Post by account_disabled on Mar 5, 2024 6:01:02 GMT
Netflix culture We all know Netflix because it managed to revolutionize the world of cinema , but few know what the reasons are that made it so famous. Reed Hastings, its founder, has always maintained that Netflix's success is the result of the culture created over the years. The principle from which we start is contained in the title of this book: “The only rule is that there are no rules.” Netflix's culture, in fact, is based on valuing its employees by not limiting their abilities but leaving them free to make any decision they deem useful for the growth of the company. Attention is focused not on defining the rules and behaviors to be respected but on hiring the best people on the market in each role. The reasoning is very simple: If you have chosen talents for your company they will make good decisions without the help or approval of their managers. Netflix is a team and not a family. The power of feedback according to Netflix A very particular aspect that is explored in depth in the book is that relating to the feedback function. Hastings openly declares that to create a winning and innovative group everyone must continuously receive feedback for improvement. At Netflix everyone is free to express their thoughts on the work of their colleagues and their bosses, as long as it is clear, practical and sincere.
The most important message that gets across is how you should react when receiving feedback: “You must demonstrate to the employee that there is no risk in providing them by reacting with gratitude to any criticism and providing signals of belonging.” It is essential to always thank them for their courage and show the team that this is the only way to truly enhance everyone's work. Netflix's total transparency To build a Corporate Culture based on the absence of rules and freedom of decision-making, it is necessary to provide as much information as possible to all the people who are part of it. It's about being totally transparent with your employees by not keeping secrets, even at the cost of taking some risks. Hastings, in fact, believes a lot in this principle and explains how Netflix internally shares the financial results a few weeks before the each Belgium Phone Number quarter. This is very risky for the financial world , because any employee could exploit that information to obtain an economic profit, but this has not yet happened. Probably, as the founder himself admitted, sooner or later it will happen but it is a small price to pay to demonstrate to the employees all the trust that the company places in them. And when talent ends? Like a true love story , the one between Netflix and its splendid "talents" is often destined to end . Even the best profiles on the market grow, changing their motivations and needs.
This is a fundamental point in Netflix's culture , which necessarily needs very high performance to make its entire ecosystem work . Consequently, as Hastings explains: “When we understand that an employee no longer meets our standards , he or she is fired with a generous severance package.” Netflix has also developed a model to understand whether a person deserves to still be part of the Team or not, its name is Keeper Test . This test is based on a single question that company managers must continually ask themselves : “If a member of my team were to resign tomorrow, would I try to change their mind?” If the answer is yes , it means that that employee is really important for the company and deserves to stay, otherwise it is right to replace him with someone truly indispensable. The Netflix Keeper Test. Do we recommend this book? “The only rule is that there are no rules” is a truly unconventional book . The main objective is to explain the success of Netflix through a culture that has been defined over the years. The language is so clear and simple that at times it seems like you are speaking directly to Reed Hastings. The stories of past and present employees are a great source of inspiration for those who have the ambition to change the corporate mentality. Personally I recommend this book to revolutionaries , to those who are not afraid to make decisions that are different from the masses if they really believe in it. Because, sometimes, you need to change your perspective to grow your brand. What does our Community think?
The most important message that gets across is how you should react when receiving feedback: “You must demonstrate to the employee that there is no risk in providing them by reacting with gratitude to any criticism and providing signals of belonging.” It is essential to always thank them for their courage and show the team that this is the only way to truly enhance everyone's work. Netflix's total transparency To build a Corporate Culture based on the absence of rules and freedom of decision-making, it is necessary to provide as much information as possible to all the people who are part of it. It's about being totally transparent with your employees by not keeping secrets, even at the cost of taking some risks. Hastings, in fact, believes a lot in this principle and explains how Netflix internally shares the financial results a few weeks before the each Belgium Phone Number quarter. This is very risky for the financial world , because any employee could exploit that information to obtain an economic profit, but this has not yet happened. Probably, as the founder himself admitted, sooner or later it will happen but it is a small price to pay to demonstrate to the employees all the trust that the company places in them. And when talent ends? Like a true love story , the one between Netflix and its splendid "talents" is often destined to end . Even the best profiles on the market grow, changing their motivations and needs.
This is a fundamental point in Netflix's culture , which necessarily needs very high performance to make its entire ecosystem work . Consequently, as Hastings explains: “When we understand that an employee no longer meets our standards , he or she is fired with a generous severance package.” Netflix has also developed a model to understand whether a person deserves to still be part of the Team or not, its name is Keeper Test . This test is based on a single question that company managers must continually ask themselves : “If a member of my team were to resign tomorrow, would I try to change their mind?” If the answer is yes , it means that that employee is really important for the company and deserves to stay, otherwise it is right to replace him with someone truly indispensable. The Netflix Keeper Test. Do we recommend this book? “The only rule is that there are no rules” is a truly unconventional book . The main objective is to explain the success of Netflix through a culture that has been defined over the years. The language is so clear and simple that at times it seems like you are speaking directly to Reed Hastings. The stories of past and present employees are a great source of inspiration for those who have the ambition to change the corporate mentality. Personally I recommend this book to revolutionaries , to those who are not afraid to make decisions that are different from the masses if they really believe in it. Because, sometimes, you need to change your perspective to grow your brand. What does our Community think?