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.
##開篇拿 Steve Jobs 演講中的 dots 類比 Netflix 企業文化真的十分恰當:每個 dot 都很難獨立存在,它們必須互相依存纔能發揮作用,所有 dots 構成瞭獨一無二的 Netflix。
評分##應召讀一下,覺得基本上是真的。有人喜歡有人恨,我覺得還是喜歡的人多一點。最起碼,不喜歡的candidate不會麵試或者接offer。盡管如此,讀到Patty被let go時我哭瞭。狐死兔悲,螞蟻的眼淚????
評分##招最優秀的人,開市場上非常有競爭力的工資, 給員工最大限度的自由和決定權去做創新的事,鼓勵員工互相(包括老闆)給直接真誠的反饋。對於來自不同文化的員工,又tailor 適閤他們文化的給反饋的方式。加上Keeper Test, 真是適閤Type A的公司啊
評分##整體來說我對這種成功企業講企業文化/成功人講緻富秘訣的書都沒興趣。這類型書最大的問題在於,每個企業/人所在的背景都不一樣,照搬彆人的東西肯定隻有死路一條。不過換個角度,單純把這本書當作故事書看還是挺有意思,Netflix本身的文化還是很彆具一格的
評分##應召讀一下,覺得基本上是真的。有人喜歡有人恨,我覺得還是喜歡的人多一點。最起碼,不喜歡的candidate不會麵試或者接offer。盡管如此,讀到Patty被let go時我哭瞭。狐死兔悲,螞蟻的眼淚????
評分##開篇拿 Steve Jobs 演講中的 dots 類比 Netflix 企業文化真的十分恰當:每個 dot 都很難獨立存在,它們必須互相依存纔能發揮作用,所有 dots 構成瞭獨一無二的 Netflix。
評分##很美好,部分遙遠,不確定是否存在太多的自我美化。
評分##未來的經理都需要成為教練
評分##招最優秀的人,開市場上非常有競爭力的工資, 給員工最大限度的自由和決定權去做創新的事,鼓勵員工互相(包括老闆)給直接真誠的反饋。對於來自不同文化的員工,又tailor 適閤他們文化的給反饋的方式。加上Keeper Test, 真是適閤Type A的公司啊
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