Timezynk’s core values are 🀝 Collaboration, πŸ“ˆ Results, πŸ“– Openness, ⛰️ Integrity, 🌐 Diversity and πŸ‘£ Iteration. These values imbue every aspect of our work, shaping our team culture, influencing how we prioritize issues and features, and guiding our communication both internally and externally.

🀝 Collaboration

Helping others is a priority, even when it is not immediately related to the goals that you are trying to achieve. Similarly, you can rely on others for help and adviceβ€”in fact, you’re expected to do so. Anyone can chime in on any subject, including people who don’t work at Timezynk. This also means that we collaborate with our customers to make the system work in the best possible way for them and help them solve issues even if the problem lies outside of Timezynk. We also invite our customers to collaborate with us on our product vision, product planning and user experience.

Kindness

We believe in showing care for others. This helps us address challenges and give feedback more effectively. Give positive feedback often and do it publicly.

Share

Share problems you run into, ask for help, be forthcoming with information and speak up. Share solutions you come up with and be willing to invest in people and engage in open dialogue.

Everyone can remind anyone in the company about our values. If there is a disagreement about the interpretation, a discussion can be escalated to more people within the company without repercussions.

Assume positive intent

Assume that your colleagues, partners and customers have spoken and acted out of a positive intent, even if the outcome was not desirable. Regardless of what you discover, understand and truly believe that everyone did the best they could, given what they knew at the time, their skills and abilities, the resources available, and the situation at hand.

Negative feedback is 1-1

Give negative feedback in the smallest setting possible. One-on-one video calls are preferred. If you are unhappy with anything (your duties, your colleague, your boss, your salary, your location, your computer), please let your boss, or the CEO, know as soon as you realize it. We want to solve problems while they are small.

Negative feedback should be distinguished from mere negativity and disagreement. In the absence of direct feedback, aim to address disagreements openly and respectfully in a public channel. Embracing challenges is a constant at Timezynk. Improvement comes from discussing areas to enhance. While public discussions on negative aspects are encouraged, providing negative feedback in a larger setting is discouraged if it can be addressed more effectively in a smaller setting.

Say thanks publicly

Give positive feedback and thanks publicly, for example in one of the public slack channels or the weekly humble brag threads.

Say sorry

If you made a mistake, apologize as soon as possible. Saying sorry shows strength, not weakness. The people that do the most work will likely make the most mistakes. Additionally, when we share our mistakes and bring attention to them, others can learn from us, and the same mistake is less likely to be repeated by someone else. Mistakes can include when you have not been kind to someone. In order to reinforce our values, it is important, and takes more courage, to apologize publicly when you have been unkind publicly.

See others succeed

Help and want each other to succeed and selflessly contribute to each others and our customers success.

Don’t let each other fail

Keep an eye out for others who may be struggling or are stuck. If you see someone who needs help, reach out and assist, or connect them with someone else who can provide expertise or assistance. We succeed and shine together!

People are not their work

Always make suggestions about examples of work, not the person. Say “You didn’t respond to my feedback about the design” instead of “You never listen”. And, when receiving feedback, keep in mind that feedback is the best way to improve, and that others giving you feedback want to see you succeed.

πŸ“ˆ Results

Achieving positive outcomes allows us to continue embodying our culture and values as well as fulfilling the commitments we’ve made to our colleagues, customers, partners, and investors.

Measure results not hours

We prioritize results over working hours. We value your accomplishmentsβ€”whether it’s aiding a colleague or making a customer happy. If taking an afternoon off enhances your well-being and productivity for better results another day, feel free to do so. If you find yourself working too many hours, reach out to your manager or the CEO to explore potential solutions.

Dogfooding

We use our own product. Our whole organization uses Timezynk for scheduling, time reporting and payroll. When using our own product we are more likely to notice problems or workflows that are too cumbersome or time consuming.

Local decisions

Make decisions as close to the people affected by the problem or creating the solution as possible. The best solutions and results are achieved when the people who have the most information and means to create the solutions are also the ones making decisions. It is inefficient to involve management if they cannot contribute. When making decisions keep our values and goals in mind.

Goals and results

Clearly articulate the intended results in writing, making them openly accessible to the entire team. Evaluate how the outcomes align with our overarching goals and values.

Sort for action

We advocate for taking decisive action rather than succumbing to overanalysis and becoming paralyzed by indecision. By taking action, we can observe the outcomes, allowing us to promptly adjust our course if needed and gain valuable insights. Essential to this approach is a clear understanding of the desired outcome and a measurable means to gauge our progress toward or away from that outcome.

Be proud of your results

Share your results and actions taken to achieve them with your colleagues and be proud of what we have achieved together.

Customer results

Ultimately, our product’s purpose is to enhance results for our customers. We achieve this through our product, dedicated customer support, comprehensive training, custom development, and integrations.

Customer results are more important than:

  • Our own plans. If customers encounter issues or struggle to achieve results, addressing these concerns is more important than sticking to previously outlined plans.
  • Large customers. Avoiding an excessive focus on a single large customer is crucial to prevent any adverse impact on the results of our numerous small and medium-sized customers.
  • What customers ask for. Sometimes customers ask for a feature, that puts a band-aid on their problems rather then helping them acheive results. Prioritize solving underlying issues and improve our customers' efficiency.
  • Our assumptions. Conversely, our assumptions regarding how customers utilize the system and their needs may be incorrect. Every customer works differently so we must validate our solutions with more than one customer to ensure that it is helping as many as possible.
  • What is not our fault. We commit to addressing customer problems proactively, even when the issue does not originate from our system or support. Our aim is to assist the customer in achieving their desired outcomes.

πŸ“– Openness

Openness entails a commitment to transparency and honesty when sharing information. This approach facilitates collaboration, fosters awareness of our goals and values, and extends to being forthright with our customers about both the solutions and limitations within our capacity.

Communicate your boundaries

Communicate openly with both colleagues and customers about your capabilities, intentions, and limitations. Be transparent about what is possible, feasible, or reasonable, and be honest about the problems you or the product can effectively address. Acknowledge instances where we may not meet their goals and suggest alternatives, such as modifying internal processes or introducing another system when appropriate.

Write things down

Information that is only in your head or only spoken in a meeting cannot be found again and can easily change. Write things down in the handbook, in issues, in the CRM system, in the Wiki and in meeting notes.

Directness

Being direct involves practicing openness and honesty in our communication. We strive to blend forthright feedback with kindness, ensuring that our expressions are clear and focused on the work at hand, rather than a reflection of one’s personal character.

Speak up

We place high importance on dissent and open discussion. When someone holds a differing opinion on a topic or decision, it is crucial for them to express it, as the team stands to benefit from their unique perspective and feedback. Encourage sharing individual viewpoints rather than remaining silent or merely agreeing to avoid conflict or discussion.

Open about changing your mind

Be open and articulate when you change your mind. It is OK and encouraged to change your opinion or support a different stance after you have seen new data or gotten new experiences. Tell the others about the previous opinion and the current opinion to make the context clear.

Anyone and anything can be questioned

Any past decisions and guidelines are open to questioning as long as you act in accordance with them until they are changed.

Findability

Being open with information only works if it is easy to find and there is only a single authorative truth. Think about how the information needs to flow and who needs to see it. Post important issues and MRs that need review or testing in slack so that the relevant stakeholders are alerted. Add important information about our ways of working to the handbook and add technical guides or details to the Wiki.

⛰️ Integrity

Integrity means that we will stand up for our values and our vision. That we will conduct ourselves and our business in a way we can be proud of. That we will do what we believe is right, valuing principles over shortcuts or immediate financial gains.

Do the right thing

Act ethically and do what is right, even without explicit requests. Provide employees with comprehensive information about their rights and benefits. Collaborate with local authorities and unions to uphold and strengthen these rights. Offer customers the best options aligned with their needs and budget. Embrace kindness and extend a warm welcome to team members or customers who may choose to leave for any reason.

Trust

Place trust in your colleagues, suppliers, partners, and customers. We embed this trust-building ethos into our system by incorporating features that facilitate open communication and the transparent sharing of data among managers and employees of our customers. We will think carefully before introducing features where the primary intent is control or surveillance and make sure that the users integrity and perspective is protected and valued.

Ownership

Take ownership of your work and assume that our colleagues, partners and customers are doing the same. You are responsible for overcoming the challenges the work may present and responsible for asking for help if you need others to move forward.

🌐 Diversity

At Timezynk, diversity is not just acknowledged; it’s embraced for the wealth of perspectives it brings. Our inclusive culture ensures that everyone, regardless of background, feels valued and contributes meaningfully. We hire globally, striving to amplify the voices of underrepresented minorities, fostering a dynamic and equitable workplace.

Prioritize asynchronous communication

Whenever feasible, choose ways to collaborate that do not require simultaneous participation. By doing so, we demonstrate thoughtfulness towards people working in various time zones, those in need of dedicated work intervals, or those who structure their day differently. Show respect and consideration to others by evaluating whether meetings can be substituted with alternative forms of communication. When meetings are essential, ensure there is a well-defined agenda, a way to submit questions or input beforehand, and the distribution of meeting notes afterward, fostering inclusive participation. Utilize Issues and Merge requests for communicating tasks and discussions. Prioritize these over calls or Slack messages to enhance clarity and facilitate asynchronous collaboration.

Create a safe space

Be mindful of how you communicate and strive to make meetings and communication channels a safe space for everyone. Everyone at Timezynk is entitled to a safe working environment where they can express who they are and participate in discussions without any worry about being spoken to or spoken about in a harmful way. Be mindful of the potential impact of how you communicate.

We refrain from making jokes or unfriendly remarks about the characteristics or expressions of individuals within the Timezynk community and our customer base. We have a zero-tolerance policy for abuse, harassment, exclusion, discrimination, or retaliation among team members or customers. You have the right to decline interactions with individuals who treat you poorly and to remove yourself from situations that create discomfort.

Neurodiversity

Neurodiversity is a type of diversity that includes: autism, ADHD, dyslexia, dyscalculia, dyspraxia, cognitive impairment, and other styles of neurodivergent functioning. While neurodivergent individuals often bring unique skills and abilities, neurodivergent individuals are often discriminated against, and sometimes have trouble making it through traditional hiring processes. These individuals should be able to contribute as Timezynk team members. The handbook, values, strategy, and interviewing process should never discriminate against the neurodivergent.

Inclusive language and pronouns

Be mindful of using inclusive language. Prefer gender neutral terms and greetings and if you need to talk about a person, use their correct pronouns. If you don’t know which pronouns to use, just ask the person themselves or someone who has asked the person before. If you make a mistake, quickly correct yourself and move on.

Inclusive meetings

Be consciously inclusive in meetings by giving everyone present an opportunity to talk and present their points of view. Always start meetings with a check-in where every participant get to say something about their state today without further questions asked, so that they can share only what they are comfortable with.

Values are more important than culture

We hire candidates and collaborate around our shared values, not a shared culture. When recruiting, the important part is that the candidate shares our values not that we would want to hang out or go for a drink with them or that they are similar to ourselves.

Make family feel welcome

Working remotely means we get a view into each others homes. If it fits the feel of the meeting, feel welcome to invite family members or pets to drop by and say hi. Be mindful during meetings to use language that will not offend anyone overhearing the conversation. Also be understanding if a team member or customer needs to reschedule a planned activity to take care of a family member or pet.

πŸ‘£ Iteration

Iteration involves taking incremental steps toward our goals, continuously progressing rather than waiting for a perfect moment to make a significant leap. It means identifying the smallest solutions to a problem and steadily refining them. Embrace the belief that releasing something provides valuable insights for better decision-making. A key indicator of successful iteration is feeling a slight discomfort or embarrassment about the minimal feature set in the initial release.

Limit the scope

The perfect is the enemy of the good. Avoid feature creeping. Keep the scope small. Move extra improvements and ideas into later iterations.

Implementing iteration requires effort and a willingness to navigate discomfort. Traditionally, perfection is emphasized, and incomplete work is often frowned upon. Resist the urge to complete the entire project at once, as it’s more efficient to focus on what can be achieved within the available time. Set realistic goals for the current project duration, whether it’s 5 minutes or 2 hours. Consider what improvements can be made in that timeframe to enhance the current situation.

Acknowledge that iteration may be uncomfortable and even painful, but this discomfort is a sign of progress. Reverting work to a previous state is viewed positively because it signifies quick feedback and learning from the process. Understand that making small changes can prevent more significant reversions and ultimately streamline the development process.

When faced with questions about imperfections, explain that it’s part of an iterative process. Specify the limited time allocated (“x” amount) and outline the improvements planned for the next iteration, expected to be ready by “z” date. Transparency about the iterative nature of the work fosters understanding and aligns expectations.

Start with smaller impact

Expose the new feature, campaign or marketing material to a smaller audience first and do gradual rollouts. Use feature flags, target groups or specific URLs to control the rollout.

Focus on improvement

Ask customers, colleagues and partners what can be improved and focus on how we can make things better with the next iteration.

Make small merge requests

When making changes to code or the handbook keep the change as small as possible. Make sure unrelated changes are split up into two or more merge requests.