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.
##補標:挺好讀的;也想在talent density高的地方就職
評分##我就純粹好奇買瞭這書,讀瞭25%後發現和我們公司管理製度差不多,個人沒什麼太多感觸。但對於絕大多數的公司或者其管理者,有著窒息的996或者其他非常不人性化的製度, 這絕對是本啓發書。
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##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##7/10 There is no denying it's an insightful and eye-opening read, but the smugness of the book is overwhelming.
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##"The actual company values, as opposed to the nice - sounding values, are shown by who gets rewarded, promoted, or let go"
評分##like a jazz band, together come out the wonderful music
評分##7/10 There is no denying it's an insightful and eye-opening read, but the smugness of the book is overwhelming.
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