Netflix cofounder Reed Hastings reveals for the first time the unorthodox culture behind one of the world's most innovative, imaginative, and successful companies
There's never before been a company like Netflix. Not only because it has led a revolution in the entertainment industries; or because it generates billions of dollars in annual revenue; or even because it is watched by hundreds of millions of people in nearly 200 countries. When Reed Hastings co-founded Netflix, he developed a set of counterintuitive and radical management principles, defying all tradition and expectation, which would allow the company to reinvent itself over and over on the way to becoming one of the most loved brands in the world.
Rejecting the conventional wisdom under which other companies operate, Reed set new standards, valuing people over process, emphasizing innovation over efficiency, and giving employees context, not controls. At Netflix, adequate performance gets a generous severance and hard work is irrelevant. At Netflix, you don't try to please your boss, you give candid feedback instead. At Netflix, employees never need approval, and the company always pays top of market. When Hastings and his team first devised these principles, the implications were unknown and untested, but over just a short period of time they have led to unprecedented flexibility, speed, and boldness. The culture of freedom and responsibility has allowed the company to constantly grow and change as the world, and its members' needs, have also transformed.
Here for the first time, Hastings and Erin Meyer, bestselling author of The Culture Map and one of the world's most influential business thinkers, dive deep into the controversial philosophies at the heart of the Netflix psyche, which have generated results that are the envy of the business world. Drawing on hundreds of interviews with current and past Netflix employees from around the globe and never-before-told stories of trial and error from his own career, No Rules Rules is the full, fascinating, and untold story of a unique company making its mark on the world.
##全书用10个点阐述奈飞的文化之本:高人才密度(理想的工作场所就是有出色的同事),坦诚(用好意说你真正想说的)和去掉控制。这10点分成三个大章节,一个章节比一个章节递进。夯实高人才密度需要付市场上最高的薪酬和持续做留任测试;巩固坦诚文化需要将公司信息坦诚布公(让每人读懂公司利润表)和建立反馈的机制(给与和接受反馈的4A机制,在不直接文化的亚洲国家需要更正式更频繁的反馈机制);去掉控制可以先从去除假期和差旅审批制度开始,接着形成由前线的员工作为Informed captain单独做出决策,决策的过程需要广泛farm for dissent,决策失败了要sunshine it;最终整个公司的决策链不是一个金字塔,而是一个大树,老板作为树的跟,一层层的管理者和员工作为树枝,老板通过榜样和内容领导。
评分##like a jazz band, together come out the wonderful music
评分##实实在在的事例很多,效果极佳的Netflix招聘广告,这口安利我吃了
评分##招最优秀的人,开市场上非常有竞争力的工资, 给员工最大限度的自由和决定权去做创新的事,鼓励员工互相(包括老板)给直接真诚的反馈。对于来自不同文化的员工,又tailor 适合他们文化的给反馈的方式。加上Keeper Test, 真是适合Type A的公司啊
评分##很美好,部分遥远,不确定是否存在太多的自我美化。
评分##我就纯粹好奇买了这书,读了25%后发现和我们公司管理制度差不多,个人没什么太多感触。但对于绝大多数的公司或者其管理者,有着窒息的996或者其他非常不人性化的制度, 这绝对是本启发书。
评分##"The actual company values, as opposed to the nice - sounding values, are shown by who gets rewarded, promoted, or let go"
评分##我就纯粹好奇买了这书,读了25%后发现和我们公司管理制度差不多,个人没什么太多感触。但对于绝大多数的公司或者其管理者,有着窒息的996或者其他非常不人性化的制度, 这绝对是本启发书。
评分##谈不上讨好人格,但自己算那种conflict-avoidant,因此很佩服Netflix的candor氛围。freedom跟responsibility的确吸引人,培养的那种talent density很有创造力,但keeper test太吓人了,只适合这种顶级靠创造力盈利的企业,其它行业沿用日式的管理方法把员工当螺丝钉用的前提是保证员工6分及格8分优秀只是待遇差别,Netflix这种是要求所有员工9.5分,掉0.5分就要领axe的压力对我这种平庸来说压力太大了。解释了Netflix在社交网流传的很多独特气质,放弃个人表现而是用市场行情来定涨薪,鼓励员工接猎头电话了解自己的薪资行情,前提依然是talent density,最后一章蛮有意思的,Dutch员工有趣。
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