Here is an interesting internal Netflix presentation that ended up on Techcrunch.
I thought the explanations on why companies grow rigid and complacent was quite nice. And the tips on how to stay nimble, too.
Below are my (rough) notes.
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The “keeper test” managers use at Netflix: which of my guys would I fight hard to keep if he told me he was leaving?
The ones you wouldn’t fight for should be let go to open the position for a star
Only keep the stars
Great workplace is made by great colleagues
Why so important to have team of stars? –> Huge premium in creating teams of “best”
It’s about effectiveness (results) not effort
Don’t measure yourself by the amount of effort you put in
Effort doesn’t pay the bills
The rare responsible person is:
self motivating
self aware
self disciplined
self improving
acts like a leader
doesn’t wait to be told what to do
never feels ‘that’s not my job’
picks up the trash on the floor
behaves like an owner
Growth increases complexity and potential for errors; therefore most companies as they grow limit freedom to avoid errors, and the talent density shrinks (number of high performance employees drops)
Procedures emerge – nobody likes them but they feel good compared to the pain of chaos
But procedures-focus drives more talent out – the innovators-mavericks leave
Who remains? Process-oriented employees, who follow existing process.
This makes for an efficient business…for a while.
BUT rigidity, politics, mediocrity and complacency go up.
Then: market shift or disruption.
Innovators being gone, the company doesn’t respond.
Slides into irrelevance.
SO…you need a culture that supports rapid innovation AND excellent execution.
There is a tension between the two, between creativity and discipline.
The other (netflix) option: avoid chaos as you grow by getting even more stunning people on board
Use high perf people – not rules
If you can keep running the business informally and not too rigidly, you can retain and attract creativity, high perf people
What about mistakes? Rapid recovery, not avoidance, is the right model
High performers make few mistakes, and when they do, they recover fast
Therefore it is better to have less rules and a bit more mistakes than having less mistakes but lots of rules that strangle creativity and speed of decision-making
Processes tend to creep in – because preventing errors sounds so good.
Try to get rid of rules when you can just to reinforce the point
Example 1: no vacation policy or tracking. Just be responsible.
Example 2: most companies have complexe policies on what you can expense, refund etc. AND whole department to check that those policies are respected. Netflix’s policy is simply “Act in netflix’s best interest”.
High performance people will perform better if they understand the context
Be open internally about strategy and results
Pay the max you can pay for each person (remmebert they are all stars)
Develop people by surrounding them with stunning colleagues and giving them big challenges to work on.
Unchallenging work and bad colleagues kills progress.
Formalized development (courses, mentor assignement, rotation around the firm, multi year career paths etc) is rarely effective.