Luke Thomas’ Post

𝐑𝐞𝐝𝐞𝐟𝐢𝐧𝐢𝐧𝐠 𝐒𝐮𝐜𝐜𝐞𝐬𝐬: 𝐏𝐚𝐭𝐭𝐲 𝐌𝐜𝐂𝐨𝐫𝐝’𝐬 𝐂𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐑𝐞𝐯𝐨𝐥𝐮𝐭𝐢𝐨𝐧 𝐚𝐭 𝐍𝐞𝐭𝐟𝐥𝐢𝐱 Netflix's transformation from a struggling DVD rental service to a global streaming giant didn’t just happen by chance. A key factor in this success was the cultural revolution led by Patty McCord, Netflix’s former Chief Talent Officer. Here’s how she reshaped the company’s culture and set the stage for its meteoric rise. 𝟏. 𝐇𝐢𝐠𝐡-𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐓𝐞𝐚𝐦𝐬: McCord believed in building a team of top performers. At Netflix, mediocrity wasn’t an option. The company prioritized excellence, ensuring that only the best talent thrived. 𝟐. 𝐂𝐚𝐧𝐝𝐨𝐫 𝐚𝐧𝐝 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲: McCord emphasized radical candor and transparency. Feedback was continuous and direct, fostering an environment of trust and alignment. This approach encouraged open dialogue and rapid improvement. 𝟑. 𝐅𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐰𝐢𝐭𝐡 𝐀𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲: Netflix broke away from rigid corporate structures. Employees were given flexibility in managing their work but were held fully accountable for their results. This balance empowered employees to take ownership of their responsibilities. 𝟒. 𝐂𝐨𝐧𝐭𝐢𝐧𝐮𝐨𝐮𝐬 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤: McCord eliminated the traditional annual performance review, replacing it with continuous feedback. This change allowed for real-time improvements and kept employees engaged and motivated. 𝟓. 𝐋𝐢𝐯𝐢𝐧𝐠 𝐭𝐡𝐞 𝐕𝐚𝐥𝐮𝐞𝐬: At Netflix, company values weren’t just words—they were embedded in every action. McCord ensured that these values guided everything from hiring to decision-making, creating a strong and coherent organizational identity. Patty McCord’s cultural revolution at Netflix wasn’t just about making the company more efficient—it was about creating an environment where innovation and excellence could thrive. Her approach serves as a powerful reminder of the impact that the right culture can have on a company’s success. There is an excellent interview of Patty McCord on how the culture at Netflix was created. Do check it out. #netflix #hr #culture #tech

Netflix compares their company culture to that of a professional sports team rather than a family. Instead of focusing on unconditional love like a family does, Netflix strives to be a dream team that pushes each other to be the best teammates they can be. They prioritize performance over seniority or how long someone has been with the company. Managers play a crucial role in ensuring that every employee excels in their role, works well with others, and are given opportunities to grow. As Netflix expands, they bring in new "players" and also work on developing talent from within the company to become future stars. This approach helps Netflix continue to succeed in the entertainment industry. Credit: Hanna Larsson

Written by Netflix Co-founder and CEO and a business professor, "No Rules Rules" provides insight into the effort necessary to build and maintain a strategic culture in a new company. For Netflix, the focus is on being innovative and enabling the company to move and adapt on the fly to expand and stay ahead of competitors. Although this specific cultural approach is unsuitable for many industries, it provides some great ideas that can be adapted to many organizations. It also shows just how culture and business success are connected and how one reinforces the other when executed well. Fundamentally, this approach focuses on identifying and retaining "star employees", making open feedback a daily requirement and reduction in process and red tape in the organization. An interesting read. #Netflix #BusinessCulture #Innovation #Adaptability #BusinessSuccess #culture #culturechange #talent #alignmentmatters #feedback #transparency

Netflix on a Netflex approach to measuring job performance. Had you asked me 10 years ago I would have said it's a no brainer that target driven companies perform better, although I would have hated working for one, for many reasons! Netflix explains how removing targets can in fact help us go above what we can achieve in a much more collaborative environment. #netflix #workculture #KPIs #diverserecruitment #diversity #DEI

Interesting video by Netflix on how job performance is measured, or how it should be measured... Do you think KPIs destroys company culture or strengthens it? https://lnkd.in/dDmV8jyt #netflix #KPI #companyculture #performance #netflixcultureexplained #DEI #diverserecruitment

#levelup Netflix: A Professional Sports Team, Not a Family Netflix has long been recognized for its groundbreaking approach to corporate culture. One of the most intriguing aspects? Their view of themselves as a professional sports team rather than a family. Here's why this mindset shift matters: Performance Over Comfort : In a family, unconditional support is a given, but in a sports team, performance is paramount. Netflix focuses on attracting top talent, pushing them to excel, and ensuring everyone is aligned with the company’s goals. Clear Expectations : Just like a sports team, Netflix makes roles and expectations crystal clear. Everyone knows their position, and their contribution directly impacts the overall success. Continuous Improvement : Sports teams constantly evaluate and adjust their strategies to stay on top. Similarly, Netflix encourages feedback and development, making tough decisions when necessary to keep the team strong. This mindset creates a high-performing, adaptable culture—one where individuals thrive through contribution and collective success. #Leadership #CorporateCulture #Netflix #HighPerformance #Teamwork

The Netflix culture page is a bold lesson in creating a high performance culture... “A family is about unconditional love. A dream team is about pushing yourself to be the best possible teammate, caring intensely about your team, and knowing that you may not be on the team forever. Dream teams are about performance, not seniority or tenure. It is up to the manager to ensure that every player is amazing at their position, plays effectively with others and is given new opportunities to develop. That’s how we keep winning the championship (entertaining the world). Unlike a sports team, as Netflix grows, the number of players also grows. We work to foster players from the development leagues so they can become the stars of tomorrow.” - Netflix Within the world of business, excellence is a currency; and Netflix has chosen to focus on unparalleled performance as their differentiator.

If you know me, you know I love to talk about team culture. Like, a lot. Bad cultures kill trust & morale. They limit growth and lead to low engagement & high turnover. They make showing up for work brutal and have a direct impact on the effectiveness of an organization. So much of my own philosophy for what good cultures look like come from Netflix’s core principles and team values. They aren’t perfect, but I’ve found they make for a great framing when defining how you expect your team to show up and be supported. People over Process. Great and Always Better. What do you think good cultures must have? What does Netflix get right/wrong? https://lnkd.in/gs26s8te

Interested in a job at Netflix? I don’t talk about this much here (for fear of being seen as a corporate shill, perhaps), but one of the things I enjoy most about working at #Netflix, isn’t the cool, free food, the wonderful offices, or that I get to travel. Heck, it’s not even being able to see shows before everybody else sees them! These are great, don’t get me wrong… …But far more, it’s the people. Working in a global organisation, with truly talented people from different cultures (many of whom did epic work before they came here) is pretty special. I got off a few calls this week, and was reminded of how rare it is to get to work with people who challenge you and make you better. With that in mind, I often get DMs about roles at the company. So, fwiw, here are my tips, if you’re interested in working here. 🔖 Read our culture memo. Then read it a few more times! 🏃🏾♂️Proactively practice what’s in the culture memo. Be ready to demonstrate it (I simply. can’t. stress this enough). ❤️🔥 We don’t simply hire for expertise in your area. The people I’ve seen do well here, are also curious, self-aware and emotionally intelligent. 📺 As with any company, show that you not only understand our business, but you (a) have passion for ‘entertaining the world’ and (b) have done something with that passion. 📋 Like many tech companies, we love a well written memo. Memos are a great way to show clarity of thought. You may never need to write one, but do bear this in mind. 🌳 Netflix is accustomed to changing direction where it makes business sense (e.g. Ads, Originals etc). The positive thing about this, are the opportunities that arise internally, as a result. If you’re deeply uncomfortable with change, Netflix probably isn’t the place for you. 🪢 One of the best pieces of advice I got, was that positional power/authority is less important than relationships, at Netflix. There’s clearly a place for hierarchy, but if that’s your jam, think again. A love for building genuine, global relationships, and collaboration, is key here. Anyhoos, I suspect these are pretty universal suggestions. But check out the jobs page, for roles that are available. https://jobs.netflix.com/ #careers #jobs #layoffs #cv #interviews #jobseeking #entertainment #creativity #gaming #

Are you looking for a case study on #people and #culture excellence that could inspire your #organization? Look no further than #Netflix! In their book "No Rules Rules: Netflix and the Culture of Reinvention," Reed Hastings and Erin Meyer describe the unorthodox #culture behind one of the world's most innovative and successful companies. To achieve greatness, Hastings rejected conventional wisdom and built a culture focused on freedom and responsibility. At Netflix, people come first, innovation is prioritized over efficiency, and employees are given context instead of controls. The company has no vacation or expense policies, and adequate performance gets a generous severance. Hard work is considered irrelevant, and employees don't try to please their boss; instead, they provide candid feedback. At Netflix, employees don't need approval, and the company pays top of the market. When Hastings and his team first devised these unorthodox principles, the implications were unknown and untested. But in just a short period, their methods led to unparalleled speed and boldness, making Netflix one of the most loved brands in the world. Your organization could learn from Netflix's approach to people and culture excellence #strategicthinking AMREF Netflix #culturechange