Twitter's CEO banned cross-team approvals. Here's what happened next.
TL;DR · AI Summary
Twitter CEO Linda Yaccarino shared management reform experience on Sequoia Capital's podcast. Addressing the cumbersome approval process requiring 14 people's sign-offs, she implemented a "bias to yes" principle—only direct supervisors and legal department have authority to block employee initiatives, while other organizations cannot set approval barriers, significantly accelerating product experimentation and iteration speed.
Key Takeaways
- Twitter previously had a cumbersome approval process requiring 14 people's sign-
- After implementing "bias to yes", only direct managers and legal can block emplo
- After the reform, engineers could complete designs themselves and quickly launch
Outline
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Twitter had a cumbersome approval process where employees wanting to do something weren't directly rejected but required to get approval from 14 people.
This approach of making employees seek approvals from multiple people was much worse and slower than direct rejection, severely impacting efficiency.
Drawing from Bezos' approach at Amazon, the "bias to yes" principle was developed from improv comedy experience.
Only direct managers and legal department have authority to block employee actions—no other organization can set approval barriers.
Experiments launched rapidly; engineers could complete designs themselves and quickly deploy to 1% of users for testing, significantly improving iteration efficiency.
Mindmap
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查看大纲文本（无障碍 / 无 JS 友好）
- Twitter管理改革：Bias to Yes
- 问题：14人审批流程
- 更缓慢、效率低下
- 解决方案
- Bias to Yes原则
- 实施效果
- 实验快速推出
Highlights
Key sentences worth saving and sharing.
This approval approach was much worse and slower than direct rejection
Only direct managers and legal can block employee actions—no other organization can intervene
Engineers could complete designs themselves and quickly launch to test with 1% of users