Vietnam’s economy is entering a challenging phase: markets are volatile, input costs are rising, consumer behavior is shifting, skilled labor is scarce, and customers are becoming increasingly demanding.
In this context, small and medium-sized enterprises (SMEs) — which make up more than 97% of all Vietnamese businesses — are struggling between the pressure to survive and the desire to grow. The reality is: not every company has the resources to expand, but every business can “streamline to become stronger.”
And that’s why Lean – Kaizen – Agile have become three “lifesaving” management methodologies for Vietnamese SMEs today.
Lean – Streamlining to Eliminate Waste and Preserve Value
“Lean” isn’t about cutting people; it’s about eliminating every form of waste that doesn’t create value for the customer. For small businesses, waste often hides in the details: duplicated reports, cumbersome processes, excess inventory, or employees wasting time waiting on each other.
When a company applies Lean:
A small manufacturing company in Binh Duong that we worked with reduced operating costs by nearly 30% in just six months by standardizing production, delivery, and accounting processes under the Lean model.

Kaizen – Continuous Improvement Through Small Daily Changes
In Japanese, Kaizen means “change for the better.” For SMEs, Kaizen doesn’t require major investment or complex systems. What matters is the mindset of proactive improvement from every employee: each person finds one better, faster, or more efficient way to do their job — and shares it with the team.
Small improvements, repeated every day, lead to big leaps in productivity. Companies that cultivate a Kaizen culture build teams that are always learning and innovating — instead of waiting passively for instructions.
We once observed a logistics company in Da Nang increase productivity by 20% thanks to a frontline employee’s simple initiative: repositioning barcode scanners and reorganizing warehouse aisles. No high tech, no cost — just true Kaizen.
Agile – Flexibility to Adapt and Grow
If Lean helps businesses operate efficiently, and Kaizen promotes step-by-step improvement, then Agile is the “glue” that enables organizations to adapt quickly and act flexibly in a VUCA world.
Rather than waiting for complete information before acting, Agile encourages fast testing – fast learning – fast adjustment. Companies that adopt Agile shorten decision-making cycles and reduce the gap between ideas and execution.
For SMEs, Agile helps to:
A small tech company in Hanoi applied Agile and reduced its product launch time from six months to just two, by running biweekly sprints and daily quick meetings to adjust progress in real time.

Lean and Agile – Not a Choice, But a Survival Capability
In today’s world, “moving fast” is no longer enough — you must move right, and stay flexible to survive.
For Vietnamese SMEs, sustainable growth can’t rely on capital alone; it must come from operational efficiency, continuous improvement, and adaptive speed.
Lean cuts waste. Kaizen drives daily improvement. Agile enables flexibility and rapid decision-making. When combined, these three approaches empower SMEs to unlock internal strength — without massive investment, only with innovative thinking and consistent action.
Vietnamese businesses don’t lack ambition — they often lack methodology and perseverance to see things through. And Lean – Kaizen – Agile aren’t management slogans; they are essential survival capabilities for organizations in times of disruption.
Start small — but follow through to the end. Because sometimes, changing one step in your process today can change the entire future of your business tomorrow.
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In many discussions with senior leadership teams, when employee turnover becomes a topic of concern, the most common reflex is to review salaries, revisit policies, or adjust benefits. However, when we analyze cases in which employees leave after six months to one or two years, one factor consistently emerges as the most decisive: the direct manager.
For many years, KPIs have been a familiar concept in corporate management. Almost every organization has KPIs, every department is assigned targets, and every individual is given numerical goals. However, as organizations enter the digital era—where data, technology, and AI fundamentally reshape operations—an increasing number of companies face a paradox: KPIs are abundant, yet actual performance improvement remains limited.
2025 has been a distinctive year. Many small and medium-sized enterprises (SMEs) have managed to sustain operations and, in some cases, achieve modest growth. However, a common sentiment among leaders is one of fatigue, tension, and a lack of operational ease. What is particularly noteworthy is that this level of exhaustion is not proportional to the effectiveness achieved.
Throughout our journey accompanying many service enterprises in Vietnam, we at Lead-UP Academy have repeatedly encountered familiar situations: the business is growing, customers are increasing, yet internal operations begin to get... “messy.” Senior employees work based on habit. New employees work based on personal interpretation. And leaders become weary because “everything depends on people” when there is still no clear operational system with standardized procedures and practices.
As a department head, deputy manager, or team leader, you are the “bridge” between senior leadership and frontline employees. The success or failure of your department largely depends on how you organize, lead, and adapt. And today’s context is fundamentally different from the past: we are living in the AI & VUCA era – where everything is volatile (Volatility), uncertain (Uncertainty), increasingly complex (Complexity), and often ambiguous (Ambiguity). So, what does the “portrait” of a mid-level manager look like in order not just to survive, but to truly thrive in this environment?
In recent conversations with businesses, we have noticed a recurring question: “How can we retain and develop Gen Z – the young generation of employees who are increasingly making up a large share of the workforce?”