The Voys Way: Embracing Autonomy and Ownership

The RenDanHeYi model, developed by Haier Group CEO Zhang Ruimin in 2005, is revolutionary management philosophy aimed at transforming traditional hierarchical corporate structures into highly adaptive, customer-centric ecosystems. Rooted in the belief that employees (Ren) and their entrepreneurial capabilities should align with customer needs (Dan) to create value, the model emphasizes individual accountability and dynamic organizational roles (HeYi). By dismantling conventional silos, the RenDanHeYi model fosters a network of autonomous micro-enterprises within the larger corporate entity, transforming the organization into a nimble startup factory.

To develop and share the idea of Zero Distance and its broader management philosophy of RenDanHeYi, Haier hosts an annual forum to celebrate the world's most progressive organizations. This September marks the 8th edition of the forum, taking place in Haier’s hometown, Qingdao, on September 20. Working with the Business Ecosystem Alliance and the Management Lab, the Haier Model Institute will release the inaugural listing of the progressive companies which are putting Zero Distance and related ideas into practice.

These organizations are characterized by:

• Zero Distance to customer | Decision what to build is based on insights from the marketplace

• Autonomy | Small teams with full decision-making autonomy enable speed in execution

• Shared Rewards | Everyone in the micro-enterprise participates in its financial success

For the 2024 inaugural ZeroDX awards, Haier approached us to list 50 self-managed organizations that showcase the principles of RenDanHeYi in how they organise their work. Boys is one of the 50 organisations we listed this year.

Introducing Voys

Voys is a trailblazer in the realm of telecommunications and a shining example of a progressive organizational model that prioritizes autonomy and ownership. The company was established in 2006 and the team has surpassed 100 people. Located in the picturesque city of Groningen, Voys has revolutionized the way businesses communicate, offering a range of telecommunication solutions that empower their clients. But what truly sets Voys apart is its unique internal culture, one that has been shaped by a commitment to freedom, responsibility, and innovation.

In 2024, the organization took another important step towards a transition to steward ownership. This will guarantee mission lock for the organization while it governs "itself" and underline once again the purpose over profit ethos of Voys.

Voys has been reinventing zero distance practices in line with the RenDanHeYi philosophy for over 25 years. They consider themselves 'customer experience freaks' and have gone to great lengths to remove barriers between team members and end users of their services. Autonomy is visible in the lack of top down goals and the right of people to decide what to work on to satisfy the customers and deliver outstanding results. To ensure alignment and co-sharing, the company also has a profit-sharing program, where above a certain profit margin, the profit gets divided among the employees.

Organizational Structure: No Managers, No Hierarchies

At Voys, traditional hierarchical structures are a thing of the past. The company operates under a model inspired by Holacracy, where there are no managers and no fixed job functions. This decentralized approach allows for a more dynamic and flexible work environment. Instead of a top-down hierarchy, Voys functions through self-organizing teams that are empowered to make decisions independently. This model not only enhances efficiency but also fosters a sense of ownership among employees.

The Voys model emphasizes working with "only bosses." This self-management system helps Voys' team work together as equals, maximizing individual potential within a framework of trust and distributed decision-making. Holacracy distributes authority, providing clarity of responsibilities and maximizing autonomy for each member of the organization.

Client Approach: Empowering Through Innovation

Voys’ approach to clients is as innovative as its internal structure. The company’s mission is to provide telecommunication solutions that empower businesses to communicate more effectively and efficiently. Voys offers communication services to over 30.000 businesses, giving them the ability to tailor the setup themselves around the individual needs of the company. This enables customers to focus on the thing that matters: the relationships these organizations build with their clients.

What sets Voys apart in its client approach is its commitment to transparency and collaboration. Clients are not just customers; they are partners in a journey towards better communication. Voys believes in building long-term relationships based on trust and mutual benefit. This client-centric approach is reflected in the company’s service offerings, which are tailored to provide maximum value and flexibility.

By encouraging employees to experiment and innovate, Voys ensures that it remains at the cutting edge of the telecommunications industry. This culture of experimentation is supported by regular feedback loops and open communication channels, allowing the company to learn and grow from every experience.

One of the factors that have driven the success of Voys is their digital fitness. They are essentially an information organization where all knowledge is captured in what is internally called "the oracle." Besides, they are constantly updating their internal processes, enhancing them with digital systems to automate repetitive work.

Internal Culture: Autonomy and Ownership

The internal culture at Voys is a testament to the power of autonomy and ownership. Employees at Voys are not just workers; they are co-creators of the company’s success. This sense of ownership is cultivated through a flat organizational structure where every team member has a voice and a stake in the company’s future.

One of the key elements of Voys’ culture is the absence of traditional management roles. Instead of managers, Voys has coordinators who facilitate rather than dictate. This approach encourages employees to take initiative and be proactive in solving problems. The result is a highly motivated workforce that is driven by a shared sense of purpose and responsibility.

The Voys model supports this culture through various systems, such as Beyond Budgeting for financial management and The Rockefeller Habits for strategic planning. These systems enable employees to work effectively in a self-managed environment, promoting continuous improvement and innovation.

Conclusion

Voys is a leader in their service innovation and progressive organizational practices. The principles behind - autonomy, ownership, distributed authority, and constant reinvention of the value proposition fully align with the RenDanHeYi management philosophy. This approach to organizational design has created a work environment where employees are empowered to thrive and contribute to the company’s success.