Joy Inc. Summary

Joy drives people to strive for something greater than themselves and creates a sense of belonging—what if you could bring this into the workplace to boost productivity and happiness?

1. Joy Is the Ultimate Motivator in the Workplace

People are naturally drawn to joy—it energizes, inspires, and connects. Rich Sheridan argues that joy is not just a buzzword; it’s the force behind motivation and long-lasting effort. Unlike superficial happiness, joy aligns one’s work with a higher purpose, fostering a sense of personal and communal achievement.

For example, the Wright brothers, who were driven by the joy of flying, triumphed over Samuel Pierpont Langley, whose motivations were tied to fame and wealth. In business, this same principle applies: joyful employees naturally work harder and longer because they find meaning in what they do.

Menlo Innovations embodies this approach by cultivating a joy-driven culture where employees support one another, contributing to collective goals. Clients also notice this contagious energy and prefer working with the company’s joyful team because they see better results and engagement.

Examples

• The Wright brothers’ joy of flying helped them succeed in creating the first airplane.
• Menlo employees' enthusiasm makes clients gravitate toward them for better partnership experiences.
• Joy encourages individuals to tackle demanding projects with more resilience.

2. The Office Layout Can Spark Or Dampen Joy

A workspace significantly influences workers’ moods and creativity. Sheridan revamped his office design, replacing cubicles with an open, dynamic layout, creating a buzz of social interaction and teamwork. The atmosphere resembled a lively restaurant rather than a dreary corporate setup.

Flexible spaces help eliminate monotony by allowing employees to rearrange furniture or seating, which boosts collaboration. Being visually and physically close also makes problem-solving faster and reduces disconnection among team members. Even simple physical movements, like changing desks or rearranging workspaces, spark fresh thinking.

This level of freedom contrasts starkly with traditional office setups, where rigid designs limit both physical and creative movement. Menlo employees now feel at ease adapting their environment, which helps them reframe challenges from new perspectives.

Examples

• Menlo’s open-concept office inspires team collaboration and overall vibrance.
• Employees feel free to reconfigure their workspaces, promoting interaction and innovation.
• Dynamic seating solves logistical hurdles like putting teams physically closer together.

3. Communication: Talk Face-to-Face for Faster Results

Direct communication is central to joyful businesses, as it eliminates barriers that create misunderstandings. Menlo practices a high-speed voice system, meaning issues are discussed face-to-face instead of through passive-aggressive emails or intermediary conversations.

Active voice communication fosters better relationships and understanding by incorporating non-verbal cues like tone and body language. The office’s open setup also amplifies this practice. Employees can jump into ongoing conversations if they have pertinent input, reducing delays caused by lengthy email chains.

To strengthen teamwork further, Menlo employees work in pairs using one computer. This encourages constant collaboration, mentorship, and skill-sharing. Rotating pair assignments weekly ensures everyone gets to know each team member, building a community-centered workplace.

Examples

• Open workspaces facilitate real-time problem-solving via direct conversations.
• Menlo pairs sharing computers promote teamwork and effective communication.
• Weekly pairing rotations give employees the chance to bond and learn from diverse colleagues.

4. Rituals Build a Sense of Togetherness

Rituals bond people, creating a shared identity. At Menlo, daily practices like standing meetings, shared walks, and collaborative show-and-tell sessions strengthen workplace camaraderie and inspire joy.

During daily stand-ups, employees share updates while holding a Viking helmet, symbolizing communal participation. Afternoon walks, lovingly called "walkies," allow staff to get fresh air and chat casually. These practices aren’t just fun but also productive—they improve communication and rebuild energy.

Artifacts like work authorization boards also foster clarity and teamwork. By visually displaying each team’s responsibilities, Menlo reduces conflicts over task ambiguity and celebrates shared accountability.

Examples

• Viking helmet held during team updates infuses fun into serious workplace conversations.
• "Walkies" encourage open conversation while breaking the monotony of the workday.
• A visible task board reduces confusion about team responsibilities and progress.

5. Skills Matter, But Attitude Matters More

Hiring for joy is just as important as hiring for competency. Menlo’s unique hiring process gives personality and collaboration priority. They don’t just look for intellectual smarts but instead seek team players who align with the company’s joyful culture.

Employees participate in interviews to evaluate candidates collectively. One innovative method is the extreme interview, where candidates complete group exercises under observation. This helps determine if someone has strong "kindergarten skills," such as sharing, helping others, and working in harmony.

This ensures that Menlo’s culture isn’t diluted by those who might struggle to adapt. Employees who fit well into this environment contribute much more to the company’s collective joy and success than any solitary genius could.

Examples

• Menlo’s extreme interviews assess candidates' ability to cooperate joyfully.
• "Kindergarten skills" like playing well with others are prioritized in hiring decisions.
• Employees collaborate in hiring, ensuring new recruits align with team values.

6. Safety Fuels Creativity and Experimentation

Fear stifles creativity, while safety encourages bold action. At Menlo, employees feel safe to voice ideas and take risks because they know failure is treated as a learning opportunity, not a reason for reprimand.

Take the innovative "Menlo babies" initiative. Instead of forcing new parents to leave their infants at home, Menlo allowed them to bring their babies to work. This small risk fostered inclusivity and an unexpected marketing boost for the company’s family-centric approach.

By embracing failure as part of the creative process, Menlo ensures projects fail quickly to avoid wasted resources. Projects not likely to work are terminated early rather than being drawn out, saving time and money.

Examples

• Menlo babies initiative supports parent-employees and embodies workplace joy.
• Faster failure processes prevent extended financial and emotional investments in doomed projects.
• Employees feel comfortable suggesting unconventional ideas without fear of judgment.

7. Tearing Down Walls Builds Connection

Breaking down literal office walls fosters collaboration and connection. Menlo transformed its office from a maze of cubicles into a large, welcoming open space, enhancing camaraderie among employees.

The open floor plan enables employees to share ideas freely and stay attuned to their coworkers’ progress. Active observers can chime in when they overhear discussions, contributing insights that might otherwise be lost.

Sheridan describes walls as barriers to innovation. Whether physical or metaphorical, removing such barriers opens minds, encouraging employees to be curious, communicative, and aligned toward a common goal.

Examples

• Menlo’s open design replaces isolation with interaction among staff.
• Teams brainstorm effectively without strict cubicle borders separating them.
• Breaking literal walls also dismantles resistance to idea-sharing.

8. Create Shared Wins With Clients

Partnerships with clients become more fruitful when joy is a shared goal. Menlo uses rituals like show-and-tell to ensure mutual understanding of projects. During these sessions, clients try to explain team outcomes, sparking fruitful discussions.

Such collaboration brings clients into the joyful ethos of the company, making them partners instead of patrons. They feel integral to Menlo’s processes, reducing distrust and fostering alignment.

This client-focused joy approach not only results in efficient projects but also builds long-term relationships, as clients appreciate the positive energy and clarity Menlo provides.

Examples

• Clients participate in show-and-tell to deepen their role in creating outcomes.
• Mutual understanding reduces errors and improves satisfaction for both parties.
• Joint successes increase client loyalty and trust.

9. Rituals And Artifacts Anchor Joy

Even non-humans, like artifacts or tools, contribute to a joyful workplace. Menlo’s visual work-boards or their use of playful symbols like the Viking helmet solidify team rhythms and values, reminding everyone of their shared community and goals.

Rituals like the daily standup meeting instill habits of transparency, turning ordinary tasks into joyous team-building moments. Meanwhile, artifacts reduce ambiguity, helping everyone know what tasks need doing and who’s responsible.

When paired with teamwork, rituals and artifacts extend joy beyond individuals, embedding it into every corner of the workplace.

Examples

• Menlo’s Viking helmet fosters team energy during daily updates.
• Artifacts like workboards simplify project tracking and accountability.
• Collective rituals build solidarity and reinforce company values.

Takeaways

1. Replace cubicles with open seating to make teamwork seamless and lively.
2. Encourage direct communication to avoid misunderstandings and maintain a positive culture.
3. Ensure that employees feel safe to take risks and view mistakes as stepping stones to innovation.