5/19/2023 0 Comments Netflix no rule![]() No approvals from higher-ups are needed: “Don’t seek to please your boss,” only to advance the company. The latter begins with removing vacation policies and travel/expense controls and culminates in sharing “unprecedented” amounts of company information so that employees can make good decisions on their own. ![]() In alternating sections with Meyer, who provides elaboration based on more than 200 Netflix interviews, Hastings details the making of the Netflix way, from hiring the best creative talent at high pay to increasing candor through frequent feedback and gradually removing controls that stifle innovation. He celebrates his firm’s culture, arguing that its emphasis on keeping only the most highly effective people is essential to innovation and creative success. ![]() In this debut, Hastings offers a different view. In a 2018 Wall Street Journal profile, the firm was criticized for its sometimes “ruthless” approach, including the harsh firing of underperforming employees. Netflix co-founder Hastings and business guru Meyer hold forth on the unusual workplace culture-high performance, top pay, no rules, and constant candor-behind the entertainment company’s streaming success.įounded in 1997 as a DVD-by-mail business, Netflix now has 7,000 employees, creates its own award-winning TV shows, and reaches 150 million streaming customers in 190 countries. ![]()
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