Netflix official website gave the latest version of Netflix culture:
/culture
According to my own understanding of Netflix culture, I made a simplified translation for your reference.
Netflix culture
Happiness is the basic need of human beings. As a video streaming company, Netflix hopes to make everyone in the world happy.
Netflix only employs the best talents, and they should be frank, excellent, respectful, tolerant and cooperative. Netflix paid special attention to:
1. Encourage employees to make independent decisions;
2. Provide information to the public as widely as possible;
3. communicate with each other absolutely frankly;
4. Leave only those who work efficiently;
5. Avoid rule constraints.
The core idea of Netflix culture is to pay attention to people, not the process. More specifically, it is to build a great team composed of outstanding talents. Based on this corporate culture, Netflix has developed into a more flexible, interesting, enterprising, innovative, cooperative and successful company.
Real values are not just hanging on the wall.
Many companies claim to have values, but the so-called values often stay in words. Correct values are easy to write, but not easy to put into practice. The true values should be reflected in what kind of people are reused in the work and what kind of people are invited to leave. Netflix's values consist of a series of highly valued behavioral qualities. The more people employed by Netflix have these qualities, the more competent they will be:
prudent
1. Be able to make correct decisions soberly;
2. Being able to discover the essence of the problem through phenomena;
3. Be able to think strategically and clearly express what you will try or won't do;
4. Be good at using data to verify your intuition;
5. Make decisions based on long-term goals rather than short-term goals.
connect
1. Be able to speak or write concisely and clearly;
2. Be good at listening and always give feedback when fully understanding each other's meaning;
3. Be able to keep calm and clear thinking under extreme pressure;
4. When communicating with colleagues from different countries or regions, you can always find the most suitable way of communication;
5. Be able to provide feedback to colleagues in a frank, positive and timely manner.
curiosity
1. Be able to learn quickly with enthusiasm;
2. In addition to your own work, you can also actively contribute your own strength;
3. Be able to identify important associations that have been ignored;
4. Be able to understand customers and meet their needs;
5. Be able to analyze the problem from another angle.
courage
1. Always think and communicate from the company's interests;
2. Willing to constantly improve the status quo;
3. Be able to make difficult choices happily;
4. Dare to challenge and accept failure;
5. Being able to publicly criticize behaviors that are contrary to the company's values;
6. stick to the correct position even though there are many difficulties.
enthusiasm
1. Can inspire others through the desire for success;
2. A strong desire to meet customer needs and promote the company's development;
3. Be able to maintain a tenacious will and an optimistic attitude;
4. Be able to be modest while maintaining self-confidence.
generous
1. Always seek the best way for the company, not for yourself or your small group;
2. Be able to keep an open mind when seeking the best solution;
3. Always try to help colleagues;
4. Always share information actively and unreservedly.
reform
1. Be able to put forward valuable ideas;
2. Be able to re-abstract complex problems into simple ones, and then find solutions;
3. Always trying to break traditional ideas and propose better methods;
4. Always seek to simplify the process and reduce the complexity, thus making the team more flexible;
5. Always embrace change.
Inclusive heart
1. Ability to cooperate effectively with people from different cultural backgrounds;
2. Being able to accept different opinions and make better decisions;
3. Choose a partner from the perspective of talent and values, not based on similarity;
4. Be able to pay attention to the influence of different backgrounds of team members on their work, instead of ignoring their influence;
5. Be able to recognize that personal opinions are biased and try to overcome them;
6. When colleagues are ignored, they always take the initiative to intervene.
honest
1. Provide information honestly, truly, openly and transparently, and work without prejudice;
2. Never talk about others behind their backs;
3. Be able to frankly admit your mistakes;
4. Regardless of the status, whether you agree with your own views or not, you should respect each other in communication.
Netflix encourages every member to practice these values and strive to be a model of practice.
affect
1. Can accomplish many important tasks excellently;
2. Be able to finish the work at a high level continuously and gain the trust of colleagues;
3. Be able to make colleagues grow;
4. Always pay more attention to the result than the process.
Honesty is the most difficult requirement for Netflix newcomers in practical work. In most cases of social work, those who are outspoken are usually excluded. Netflix encourages employees to constantly give each other constructive feedback in communication. Managers must set an example and show the team that everyone can make mistakes and everyone needs feedback from others. Everyone needs to keep asking others "What else can I improve", and everyone needs to keep asking themselves "What feedback do I need to give".
At work, we need to constantly give and receive feedback. If we can constantly give and receive feedback, we will grow faster. Trust among colleagues is also established through feedback. Because feedback can help us reduce misunderstandings and enhance trust.
Great team
A great team is composed of a group of excellent talents who are good at cooperation and work efficiently. The reason why a company is outstanding is not that it provides employees with good salary and benefits, but whether it has established a great team composed of outstanding talents with the same goal. Only in such a team can employees love their work and grow rapidly.
In order to build a great team, we need to constantly strengthen our recruitment ability, promote cooperation, accept different views, support information disclosure and avoid fragmentation. Netflix always offers the highest salary in the market and always recruits the best talents. Just like a football team, a coach must ensure that he is the best player in every position.
Netflix's talent team has no so-called normal distribution curve, ranking or elimination system. Netflix uses a "retention test" to determine whether everyone will stay: if an employee goes to another company, will the manager try to keep him? If the answer is no, Netflix will give the employee a severance payment and then ask him to leave. Everyone needs to constantly use this method to test whether they are going or staying.
Even in the "retention test", Netflix always encourages employees to try and make mistakes. If an employee performs well for a long time, but not well in the short term, Netflix will unconditionally and firmly support him out of the trough.
Netflix will never tolerate people who are self-reliant and independent. Really excellent people should also be good at communication and cooperation. When excellent people who are good at communication and cooperation work together, they will promote each other and become more creative and efficient, far better than they work alone.
Netflix pays attention to the result rather than the process, and the efforts of the process cannot be a shield for the failure of the result. No matter how hard he works, Netflix will ask him to leave if the result is always unsatisfactory. Even if such people put in a little effort, they will be reused with excellent results. The degree of hard work is not an umbrella left by one person.
Great teams don't accept "ordinary people" Those who value job stability and enjoy relaxed work pressure are not what Netflix wants. Netflix only needs people who are constantly pursuing success.
In order to attract the best talents, Netflix always pays according to the highest standards in the industry, and always pays the highest salary that competitors are willing to pay employees. Netflix adjusts employees' salaries every year according to market conditions, avoiding fixed and mechanical salary increases, such as 2% or 4% annual salary increases. Due to outstanding performance and stronger market competitiveness, some employees' salaries will increase rapidly, while others can only maintain stable salaries even if they work very hard. Even if Netflix encounters financial difficulties, it will not cut employees' salaries. Just like a team, even if the record is not good, it still pays the star players according to the highest standards in the market, encouraging them to lead the team out of the predicament. If Netflix operates well, it will also allocate high-yield stock options to employees.
In a great team, employees' income depends on their own skills and the praise they win for their excellent work, not their positions. At Netflix, employees become more popular in the market because they grow up with excellent colleagues. They know that if they grow up through work, they can find a good job quickly even if they leave. Netflix always encourages employees to tell their managers about their growth at work, and also encourages them to often go to other companies for interviews to understand the market demand for them.
Great teams make great companies. Netflix has great confidence in the team and encourages the team to make continuous progress and pursue Excellence.
Freedom and responsibility
In some companies, everyone only cares about their own work and doesn't care what others are doing or whether they need help. In Netflix, every employee should not only pay attention to his own needs, but also pay attention to the needs of his colleagues, and actively help team members in every link to promote the development of the company. Netflix pays attention to cultivating employees' sense of ownership and requires employees to have a sense of responsibility and initiative.
Netflix inspires employees, not manages them. If employees are given enough freedom and responsibility and enough information to help them make decisions, they will naturally do the right thing in the interests of the company. Because employees will have a strong sense of responsibility and a high degree of self-discipline, so as to make excellent work beneficial to the company. Netflix believes that when employees are trusted and free, they will perform better, so he strongly advocates giving employees freedom and authorization.
Many companies emphasize the importance of process and pay little attention to the freedom of employees. Whenever there is a problem, they will establish a new system to restrain employees in an attempt to avoid the recurrence of the problem. When companies are small, their employees usually have the freedom and responsibility to communicate and cooperate with each other. However, with the increasing scale of the company, the operation of the company is becoming more and more complicated, and there are more and more problems, which is followed by more institutional constraints and less freedom and responsibility. In the end, these companies will be difficult to adapt to changes because of too many self-restrictions, and then they will decline.
Netflix pursues the simplification of management system. In order to achieve this, Netflix only recruits self-disciplined people, because these people can find and solve problems by themselves without the manager telling them what to do. Netflix always tries to abolish the management system and give employees more freedom. They increase employees' freedom through a series of actions:
1. At Netflix, almost all documents are open to all employees. Nevertheless, employees rarely disclose company information because they are highly self-disciplined and responsible.
2. Netflix basically does not restrict employee reimbursement and contract signing. Every employee seeks suitable advice according to his own judgment, and then makes the right behavior.
3. Netflix's travel, vacation and reimbursement policies can be simply summarized as "proceeding from the interests of the company", and Netflix has not set up a compliance department to supervise the behavior of employees like other companies.
Netflix doesn't limit employees' working hours and vacation time, because Netflix believes that self-disciplined employees don't need to teach them how to work and live, they will arrange their own working hours and vacation time.
Netflix allows employees to take maternity leave for 4-8 months, because Netflix requires employees to take care of themselves and their children.
6. Netflix allows employees to freely choose the proportion of cash and stock options in their annual salary.
7. Netflix doesn't want to keep employees only by salary. Netflix wants employees to stay because they love this job.
You may think that such a high degree of freedom may cause great confusion. Just as no one is required to wear clothes to work, but everyone doesn't come to work naked, we don't need to make rules for everything. Self-disciplined people will make correct behaviors on their own according to reasonable judgments. Netflix only stipulates extreme moral and safety issues and requires employees to strictly abide by them. Sexual harassment and disclosure of company information are absolutely intolerable.
Giving employees freedom and responsibility and adjusting quickly when encountering problems is far better than constantly setting constraints to avoid problems. In the long run, the biggest challenge facing the company is innovation and flexibility, so it must be able to tolerate problems. If employees have judgment, the team can quickly adjust from mistakes. Avoiding mistakes through institutional constraints sounds great, but it is actually difficult to do. If we avoid mistakes and stifle creativity at the same time, we will lose more than we gain.
It often happens that a few people use their freedom for their own interests, but Netflix is not excessive, because it is illogical for a few people to restrict the freedom of the majority because of their lack of self-discipline.
Well-informed decision maker
Every major decision needs a manager who can absorb and digest other people's views before making a decision. The role of the decision-making Committee may only reduce the efficiency of decision-making and blur the responsibility. Netflix encourages employees to put forward their own different opinions, but decisions must be made by managers themselves. Small decisions may be made by e-mail, but big decisions need to be brainstormed by managers themselves and decided after many competitive public discussions. The greater the decision-making, the higher the frequency of public discussion. However, decisions must never be made by voting. If after many public discussions, managers are convinced of their own judgments and make bold decisions. Then, what needs to be done is to make the decision more reasonable.
open criticism
Netflix will never allow behind-the-scenes discussions. If you object to a point of view, you must publicly state the reasons for your opposition. Different views need to be discussed repeatedly before they can be made clear. Asking questions concisely can better promote discussion. Policymakers can disagree with a view, but they can't limit the expression of this view. Once a wise decision-maker makes a decision, everyone must work hard to achieve his goal. If new situations arise in the future, decision makers need to reorganize the discussion and evaluate whether the previous decisions are still correct.
Situation management rather than control
Netflix encourages employees to make decisions independently, rather than following orders. What managers need to do is not give specific instructions directly, but clearly explain the situational information that can help them make better decisions, including background, goals and principles.
What Netflix wants is not hands-on managers. They pay attention to every technical detail that can make products and services more popular, such as Steve Jobs, the founder of Apple. Those who advocate "fine management" believe that managers must be deeply involved in the creativity of products and services to make them better. Netflix doesn't admire this top-down meticulous management. Netflix's efficiency and creativity come from employees' independent judgment and decision-making.
Netflix tries to empower every employee to make their own decisions. Although Netflix wants managers to make as few decisions as possible, it has not been completely ignored. Managers need constant communication to convey situational information and future development trends to employees. The premise of doing a good job in situational management is to master all the detailed information, but unlike meticulous management, the purpose of managers mastering detailed information is not to make specific decisions for employees, but to convey situational information more accurately and help employees make specific decisions better.
In an emergency, managers can't use situational management because managers don't have time to transmit situational information and employees don't have time to digest it. If employees have no decision-making ability, they cannot adopt scenario management.
Netflix warned employees not to please their boss, but to please their customers. Employees can hold different views from the manager, but they must never hide information from the manager. Employees should take the initiative to inform managers of their action plans and ask for suggestions. Employees are absolutely not allowed to act blindly by guessing the manager's intention without communicating with the manager.
The goals are highly consistent and the personnel are flexibly combined.
When some companies become bigger, they will become highly centralized and inflexible, mainly reflected in:
1. Managers are deeply involved in a large number of specific decisions;
2. Organize cross-departmental work frequently and support meeting communication strategies;
3. Employees are more willing to please managers than customers;
4. The organizational structure is interlocking, with fewer mistakes, but it has also become slow and disappointing.
Organizational structure of Netflix: highly consistent goals and flexible personnel combination. The team spends a lot of time discussing the strategy, takes action once it is determined, and believes that every team member can carry out the strategic action. Around a common goal, two small teams or employees with no cooperation experience can still cooperate closely and trust each other. If there is any deviation in the movements, the players will communicate frankly and solve the problems together, so as to do better in the future work. Netflix's outstanding talent and performance culture are the cornerstones of this organizational structure. In the end, Netflix will be able to maintain flexibility and agility while expanding its scale.
striving for excellence
In the first few months, the new employees at Netflix will deeply feel how Netflix culture is accurately put into practice by every employee. Even if Netflix employees are all over the world, we can enjoy the same corporate culture and contribute to the optimization of Netflix's corporate culture.
Netflix does not seek to keep the corporate culture unchanged, on the contrary, we are constantly improving it. Every employee who joins Netflix is shaping and optimizing Netflix's corporate culture. Every year, Netflix can feel his progress. Netflix team has become more United, flexible and efficient.
abstract
Netflix is unique in that:
1. Encourage employees to make independent decisions;
2. Provide information to the public as widely as possible;
3. communicate with each other absolutely frankly;
4. Leave only those who work efficiently;
5. Avoid rule constraints.
label
The five cultural principles of Netflix are basically consistent with the official website and the eight cultural norms in the> book, which is more concise. The road is simple, and so is management. Recruit the best people as much as possible, formulate as few rules as possible, let employees manage their behavior like CEO, take self-discipline as the selection criterion, and embrace change and continuous innovation as the work criterion. Every enterprise can complete the transformation again and again, instead of pursuing the so-called everlasting foundation.
Liu
Shanghai
20 19 65438+ 10/0/0