.
To your forward thinking life & great success!
Bill Fox, Founder, Forward Thinking Workplaces
How can we create workplaces where every voice matters, everyone thrives and finds meaning, and change and innovation happen naturally?
Andy Yen: Inside our company, one thing that’s helped us a lot is having a rather flat hierarchy. Everybody can contribute ideas no matter what their level is in the organization.
The open sharing of knowledge and ideas helps us be more innovative and allows us to change and adapt more quickly.
We have a culture where anybody who wants to talk to the upper management can. This allows everyone to have a sense that their voice matters. It also allows ideas to come from any corner of the organization. Even ideas for one department can come from a different department. This open sharing of knowledge and ideas helps us be more innovative and allows us to change and adapt more quickly.
What does it take to get an employee’s full attention and best performance?
Andy: You need to have an efficient workforce to be competitive. For getting the best performance and full attention, it’s getting the right fit for people.
Getting the best performance and full attention means getting the right fit for people.
There’s always a job description, but it’s very rare when someone is 100% a perfect fit down to the last detail. Everybody has their individual quirks, habits, strengths, and weaknesses. It’s important to tailor people’s duties to leverage their strengths and weaknesses. This requires management to be more flexible and tentative at the beginning. When you get people into a role where they fit, you see that the results become dramatically better.
Note: This is a preview of the full interview. The complete interview was selected by Apress for publication and continues in The Future of the Workplace.