Jotform CEO Outlines Strategies to Resolve Workplace Cultural Friction
Cultural differences within global organizations can lead to workplace friction if not managed proactively, according to Aytekin Tank, founder and chief executive officer of software company Jotform. Writing in Entrepreneur, Tank outlined leadership strategies to address cultural misunderstandings and convert workplace diversity into organizational strength.
Jotform operates offices across five countries and employs staff from nearly two dozen nations. Tank noted that varying cultural norms frequently shape workplace interactions, sometimes creating false impressions among colleagues from different backgrounds.
Navigating Cultural Communication Differences
Illustrating the challenge, Tank shared an incident involving a newly hired information technology professional from Ankara, Turkey, who was perceived as rude by an American colleague. Tank explained that while the American employee exhibited an outgoing demeanor common in U.S. work culture, the Turkish employee was more subdued and less focused on conventional pleasantries.
Reflecting on his own transition moving to the U.S. from Turkey, Tank noted that adjustment takes time. He observed that while Americans frequently exchange polite inquiries as casual conversation, Turkish culture typically reserves such questions for deeper interactions. Over time, the team discovered that the Turkish hire was not stern, but possessed a quiet humor.
Prioritizing Open-Mindedness in Recruitment
To reduce cultural friction before it arises, Tank retains direct oversight of final hiring decisions. Beyond technical qualifications, he specifically evaluates candidates for open-mindedness and cognitive flexibility.
During interviews, Tank asks prospective employees to describe a situation in which they were proven wrong. According to Tank, observing whether a candidate becomes defensive or explains how their perspective evolved reveals how flexibly they will collaborate with colleagues who approach work differently.
In-Person Interactions and Clear Operational Guidelines
Tank emphasized the necessity of in-person interactions, noting that remote communication often flattens nonverbal cues like tone of voice and body language. To mitigate isolation and strengthen interpersonal relationships, Jotform hosts an annual gathering called Jotformers Week, bringing together global employees for several days of collaborative activities planned with worker input.
Furthermore, Tank highlighted the role of explicit corporate communication in preventing misunderstandings. He urged business leaders to clearly define and regularly publish company values and operational expectations in newsletters and company-wide meetings.
At Jotform, policies regarding work-life boundaries are explicitly established. Employees are encouraged to log off during evenings and weekends, and to remove communication applications such as Slack from their phones during paid time off. Tank noted that standardized rules create psychological safety and minimize ambiguities where cultural misinterpretations often take root.
