[CxO Talk 2025] “Rotation is not only for those who are underperforming, but also for those who are excelling”
This was shared by FSOFT CEO Pham Minh Tuan at the CxO Talk 2025 event, emphasizing the importance of the rotation policy for FSOFT’s development.
According to Mr. Tuan, rotation is not merely a solution for individuals who have yet to meet expectations but also an opportunity for high achievers. “All well-performing roles, when rotated, open doors to new successes. At that point, you carry the energy and confidence of a winner, making you brave enough to embrace new challenges in your next assignment.”
He stated that over 90% of rotation cases at FSOFT so far have yielded positive outcomes. In many instances, success only came after several rotations. For Mr. Tuấn, the success of rotations hinges on three key factors: the Right Person, the Right Job, and the Right Timing. If the results fall short of expectations, it doesn’t necessarily reflect the individual’s capability but may indicate a mismatch in organizational alignment. “The important thing is that leadership will work with you to identify a more suitable role,” he stressed.
He also warned of the potential risks for young leaders who resist change. “If a team has been successfully managed for three years, its leader could fall into a state of stagnation, with nothing new to tackle. This is especially dangerous for FSOFT, where most of our leaders are very young, with many having 10 to 20 years left until retirement. We don’t want anyone ‘retiring’ at 30 or 40.”
From a personal perspective, FSOFT Chairwoman Chu Thi Thanh Ha shared her story of transitioning from FTEL to FSOFT. After 23 years at FTEL, she initially felt anxious and reluctant to change her environment. However, once she overcame the initial challenges, she realized the immense value and lessons that came with change. “Every job change within FPT has been significant. It pushes you out of your comfort zone and into a new environment with fresh energy. This makes a career at FPT far more enriching.”
Ms. Ha also revealed a new policy by FPT Corporation requiring senior leaders to spend at least three years working overseas. This strategic move aims to build an international leadership team, helping them gain experience and insights in a global setting while bringing renewed energy back to the organization. “It’s not just about Vietnamese employees going abroad; international employees at FPT will also have the opportunity to work in Vietnam for three years. If you perform well, this will serve as a vital springboard for career advancement.”
In addition to the rotation policy, CEO Pham Minh Tuan highlighted the significance of the “Democratic Centralism” principle within FPT’s culture. According to surveys, FSOFT ranks second among FPT subsidiaries, after FPT Retail, in implementing this principle. “Democratic Centralism has been FPT’s guiding philosophy for 36 years. It is the foundation that ensures unity and enables us to achieve major goals,” Mr. Tuan emphasized.
With a spirit of creativity and responsibility, FSOFT leaders consistently set clear objectives while allowing their teams the freedom to execute initiatives to achieve results. “As FSOFT continues to grow rapidly and the leadership team expands, I hope our leaders will keep striving and innovating to conquer new heights,” CEO Pham Minh Tuan concluded.
