In contrast, check out netflix's corporate culture principles.
The first few slides call out that Enron's main 'corporate value' was integrity. https://igormroz.com/documents/netflix_culture.pdf
The first few slides call out that Enron's main 'corporate value' was integrity. https://igormroz.com/documents/netflix_culture.pdf
You could say instead "performance that would be perfectly adequate at most other companies is a firing offense here." That actually means something. I don't like that one, but at least it has a meaning.
Everything ELSE about this presentation is nice, but it's weird to write all that great information about how "mottos chiseled in stone in the front gate are useless" and then write "we only employ stars!"
> In procedural work, the best are 2x better than the average. In creative work, the best are 10x better than the average, so huge premium on creating effective teams of the best
Pulled from their asses
> Great Workplace is Stunning Colleagues
Well, NO. Having smart and competent colleagues is for sure desirable but it is just one trait (Maybe not the most important one)
> Netflix Vacation Policy and Tracking “there is no policy or tracking”
This is a huge huge red-flag.One of the reasons (among many) is that people tend to overestimate their contribution to team and underestimate their peers' .So when Susy takes 2 weeks off (deservedly according to her) you get pissed because you think you have done 2X as much as her and you only took one week off. And this is the tamest of the complications.Vacations should be like salaries, they need to be spelled out very clearly and not subject to ambiguous "rules".
> Highly‐Aligned Loosely‐Coupled teamwork effectiveness is dependent on high performance people and good context. Goal is to be Big and Fast and Flexible.
Thank God they were free of corporate mumbo-jumbo.
Most of the slides are in a similar vein. They want to justify culling people indiscriminately (and they are withing their rights) but they are not being cool, innovative or different because of that. They are just another company which wants to extract as much value from their employees as possible while minimizing the cost.
This is kind of like the "Seinfeld isn't funny" trope.
You may or may not agree with their approach (and apparently it has changed a bit from when it was written - including the head of HR who pushed these ideas being semi-forced out!) but Netflix should get a bunch of credit for innovating on corporate culture.
That said, I stand by the claim that you can draw a causal line from the publishing of the Netflix culture deck and the widespread adoption of "Unlimited PTO" for example. NF wasn't the first, for sure, but their deck gained mindshare with a generation of SV executives and implemented the idea at their companies.
Similarly, I'd posit Spotify and Valve had as similar impact as major points of reference. That doesn't mean Drucker doesn't exist, but they are part of the cannon of SV company building Lore.
Susy can still take two weeks to your one while appearing to do less work because she's a better negotiator