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Netflix is a well known for treating their employees like adults. They have a lot of autonomy (no approvals for decision making for example) but have to perform at the highest level and the organisation punishes bad behaviour.
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Netflix's Culture has 3 main components:
Talent Density: Create a workforce of top performers that are paid top of the market.
Candor: Candid feedback is encouraged even if it might feel uncomfortable. Full organisational transparency.
No Controls: No vacation, expenses policies. No decision making approvals. Focus on providing context over rules.
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Netflix's managers understood that merely adequate performers brings down the performance of everyone on the team. The rockstar principle guiding this says that "In all creative roles, the best is easily ten times better than average." So the goal of a Netflix leader is to create a team made up exclusively of top performers:
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The Netflix employees is required to "say exactly what they really thought, but with positive intent—not to attack or injure anyone, but to get feelings, opinions, and feedback out onto the table, where they could be dealt with." The management team observed that candor is an amplifier for performance:
HIGH PERFORMANCE + SELFLESS CANDOR = EXTREMELY HIGH PERFORMANCE
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Receiving bad news about your work triggers feelings of self-doubt, frustration, and vulnerability. But studies showed that the employees are not that opposed by negative feedback:
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A culture of candor does not mean that you can speak your mind without concern for how it will impact others:
Giving Feedback:
Receiving Feedback
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As a company grows setting rules and policies can never work well. Real life is so much more nuanced than any policy could ever address. So Netflix focuses more on context, letting people make decisions based on the explicit context or by mimicking good behaviour:
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If you have an idea you’re passionate about, do the following:
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While companies describe themselves as families. Netflix calls itself a high performance team.
Families stay together regardless of "performance". A team however:
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IF A PERSON ON YOUR TEAM WERE TO QUIT TOMORROW, WOULD YOU TRY TO CHANGE THEIR MIND? OR WOULD YOU ACCEPT THEIR RESIGNATION, PERHAPS WITH A LITTLE RELIEF? If the latter, you should let them go and look for a star you would fight to keep.
The Keeper Test applies to everyone at Netflix: from CEO to an intern. To minimize the fear of being sacked, an employee is encouraged to ask the manager during 1-1s: “IF I WERE THINKING OF LEAVING, HOW HARD WOULD YOU WORK TO CHANGE MY MIND?” Everyone should know where they stand.
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Focus on Alignment not Control:
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Decision making at most organizations is structured like a pyramid: Depending on the stakes a decision is being made by different people in the hierarchy. In a production company, changing the lead actor for a movie, may require the CEO sign-off, although it is the director who has most the best data to make that call.
As opposed to the pyramid structure, which can lead to bottlenecks as senior leaders are inundated with diverse problems they may be ill-equipped to solve, “with a tree, with many, many branches, you can make lots of decisions all at once. And there is a much faster growth that comes with that”.
At Netflix, for example, the informed captain is the decision maker, not the boss. Context setting is what feeds the tree, from the roots of all the way out to the highest branches.
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A technique of offering candid feedback to team members developed at Netflix. Team gets together over dinner and provide each-other actionable & helpful feedback. Use the following method to deliver feedback:
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Secrets take up a lot of space in our brains. One study showed we spend twice as much time thinking about our secrets as we do actively concealing them.
According to a study by Michael Slepian, a professor of management at Columbia Business School, the average person keeps 13 secrets, 5 of which he or she has never shared with anyone else. A typical manager has even more. According to Slepian, if you are anything like an average person, there’s a:
That’s a lot of confidential content to be keeping in your closet, and it takes a psychological toll: stress, anxiety, depression, loneliness, low self-esteem.
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IDEAS CURATED BY
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