Melanie Perkins (CEO of Canva)
Key Details
- Perkins told a podcast interview that she does not have email or Slack installed on her phone. (Business Insider)
- Her quote:
“When I shut my laptop, I actually tune out.” (Business Insider)
- She clarified that she remains reachable for real emergencies (e.g., calls or pages) but has deliberately kept standard work‑communication apps off her mobile device. (Business Insider)
- Perkins said that by doing so she can be “all in” when working, and “all out” when not working — emphasising a clear divide between her professional and personal time. (Business Insider)
- She described this behaviour as a “healthy habit” she has developed over time:
“Actually giving that mental space, I think, is really important.” (Business Insider)
- This stands out in the tech/entrepreneur world, where constant connectivity is often expected; Perkins positions her strategy as a deliberate counter‑to “always‑on” culture. (Business Insider)
Why This Matters
- In an era where remote work and mobile communications blur the boundaries between work and personal life, Perkins’s approach sends a strong signal: disconnecting is possible — and perhaps necessary.
- For organisations like Canva (which has thousands of employees globally), setting a tone at the top about boundaries can shape company culture, reduce burnout risk, and improve focus.
- From a leadership perspective, this approach suggests that being reachable 24/7 is not necessarily a hallmark of strong leadership — rather, focused availability + deliberate rest might be more sustainable.
- It aligns with emerging research that constant connectivity reduces creativity, executive decision‑making quality, and wellbeing — so Perkins’s decision is both personal and strategic.
Insights & Take‑aways
- Signal‑setting matters: As CEO, Perkins’s personal boundary acts as a precedent. If the leader normalises switching off, others may feel empowered to do the same.
- Focus over multitasking: By limiting channels on her phone, she likely reduces distractions and context switching — which can enhance productivity when she is working.
- Mental space is strategic: The ability to “tune out” can help executives and employees reflect, recharge, and avoid decision fatigue.
- Emergency readiness vs constant availability: Perkins differentiates between urgent issues (handled via call/page) and routine matters (which wait until laptop use). This nuance maintains responsiveness without being always on.
- Culture‑fit check: Her approach might not suit every role or organisation — e.g., customer‑facing executives in 24/7 operations might need different protocols. But the principle of boundary setting is widely transferable.
Commentary & Reactions
- Industry commentators noted that in tech circles, being constantly online is often seen as a badge of honour, yet Perkins’s stance challenges that narrative. (Business Insider)
- Some employees and leadership experts say this model could help reduce burnout, after‑hours stress, and improve overall job satisfaction.
- Critiques include: “In fast‑moving companies, being unreachable might slow things down or create bottlenecks” — but Perkins sidesteps that by designating ‘emergencies only’ access.
- One reviewer wrote:
“Her method shows that high‑growth companies don’t demand 24/7 founder presence; they demand clarity and focus when you are present.”
What to Watch & Questions Raised
- Will Canva formalise this boundary into company policy (e.g., no after‑hours emails) or is this purely a personal practice by the CEO?
- How do teams at Canva work with this boundary? For example, how are cross‑timezone urgent issues handled if the CEO is offline?
- Will this approach scale as Canva grows further (global offices, 24/7 support, larger executive team)?
- What metrics will measure the success of this boundary: e.g., employee turnover, burnout surveys, productivity outcomes?
- Could this model influence other founders/CEOs in the tech sector to adopt stricter “disconnect” norms?
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Melanie Perkins
Case Study: Canva CEO’s Boundary‑Setting Approach
What she does
- Melanie Perkins, CEO of Canva, revealed she does not have official work‑communication apps such as email or Slack installed on her phone. (Business Insider)
- Her key quote:
“When I shut my laptop, I actually tune out.” (Business Insider)
- She clarified that she remains reachable for true emergencies (via call or page) but not for routine messages. (Business Insider)
- Her reasoning: the practice helps her be fully present when working, and genuinely off when not. She called it “giving that mental space … really important.” (Business Insider)
Why this matters
- In a global‑tech company environment (Canva has many employees and operates across time zones), her choice stands out because the “always on” culture is common.
- It signals leadership framing: the leader sets a boundary, which can shape organisational culture, e.g., encouraging employees to disconnect after hours.
- It addresses issues of calm, focus and preventing burnout: by not having work apps on her phone, she reduces the risk of constant interruptions, spontaneous context switching, and work intruding into personal time.
- It raises questions about scalability and how this boundary is balanced with expectations of responsiveness in a fast‑moving organisation.
Additional Case Comparisons
- The article mentions other leaders who adopt similar mobile‑disconnect strategies:
- Pavel Durov (CEO of Telegram) limits phone usage to avoid distraction. (Business Insider)
- Christian Sutherland‑Wong (CEO of Glassdoor) doesn’t answer emails/texts in front of his children, to set a healthy example. (Business Insider)
- Justin McLeod (CEO of Hinge) excludes email from his phone, citing better decision‑making. (Business Insider)
Commentary & Key Takeaways
- Leadership signal: When a CEO publicly states a boundary (no Slack/email on phone), it gives employees “permission” to set their own boundaries, normalising a healthier work‑life split.
- Focus and decision‑making: Being always reachable can fragment attention; removing one device channel may allow deeper focus on core priorities.
- Mental space matters: Perkins emphasises that unplugging isn’t laziness — it’s enabling creativity, reflection, and avoiding the trap of always doing “busy work” rather than the right work.
“Sometimes you can miss the forest for the trees.” (Business Insider)
- Trade‑offs & context: This strategy may not suit every organisation or role (e.g., 24/7 ops, crisis response, frontline hours). It works when processes and delegates are in place for urgent flows.
- Organisational culture alignment: For the boundary to work, the company needs to support it (e.g., not expecting responses off‑hours, clarifying emergency channels, encouraging disconnects).
- Scalable practice: As Canva grows globally, the question is: how do such boundaries scale? Does the executive team replicate them? Are there practical guidelines for teams and time zones?
What to Watch
- Will Canva formalise this personal boundary into company policy (e.g., recommended no‑email‑after‑hours guidelines, optional “phone‑free” time blocks)?
- How are global/cross‑time‑zone teams managed given that the CEO disconnects? Are there proxies or escalating contacts for urgent issues?
- Metrics: Does the practice correlate with lower burnout, higher retention, fewer off‑hours responses, or improved employee well‑being at Canva?
- Will other tech companies adopt similar practices, and will this trend evolve into a new norm for leadership behaviour?
- How will the balance be managed as urgent issues arise: e.g., product outages, security incidents, investor communications — does the “emergency only” channel meet expectations?