Sayed Raianul Kabir’s Post

After the dot-com bubble burst and Netflix had to lay off a third of its employees, Reed expected everything to grind to a halt. However, the opposite happened and the company actually got more done with fewer people: “[Without the bottom third of the company] there was no ‘dummy-proofing’ necessary. Everyone was going fast and everything was right. We realized that with the right density of talent, there is very little process needed.” Individual motivation, inspiration and excitement also increased—it’s invigorating to work with only A players. In his book No Rules Rules, Reed explains that, after realizing this, Netflix made talent density a core company objective and set out to build a “dream team” of extraordinary people. From Netflix’s culture doc: “A dream team is one in which all of your colleagues are extraordinary at what they do and highly effective working together…. We model ourselves on being a professional sports team, not a family. 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.” To attract the very best, they pay employees at the top of their personal market. And to maintain talent density, managers apply what Reed calls a “keeper test” for each of their people: if a team member was leaving for a similar role at another company, would the manager fight to keep them? Those who do not pass the keeper test (i.e. their manager would not fight to keep them) are given a generous severance package of 4+ months salary so that the company can find someone even better for that position. #Netflix #Talent #Leadership #Recruitment #Business #Management

Netflix, known for its unique and vaunted culture, is reportedly rethinking one of its core tenets - employee freedom. (If you haven't read the book by its co-founder "No rules rules " by Reed Hastings - please do read it). According to reports, the streaming giant is considering removing the "freedom and responsibility" section from its corporate-culture memo, among other changes. This move is aimed at ensuring a more consistent experience for employees across different teams and functions. Why this matters is because freedom and responsibility has been at the core of Netflix growth and culture. This shift indicates a deliberate change in culture. #Netflix #CorporateCulture #EmployeeFreedom

Ever wondered how Netflix maintains its edge? Dive into our latest article on the Netflix Keeper Test, a revolutionary approach to talent management. Learn how it’s reshaping team dynamics and boosting performance in the corporate realm. #NetflixKeeperTest #TalentManagement #enlivy #netflix https://lnkd.in/dbCYPy6F

I had a few days off this week and had a chance to complete "No Rules Rules" book, a fascinating exploration of the unique culture at Netflix! Authored by Reed Hastings and Erin Meyer, this book unveils the secrets behind Netflix's success. With its innovative "freedom and responsibility" approach, Netflix has revolutionized the way organizations operate. "No Rules Rules" explains the principles behind Netflix's culture, from its emphasis on candid feedback to its unconventional HR policies. Drawing on real-life examples and insider anecdotes, Hastings and Meyer offer invaluable insights into building a culture of innovation, agility, and high performance. By challenging traditional methods and embracing radical transparency, Netflix has redefined what it means to be a forward-thinking company in today's fast-paced digital age. Hope to see more leading examples like them! #norulesrules #netflixculture #netflix #bookrecommendation #companyculture

Love the revamp of the Netflix culture document. If you haven't seen it it's not long anymore, and nothing ground breaking, yet nice to see such a public and well known company help inspire others with up to date and modern values. You can read it here (5 min read) https://lnkd.in/ec5kNhAa Summary below: The Dream Team: We aim only to have high performers at Netflix — people who are great at what they do, and even better at working together. People over Process: You get better outcomes when employees have the information and freedom to make decisions for themselves. We hire unusually responsible people who thrive on this openness and freedom. Uncomfortably Exciting: To entertain the world, we need to be bold and ambitious. That means embracing the thrill of what’s next — even when it’s uncomfortable. Great and Always Better: We often say Netflix sucks today compared to where we can be tomorrow. We need the self-awareness to understand what should be better, and the discipline and resilience to get there. #innovation #motivation #netflix #culture #leadership

Netflix CEO is so bang on why the company you work for is NOT your family: "The professional relationship is like a sports team. If you want to win a championship, you have to have incredible talent in every position. [At Netflix], we're like a professional sports team where we pay people well, and we want them to win. If you have one bad game, you don't lose your position. But ultimately, you're fighting for your position every year" - Reed Hastings Your company is not your family. It's just business. Not a game changer, but good to keep perspective. Like, comment, and repost if you've got family. 🫂 #netflix #ceo #employee #worklifebalance

I read No Rules Rules by Reed Hastings and Erin Meyer, a story about Netflix and it's culture 2 years ago and some of the concepts are truly unique and revolutionary. Now, last week I ended up watching an interview of Reed Hastings on the Stanford MBA YouTube channel and it brought back to me one of their key concepts which I found truly unique and definitely worth sharing: The Keeper Test. So, what exactly is the Keeper Test? It's a measure of whether a colleague is someone you'd fight to keep on your team. Netflix encourages their managers to ask themselves one simple question : 'Which of my people, if they told me they were leaving for a similar job at another company, would I fight hard to keep?' Only if the answer is a resounding yes, the employee is considered to have passed The Keeper Test. But, if someone doesn't pass the Keeper Test, they are laid off with a nine-month severance package. This is because Netflix doesn't believe that teams are like families, but in fact they are like high-performing sports teams - which means there is high competition for every spot in the team. Whoever is in the team, is simply the best for that position. Now, why is the Keeper Test so crucial? It's not just about retaining top talent; it's about fostering a culture of excellence. While The Keeper Test isn't for every company, it can be a useful concept to understand - especially to know how effective it has been at Netflix in the last two decades. Does anyone know any other company which uses a similar concept? #KeeperTest #CompanyCulture #TalentManagement #Netflix

Well, it is actually heartening to read that the core of the culture deck that enabled Netflix to efficiently scale, allowing it to transition from DVDs to streaming to originals, is still in place. It's not for everyone but man, as a result of it you work mostly on problems to be solved for the business instead of office politics. #highperformanceculture #Netflix #culture

One of #Netflix's hidden #capabilities may be its ability to make changes to core strategy as the environment demands (even if it has built a big public narrative around the previous strategy). (It did the same with its business model when it introduced an ad tier.) Netflix is now a large multinational in a competitive sector - and its strategy is shifting in response. #streamingmedi #digitalmedia #strategypivots

Updated Netflix culture memo! 100k+ people have read the original version, and it's fascinating to see how it's evolved since 2009. Oodles of companies indexed on the v1 memo championship team aspects, but sorta left out the selflessness & teamwork parts. That has implications. The order of the values also feels very intentional. What are your thoughts? https://lnkd.in/gehpDNyw #netflixculture #culturememo