It is true that Netflix does not represent all excellent companies, but as Facebook CFO Sherilton said, Netflix represents a management model for innovative enterprises in Silicon Valley, which is worth learning.
After reading this book, my impressions, in addition to whether we have the soil of this kind of enterprise here, more often, it is the understanding that deepens the qualities that workers need to have.
About Netflix's impression of only recruiting adults and people who are highly matched with the position
Adults take responsibility for their actions.
Netflix's proposal of "only recruiting adults" exposes that most of the talents cultivated by schools in today's society may not have the thinking logic and handling style of adults.
Single-line thinking and the giant baby mentality make it easy to retreat and avoid in the face of setbacks and difficulties.
Adults are responsible for their actions and language.
Netflix's cultural characteristics encourage "honesty", encourage "debate", and encourage "employees and bosses to argue about the development of things right or wrong".
There were externally hired executives, talking about their own plans, by the engineering staff insistent, he was stunned to answer, afterwards, he did not reflect on his lack of understanding of the problem, but said a sentence "Who he thinks he is!" ”
This executive, who has cultivated a high level of leadership in other companies, does not work here with Netflix.
In fact, as far as the objective situation is concerned, if you really don't understand these things, you misunderstand, even if you are a leader, you say that you are right, can you be right?
Adults respect objective facts, but unfortunately, in most of the official-based enterprises, our "only" thinking is too deep-rooted, just like children crying and crying to find their mothers when things happen, there is no ability to solve, they will only seek authority, but the question is, is authority necessarily correct?
There are often bosses who complain that it is so difficult for human resources to find talents who are highly matched with the position.
What's more, in 2021 we see some big companies abolish the human resources department.
I have a friend laughed, she jumped to the interview, if it is a human resources interview, it will definitely not pass, but if it is a boss interview, she is very easy to pass and in the future work performance, it is far from competent.
Why?
The answer given by Netflix is that whether it is human resources or other departments of the company, it is necessary to clearly understand the entire business and customer needs of the company!
You're the front desk, you're a clerk, why do you need to know about sales?
Netflix believes that only in this way can everyone really establish concise and fast communication, and communication is effective on the basis of understanding.
In the recruitment work, Netflix takes the right to use the manager weight to speak more, which is more in line with the current recruitment form, the difference is that Netflix let the recruiters know more about the business, when looking for relevant talents, the matching degree has been correspondingly improved.
The reward that adults crave most is success
"We look for people who are extremely excited about the problems we need to solve," the book's authors say.
Good companies are "organic". They are constantly adapting to business changes and customer needs, without rigid structures or subject to established goals, personnel and budgets.
The power of many people is an illusion.
High-performing employees can really bring growth and vitality to the company. And regulations and rules may limit these high performers.
Netflix made a bold decision to abolish the leave system. Employees can take time off when they want, and there are no longer any restrictions.
It's a confident mindset that companies believe employees will be responsible for their time.
Maybe it is difficult for us to achieve here, but from the bottom logic point of view, Netflix initially only recruits adults, and then to highly match the position and willing to solve the difficulties of adults, the underlying logic here, then this group of personnel will not abuse their time, rather than taking rules to limit them, it is better to put the rights into their hands, excellent people will be responsible for their own time and tasks.
Because, what adults crave most is success, and the biggest reward is success.
It's the team, not the family
Netflix values data, but doesn't think it's everything. Sometimes data is deceitful and a shield.
Netflix wants truth, not facts.
As a result, there are extremely high requirements for talents' ability to think critically and to be able to make correct judgments through complex information.
The team that Netflix wants is a team that can still be well adapted and completed in the next six months.
"You have to go to war with your existing army, not the one you want to have or what you want to have later."
Employees have to think in the future, and if he doesn't, he's not fit for the team.
Therefore, Netflix is also a harsh company, not paying attention to human feelings, only looking at the goal, here does not advocate a big family, only willing to be with the excellent.
The growth of employees can only be borne by themselves.
Therefore, Netflix is always recruiting and dismissing.
They can give the interviewer the highest salary in the market, but they also require you to be responsible for your own results.
The Netflix employees created by these cultures have been learning and growing, and if they don't keep up, they may be eliminated, but compared with their past selves, they have made a big leap forward.
Netflix is worth learning from the fact that men and women pay equally, if the applicant has the same experience as a man and a woman, but men take 14K, women take 12K, the market is 15K, Netflix will give both candidates 16K.
The law of nature is not strength or weakness, but survival of the fittest
This book seems to be from the perspective of human resources and the boss to tell how to manage and how to find good employees.
But I think that hit workers need to read more.
We have often seen the "35-year-old phenomenon" recently, as if people are going downhill at 35 and facing a wave of unemployment at 35.
In fact, think about it, the work choices of the previous ten years or so are the results of your work at this time, and the choices at this time determine your future direction.
There is no age crisis, just adjustment to a certain stage on the way up the mountain.
What you are suitable for and what you want to do is not something you can give answers by rushing all the time, and sometimes you need to stop and recharge your energy and see which mountain you are going to climb.
Whether it is to fight for the goal in an innovative enterprise but may brush it off at any time due to lack of ability, or to be a screw in a stable enterprise and use human feelings to maintain the future, this is not strong or weak, only depends on adaptation.
Which one you are suitable for, which one to choose, as long as you can survive, is the golden age of beating workers.
When the river rushes to the sea, it will always encounter a countercurrent, but any countercurrent cannot stop the river from going east.
The rivers and seas are mighty, and the winds and waves are steep. Only the tide stood up to the waves.