Our investment in Pyn was announced earlier today. Joris and Jon are building a key aspect of enabling a future of work that we all want to be a part of with Pyn, and here’s why: 

Great communication is a hallmark of great companies. Usually people think about this as it relates to how a company communicates with its customers. Two decades into SaaS, nearly every customer-facing category has a myriad of tools (and some seriously huge companies) that power creating, sending, and analyzing everything from customer marketing collateral to customer support interactions. These tools have transformed the go-to-market motion, enabling companies to bring their products to market with messaging that is personalized and on-demand, and in turn, made it easier than ever for customers to consume technology. But there’s not been a similar evolution in the way companies communicate with an arguably more important stakeholder at their business – their own employees.

Sure, managers can email their specific team via a given email alias, CEOs can send a note to all@, some large companies have SMS alert systems for emergencies, and anyone can blast a message letting folks know there are holiday cupcakes in the break room. But powerful tools to deliver the right communication from the right leader to the right employee at the right time has never existed before. It’s a missing link in the office, and even more so in the hybrid and work-from-home environment we’re living in today.

The communications component is just half the battle. Team training and management coaching is a key component in building and retaining a successful workforce. As good managers know, managing teams is hard. But managing teams of managers can be even harder. Helping mentor a manager to greatness isn’t the same as coaching an individual contributor to success. Because it’s such a complex problem, the reality is, most startups have neither the time nor the experience to ever train managers. 

Our investment in Pyn was announced earlier today. Joris and Jon are building a key aspect of enabling a future of work that we all want to be a part of with Pyn, and here’s why: 

Great communication is a hallmark of great companies. Usually people think about this as it relates to how a company communicates with its customers. Two decades into SaaS, nearly every customer-facing category has a myriad of tools (and some seriously huge companies) that power creating, sending, and analyzing everything from customer marketing collateral to customer support interactions. These tools have transformed the go-to-market motion, enabling companies to bring their products to market with messaging that is personalized and on-demand, and in turn, made it easier than ever for customers to consume technology. But there’s not been a similar evolution in the way companies communicate with an arguably more important stakeholder at their business – their own employees.

Sure, managers can email their specific team via a given email alias, CEOs can send a note to all@, some large companies have SMS alert systems for emergencies, and anyone can blast a message letting folks know there are holiday cupcakes in the break room. But powerful tools to deliver the right communication from the right leader to the right employee at the right time has never existed before. It’s a missing link in the office, and even more so in the hybrid and work-from-home environment we’re living in today.

The communications component is just half the battle. Team training and management coaching is a key component in building and retaining a successful workforce. As good managers know, managing teams is hard. But managing teams of managers can be even harder. Helping mentor a manager to greatness isn’t the same as coaching an individual contributor to success. Because it’s such a complex problem, the reality is, most startups have neither the time nor the experience to ever train managers.