ask workers to rely on logic and common sense instead of formal policies, whether the issue is communication, time off, or expenses. people find the netflix approach to talent and culture compelling for a few reasons. it became clear that we needed to put the ipo on hold and lay off a third of our employees. the second conversation took place in 2002, a few months after our ipo. so i sat down with laura and explained the situation—and said that in light of her spectacular service, we would give her a spectacular severance package. so instead of shifting to a formal system, we went in the opposite direction: salaried employees were told to take whatever time they felt was appropriate. we kept an eye on our it guys, who were prone to buying a lot of gadgets. but in time we figured out how to automate the qa tests.
this won’t be a surprise to her: she’s been in the trenches, watching the work around her shift. nowhere in the early stages of the process do i advise them to think about the team they actually have. we also believed in market-based pay and would tell employees that it was smart to interview with competitors when they had the chance, in order to get a good sense of the market rate for their talent. we believed that they were sophisticated enough to understand the trade-offs, judge their personal tolerance for risk, and decide what was best for them and their families. we have a meeting at 3:00. should i stay and win the game or cut it short for the meeting?” “you should finish the game,” he insisted. i often sit in on company meetings to get a sense of how people operate. at one point our finance team wanted to shift the whole company to direct-deposit paychecks, and i had to point out that some of our hourly workers didn’t have bank accounts. patty mccord was the chief talent officer at netflix from 1998 to 2012 and now advises start-ups and entrepreneurs.
people find the netflix approach to talent and culture compelling for a few reasons. in the beginning we used an anonymous software system, but over time we shifted to signed feedback, and many the 128 powerpoint slides set out the company’s culture hastings and hr leaders conclude that most training of course, netflix, for all its panache, remains a work in progress. of course, to be great, most of us have to put in considerable effort, but hard work and long hours is not how we measure, netflix culture, netflix culture, netflix employee engagement, netflix culture deck patty mccord, netflix culture deck 2020.
employers buy into ‘netflixization’ of executive education. published fri, 10:16 am edt updated fri, aug 3 patty mccord’s new book, powerful: building a culture of freedom and responsibility, reveals that when designing learning and development programs, you may want to incorporate a little more employees need their training like they need their netflix – on demand. “we’ve seen a, netflix culture of fear, netflix policies, netflix presentation ppt, how netflix reinvented hr case study
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