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.
在Nexflix,企业不是家庭,而像一个运动队,而管理者是教练,教练有责任把最合适的人放在合适的位置上。当效能下降,就要开始做keeper test,而不是去想这个员工是不是nice的家庭成员。说来恐怖,每个员工都觉得下一刻自己就要被炒,但拿着高于市场价的工资,每个人都会尽责做到最好,从而在netflix请假不需要审批,用钱不需要审批,项目不需要审批。好吧这套只有羡慕的份。
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##应召读一下,觉得基本上是真的。有人喜欢有人恨,我觉得还是喜欢的人多一点。最起码,不喜欢的candidate不会面试或者接offer。尽管如此,读到Patty被let go时我哭了。狐死兔悲,蚂蚁的眼泪????
评分##开篇拿 Steve Jobs 演讲中的 dots 类比 Netflix 企业文化真的十分恰当:每个 dot 都很难独立存在,它们必须互相依存才能发挥作用,所有 dots 构成了独一无二的 Netflix。
评分##7/10 There is no denying it's an insightful and eye-opening read, but the smugness of the book is overwhelming.
评分##断断续续读了一年才读完,这个世界的逻辑已经变了三圈儿了。candor,candor,candor。
评分##like a jazz band, together come out the wonderful music
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。
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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