No Rules Rules

No Rules Rules 下載 mobi epub pdf 電子書 2025

Reed Hastings
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具體描述

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.

用戶評價

評分

##聽到第二章發現這本書的定位是給老闆層次聽的,沒辦法隻能硬著頭皮聽下去瞭。印象最深刻的還是無限年假,頓時覺得我在網飛可以找到心驚膽顫的工作熱情,但是人傢要的是人纔中的人纔,I don't stand a chance????

評分

##談不上討好人格,但自己算那種conflict-avoidant,因此很佩服Netflix的candor氛圍。freedom跟responsibility的確吸引人,培養的那種talent density很有創造力,但keeper test太嚇人瞭,隻適閤這種頂級靠創造力盈利的企業,其它行業沿用日式的管理方法把員工當螺絲釘用的前提是保證員工6分及格8分優秀隻是待遇差彆,Netflix這種是要求所有員工9.5分,掉0.5分就要領axe的壓力對我這種平庸來說壓力太大瞭。解釋瞭Netflix在社交網流傳的很多獨特氣質,放棄個人錶現而是用市場行情來定漲薪,鼓勵員工接獵頭電話瞭解自己的薪資行情,前提依然是talent density,最後一章蠻有意思的,Dutch員工有趣。

評分

##[Lucid] 有意思

評分

##[Lucid] 有意思

評分

##全書用10個點闡述奈飛的文化之本:高人纔密度(理想的工作場所就是有齣色的同事),坦誠(用好意說你真正想說的)和去掉控製。這10點分成三個大章節,一個章節比一個章節遞進。夯實高人纔密度需要付市場上最高的薪酬和持續做留任測試;鞏固坦誠文化需要將公司信息坦誠布公(讓每人讀懂公司利潤錶)和建立反饋的機製(給與和接受反饋的4A機製,在不直接文化的亞洲國傢需要更正式更頻繁的反饋機製);去掉控製可以先從去除假期和差旅審批製度開始,接著形成由前綫的員工作為Informed captain單獨做齣決策,決策的過程需要廣泛farm for dissent,決策失敗瞭要sunshine it;最終整個公司的決策鏈不是一個金字塔,而是一個大樹,老闆作為樹的跟,一層層的管理者和員工作為樹枝,老闆通過榜樣和內容領導。

評分

##實實在在的事例很多,效果極佳的Netflix招聘廣告,這口安利我吃瞭

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##斷斷續續讀瞭一年纔讀完,這個世界的邏輯已經變瞭三圈兒瞭。candor,candor,candor。

評分

##[Lucid] 有意思

評分

##不愧是founder寫的,比另一本Patty的好很多。很好的方法論,但不是所有組織都有本事實踐,這也是為何Netflix獨特的地方。與OKR,Ray Dalio的radical transparency都有可以結閤的地方

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