Open the Netflix strategy, why are there only talent in the organization?

Patty McCord (Image source: Twitter pattymccord1)

Netflix has a strategy to recruit and attract talent. By providing the freedom of time and mind, it pampers the staff with high salaries and extensive amenities. But at the same time ready to say goodbye to those who are not The people management strategy here has been discussed all over the world.

‘Netflix’ (Netflix), a video streaming company from the United States. With the world’s highest number of 200 million memberships in 190 countries, this success comes from smart business strategy. And have a good corporate culture By this matter confirmed by “Patti McCord” A former Chief Talent Office with Netflix for over 14 years writing books about people. And Netflix’s people management is an important part of empowering employees to make them happy and able to lead the company to thrive. By a book called “Powerful : Building a Culture of Freedom and Responsibility”

“Prachachat Business” Here are some interesting facts about Netflix’s principles of managing businesses and people from this book:

Crisis provokes happiness in work

Netflix was founded by “Reed Hastings” and “Mark Randov” In 1997, they first started in the business of renting videotape movies. And developed into a DVD movie both daily and monthly Later, the business was dissolved by technology and the Internet. As a result, many companies in the same industry disappeared, but Netflix tried to support them. With various structural adjustments

Until hitting the global Internet bubble (Dot-Com Crisis) impacted operations until it was unable to grow as expected. Causing the company to restructure its employees again And had to lay off almost half of the employees in 2001

But during Christmas that same year DVD rentals and sales skyrocket As a result, fewer employees have to work harder. But management noticed that Why employees seem happier

The answer is that employees play a vital role in solving challenging problems. It motivates them to enjoy their work. This caused the senior executives of the company to focus on the corporate culture. That will affect to create happiness and drive more potential of employees.

Freedom and responsibility

In 2009, Netflix announced a corporate culture of freedom. And responsibility (freedom and responsibility), along with breaking out old policies and regulations, such as canceling work schedule measures Give staff members the ability to take a vacation, any number of days and any time. As long as they are responsible for the work and create works that are outstanding.

Employees do not have to ask for travel authorization or travel expenses. If about work that meets the goals of the organization In addition, employees provide opportunities to communicate openly. Through a process called Live 360, you can speak in person. With honesty with colleagues and supervisors And that is strange but interesting Give employees opportunities to interview elsewhere. To check how much of their ability is needed in the labor market

“Patti” says that the management team at Netflix is ​​critical to ensuring that employees of all levels truly understand the company’s business model. And every employee must know the indicators and goals of all activities of the company. More importantly Employees need to know how much their work affects the goals and profits of the organization.

Therefore, the factors that will make employees understand these matters are “Executives must communicate clearly.” Additionally, leaders must admit their mistakes and admire those who give advice.

Hunt for the best

Netflix looks for people who get excited when it comes to challenges and challenges. And pleased to be assigned to take action to resolve such problems, the company established a talent recruiting department To compete before the other tech companies can get to

All potential interviewees will be given the Netflix Culture Memo guide to read about all dimensions of the company. As a tool, consider whether the company is in line with its goals.It also attracts talent with the highest average salary in the same industry. And disclose the mechanism for calculating salary according to the employee’s value in a transparent and verifiable manner. To draw on the best As well as recruiting amenities and food to please staff such as beer, sushi bars and games.

It prepares employees in advance to be skilled and working for the next 6 to 1 years and keeps doing so, making the company known as a talent organization.

Netflix also likens the crew to a “athletic team” that is constantly training and developing. For the strength of the team And see that employees are not families that need to support each other even if they are incompetent Employees without talent will be difficult to stay here. Because it can clearly be drawn to other people’s potential

Criteria for dismissal

Netflix tries to put people right for the job. And does not need all the smart people But need someone who is smart in their work

“Patti” writes that Netflix tries to study what this employee is good at, what they do and what they do especially well. The company tries to hire people who are very suitable for the job. Not a person who can only do it.

And will be happy to say goodbye to good people If the skill is not suitable for the job to do next And another reason to consider dismissal Not from work mistakes Or can’t solve the problem But because it hides the problem Not taken to communicate in the first place

Netflix has never blamed employees who hired but failed to meet their goals. Because the company sees that Everyone is talented and smart. But in the hiring process, find someone who does not match the job


Source: ประชาชาติธุรกิจ by www.prachachat.net.

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