Netflix企业文化《自由和责任》市公开课一等奖百校联赛获奖课件.pptx

1NetflixCulture:Netflix文化：Freedom&Responsibility自由与责任第1页2We Seek Excellence我们寻求卓越Ourculturefocusesonhelpingusachieveexcellence我们文化聚焦于帮助自己达成卓越第2页3SevenAspectsofourCulture文化7个方面ValuesarewhatweValue（价值观来自于我们推崇和珍视价值）HighPerformance（追求高绩效）Freedom&Responsibility（自由和责任）Context,notControl（情景管理而非控制）HighlyAligned,LooselyCoupled（认同一致，涣散耦合）PayTopofMarket（支付市场最高工资）Promotions&Development（晋升和成长）第3页4Manycompanieshavenicesoundingvaluestatementsdisplayedinthelobby,suchas:众多企业在大堂展示动听价值观，诸如：Integrity正直Communication沟通Respect尊重Excellence卓越第4页5Enron,whoseleaderswenttojail,andwhichwentbankruptfromfraud,hadthesevaluesdisplayedintheirlobby:安然企业，高层入狱，企业因欺诈而破产，在它大堂里展示着这些企业价值观：Integrity正直Communication沟通Respect尊重Excellence卓越(Thesevalueswerenot,however,whatwasreallyvaluedatEnron这些字眼显然并非是安然企业真正价值观)第5页6Theactualcompanyvalues,asopposedtothenice-soundingvalues,areshownbywhogetsrewarded,promoted,orletgo企业真正价值观和动听价值观完全相反，是详细经过哪些人被奖励、被提升和被辞退来表达。第6页7Actualcompanyvaluesarethebehaviorsandskillsthatarevaluedinfellowemployees真正价值观是被员工所重视行为和技能。第7页8AtNetflix,weparticularlyvaluethefollowingninebehaviorsandskillsinourcolleagues在Netflix，我们尤其珍视以下9项同事们拥有行为和技能meaningwehireandpromotepeoplewhodemonstratethesenine也意味着我们雇佣和升迁能够表达这9项特质员工第8页9Youmakewisedecisions(people,technical,business,andcreative)despiteambiguity你在对人，对技术、对商务和对创新上能够做出明智决定，摒弃模棱两可Youidentifyrootcauses,andgetbeyondtreatingsymptoms你明辨事物根由，不为表象所惑Youthinkstrategically,andcanarticulatewhatyouare,andarenot,tryingtodo你能战略性思索，有自知之明，并努力做到Yousmartlyseparatewhatmustbedonewellnow,andwhatcanbeimprovedlater你能很聪明地分清楚哪些事现在必须完成，哪些事能够稍后跟进Judgment判断力第9页10Communication沟通力Youlistenwell,insteadofreactingfast,soyoucanbetterunderstand你善于聆听，而非快速反驳。如此你能够更加好地了解Youareconciseandarticulateinspeechandwriting你在说和写时候简练清楚Youtreatpeoplewithrespectindependentoftheirstatusordisagreementwithyou你待人接物心存敬意，不在意对方身份，也不在意对方持有异议Youmaintaincalmpoiseinstressfulsituations在重压之下，你也能镇静自若第10页11Impact影响力Youaccomplishamazingamountsofimportantwork你能完成众多主要工作Youdemonstrateconsistentlystrongperformancesocolleaguescanrelyuponyou你同事能仰仗你连续输出强大工作能力Youfocusongreatresultsratherthanonprocess你重视结果而非过程Youexhibitbias-to-action,andavoidanalysis-paralysis你偏好先发制人而非谋定后动第11页12Curiosity好奇心Youlearnrapidlyandeagerly快速学习且渴望学习Youseektounderstandourstrategy,market,customers,andsuppliers努力了解企业战略、市场、用户和供给商Youarebroadlyknowledgeableaboutbusiness,technologyandentertainment拥有对商业、技术和娱乐广泛认知Youcontributeeffectivelyoutsideofyourspecialty在你专长之外也能有效提供贡献第12页13Innovation创新Youre-conceptualizeissuestodiscoverpracticalsolutionstohardproblems你能重构概念以找出难题尤其处理之道Youchallengeprevailingassumptionswhenwarranted,andsuggestbetterapproaches你能挑战成见，给出更加好方法Youcreatenewideasthatproveuseful你能想出新点子且被证实有效Youkeepusnimblebyminimizingcomplexityandfindingtimetosimplify你能经过降低复杂度，找到简化时间方法以保持企业灵敏第13页14Courage勇气Yousaywhatyouthinkevenifitiscontroversial你想说什么就说什么，哪怕有所争议Youmaketoughdecisionswithoutagonizing你能毫无痛苦地作出艰难决定Youtakesmartrisks你能明智地冒险Youquestionactionsinconsistentwithourvalues你能质疑和我们价值观不一行为第14页15Passion热情Youinspireotherswithyourthirstforexcellence以你对卓越渴望激励他人YoucareintenselyaboutNetflixssuccess你对企业成功深系于心Youcelebratewins你热爱胜利Youaretenacious你坚忍不拔第15页16Honesty老实Youareknownforcandoranddirectness众人认为你坦白直率Youarenon-politicalwhenyoudisagreewithothers你不一样意他人意见时并非出于企业政治考量Youonlysaythingsaboutfellowemployeesyouwillsaytotheirface你不背后议论他人Youarequicktoadmitmistakes你能很快认可错误第16页17Selflessness无私YouseekwhatisbestforNetflix,ratherthanbestforyourselforyourgroup你寻求是什么对Netflix最好，而不是什么对你自己和你小团体最好Youareego-lesswhensearchingforthebestideas当大家一起找寻最正确方案时，你没有那么多自我要维护Youmaketimetohelpcolleagues你愿意花时间帮助同事Youshareinformationopenlyandproactively你能主动开放地分享资讯第17页18SevenAspectsofourCulture文化7个方面ValuesarewhatweValue（价值观来自于我们推崇和珍视价值）HighPerformance（追求高绩效）Freedom&Responsibility（自由和责任）Context,notControl（情景管理而非控制）HighlyAligned,LooselyCoupled（认同一致，涣散耦合）PayTopofMarket（支付市场最高工资）Promotions&Development（晋升和成长）第18页19ImagineifeverypersonatNetflixissomeoneyourespectandlearnfrom构想一下，假如企业里任何一个员工，你都发自内心地尊重，而且能够从他们身上学到东西第19页20GreatWorkplaceisStunningColleagues最好工作环境是拥有一群超级棒同事Greatworkplaceisnotespresso,lushbenefits,sushilunches,grandparties,orniceoffices最好工作环境不在于上等咖啡、丰厚福利、日本料理、盛大派对和漂亮办公室Wedosomeofthesethings,butonlyiftheyareefficientatattractingandretainingstunningcolleagues我们也会做上述事情，但那只是因为这么才能吸引和留住那些超级棒同事。第20页21Likeeverycompany,wetrytohirewell和许多企业一样，我们努力将招聘做好第21页22Unlikemanycompanies,wepractice:和许多企业不一样，我们实施：adequateperformancegetsagenerousseverancepackage仅仅做到称职员工，也要拿钱走人第22页23Wereateam,notafamily我们是个团体，不是个家庭Werelikeapro sports team,notakidsrecreationalteam我们就像个专业运动队，而不是小孩子过家家Netflixleadershire,developandcutsmartly,sowehavestarsineveryposition因为Netflix领导能够明智地聘用、培养和裁员，所以我们在每个岗位上都是明星员工第23页24TheKeeper Test ManagersUse:管理者员工去留测试：Whichofmypeople,iftheytoldmetheywereleaving,forasimilarjobatapeercompany,wouldIfighthardtokeepatNetflix?我手下员工里，假如有些人要辞职去同业企业做类似工作，有哪些人是我会拼命挽留？第24页25Theotherpeopleshouldgetagenerousseverancenow,sowecanopenaslottotrytofindastarforthatrole假如不是，那么这么员工我们只能让他们拿钱走人，这么我们才能空出位子，为团体找到明星员工。TheKeeper Test ManagersUse:管理者员工去留测试：Whichofmypeople,iftheytoldmetheywereleaving,forasimilarjobatapeercompany,wouldIfighthardtokeepatNetflix?我手下员工里，假如有些人要辞职去同业企业做类似工作，有哪些人是我会拼命挽留？第25页26HonestyAlways永远保持老实Asaleader,nooneinyourgroupshouldbemateriallysurprisedofyourviews作为领导者，你团体中任何一名组员都不应该对你评定感到尤其惊奇第26页27Candorisnotjustaleadersresponsibility,andyoushouldperiodicallyaskyourmanager:“IfItoldyouIwereleaving,howhardwouldyouworktochangemymind?”坦诚不单是领导者责任，作为员工，你也应该定时地问询你领导：假如我告诉你我要辞职，那你会多大程度上努力挽留我？HonestyAlways永远保持老实第27页28 AllofUsareResponsibleforEnsuringWeLiveourValues我们全部些人都有责任确保价值观延续“Youquestionactionsinconsistentwithourvalues”ispartoftheCouragevalue质疑和我们价值观不一致行为”是勇气那一章一部分。Akintothehonorcodepledge:“Iwillnotlie,norcheat,norsteal,nortoleratethosewhodo”和我们荣誉准则一致：“我不撒谎，不欺诈，不偷窃，也绝不容忍这么做人。第28页29ProSportsTeamMetaphorisGood,butImperfect专业运动队比喻很好，但有瑕疵。Athleticteamshaveafixednumberofpositions,soteammembersarealwayscompetingwitheachotherforoneofthepreciousslots运动队有固定位置数量，所以组员们会为了宝贵位置而相互竞争。第29页30CorporateTeam合作团体Themoretalentwehave,themorewecanaccomplish,soourpeopleassisteachotherallthetime我们团体能力越大，我们所取得成就也就越大，所以我们人一直彼此帮助。Internal“cutthroat”or“sinkorswim”behaviorisrareandnottolerated内部人员之间倾轧行为非常少见，而且不被容忍。第30页31WeHelpEachOtherToBeGreat我们彼此帮助，共同成就。第31页32IsntLoyaltyGood?忠诚有益？WhataboutHardWorkers?怎样对待勤奋员工？WhataboutBrilliantJerks?怎样对待不羁天才？第32页33LoyaltyisGood忠诚有益Loyaltyisgoodasastabilizer忠诚就像稳定器一样有益。Peoplewhohavebeenstarsforus,andhitabadpatch,getaneartermpassbecausewethinktheyarelikelytobecomestarsforusagain那些想成为明星员工人表现低迷，会得到原谅，因为我们认为他们很有可能会再次成为我们明星员工。Wewantthesame:ifNetflixhitsatemporarybadpatch,wewantpeopletostickwithus我们也想得到一样回馈：假如Netflix遭遇短期低迷，我们希望员工会和我们紧密团结在一起。Butunlimitedloyaltytoashrinkingfirm,ortoanineffectiveemployee,isnotwhatweareabout不过，对于一个走下坡路企业，或者对一个无效率员工，无程度忠诚并非我们所希望。第33页34HardWorkNotRelevant勤奋工作-并非切题Wedontmeasurepeoplebyhowmanyhourstheyworkorhowmuchtheyareintheoffice我们不会用花了多少小时工作，或者有多少人呆在办公室里作为衡量员工和团体标准。Wedocareaboutaccomplishinggreatwork我们只在意是否完成了伟大工作成就。SustainedB-levelperformance,despite“Aforeffort”,generatesagenerousseverancepackage,withrespect连续做出B级工作输出，不想着做到A级效能，只能请他拿钱走人，客客气气。SustainedA-levelperformance,despiteminimaleffort,isrewardedwithmoreresponsibilityandgreatpay保持A级工作输出，追求最大效用，将会被委以重担，酬以重金。第34页35BrilliantJerks不羁天才Somecompaniestoleratethem有些企业容忍他们。Forus,costtoeffectiveteamworkistoohigh对于我们而言，这种人会使得保持团体效率代价太大。Diversestylesarefineaslongaspersonembodiesthe9values保持多样性格调很好，但这个人得表达出前述9种价值观。第35页36Whyarewesoinsistentonhighperformance?为何我们对高效能如此坚持？Inproceduralwork,thebestare2x对于程序型工作，顶级员工输出量是普通员工2倍。betterthantheaverage.Increative/inventivework,thebestare10 xbetterthantheaverage,对于创新型/创意型工作，顶级员工输出量是普通员工10倍！sohugepremiumoncreatingeffectiveteamsofthebest以顶级员工组成高效团体就有那么大提升！第36页37Whyarewesoinsistentonhighperformance?为何我们对高效能如此坚持？GreatWorkplaceisStunning Colleagues最好工作环境是拥有一群超级棒同事。第37页38OurHighPerformanceCultureNotRightforEveryone我们高效能文化并非对全部些人都适当。Manypeopleloveourculture,andstayalongtime许多人喜欢我们企业文化，而且呆了很长时间Theythriveonexcellenceandcandorandchange他们因为企业卓越、坦率和改变而成长。Theywouldbedisappointedifgivenaseverancepackage,butlotsofmutualwarmthandrespect他们会因为被解聘而感觉到失望，不过带走彼此之间热情和尊重。第38页39OurHighPerformanceCultureNotRightforEveryone我们高效能文化并非对全部些人都适当。Somepeople,however,valuejobsecurityandstabilityoverperformance,anddontlikeourculture部分人看重工作安稳甚于高效输出，而且并不喜欢我们企业文化。TheyfeelfearfulatNetflix他们在Netflix会心怀忧惧。Theyaresometimesbitterifletgo,andfeelthatwearepoliticalplacetowork假如让他们走人，有时他们会感到苦涩，以为我们在搞办公室政治。第39页40OurHighPerformanceCultureNotRightforEveryone我们高效能文化并非对全部些人都适当。Weregettingbetteratattractingonlytheformer,andhelpingthelatterrealizewearenotrightforthem在吸引前一类人这方面，我们正在越做越好。同时，我们帮助后者认识到这里并不适合他们。第40页41SevenAspectsofourCulture文化7个方面ValuesarewhatweValue（价值观来自于我们推崇和珍视价值）HighPerformance（追求高绩效）Freedom&Responsibility（自由和责任）Context,notControl（情景管理而非控制）HighlyAligned,LooselyCoupled（认同一致，涣散耦合）PayTopofMarket（支付市场最高工资）Promotions&Development（晋升和成长）第41页42TheRareResponsiblePersonSelfmotivating（自励）Selfaware（自知）Selfdisciplined（自律）Selfimproving（自我提升）Actslikealeader（如同领导者普通行事）Doesntwaittobetoldwhattodo（不会等着被叫去做事）Picksupthetrashlyingonthefloor（主动捡起地上垃圾）第42页43ResponsiblePeopleThrive onFreedom,andareWorthy ofFreedom有责任感人因为自由而成长，也配得上这份自由。第43页44Ourmodelistoincreaseemployeefreedomaswegrow,ratherthanlimitit,企业成长同时促进员工自由，而非限制；tocontinuetoattractandnourishinnovativepeople,sowehavebetterchanceofsustainedsuccess连续吸引和培育有创新精神员工，使得企业更有可能维继成功。第44页45MostCompaniesCurtailFreedomastheygetBigger大多数企业伴随成长而来是缩减员工自由Bigger企业越来越大EmployeeFreedom职业自由度越来越低第45页46WhyDoMostCompaniesCurtailFreedomandBecomeBureaucraticastheyGrow?为何大多数企业成长伴伴随员工自由缩减和企业日益官僚化？第46页47DesireforBiggerPositiveImpactCreatesGrowth对于做大渴望压缩了创造增加Growth第47页48GrowthIncreasesComplexity成长增加了企业复杂度Complexity第48页49GrowthAlsoOftenShrinksTalentDensity成长经常稀释了人才密度%HighPerformanceEmployeesComplexity第49页50ChaosEmerges（混乱出现）%HighPerformanceEmployees（高效能职员百分比）Chaos and errors spike here businesshas become too complex to runinformally with this talent level（混乱和错误钉牢这里，在这个人才水平上，业务已经变得太过复杂而不可能以非范式形态运行。）Complexity（复杂度）第50页51ProcessEmergestoStoptheChaos流程开始出现以停顿混乱Procedures（流程）Noonelovesprocess,butfeelsgoodcomparedtothepainofchaos没有些人喜欢流程，不过和混乱带来痛苦相比，前者让人感觉好一点。“Timetogrowup”becomestheprofessionalmanagementsmantra“成长时候到了”已经成为职业经理人密咒。第51页52Process-focusDrivesMoreTalentOut强调流程作业驱离更多人才%HighPerformanceEmployees高绩效职业人员百分比降低第52页53ProcessBringsSeductivelyStrongNear-TermOutcome流程作业引出强有力短期行为结果Ahighly-successfulprocess-drivencompany一个高度成功流程驱动型企业Withleadingshareinitsmarket在所处市场上占据领先份额Minimalthinkingrequired对思索需求最少Fewmistakesmadeveryefficient极少犯错-听起来不错Fewcuriousinnovator-mavericksremain极少有好奇创新者-难有突破Veryoptimizedprocessesforitsexistingmarket对既存市场拥有高度优化流程Efficiencyhastrumpedflexibility效率战胜了灵活性第53页54ThentheMarketShifts接着市场变了Marketshiftsduetonewtechnologyorcompetitorsorbusinessmodels因为新技术或者新对手或者新商业模式出现，市场变了。Companyisunabletoadaptquickly前述企业不能快速适应becausetheemployeesareextremelygoodatfollowingtheexistingprocesses,andprocessadherenceisthevaluesystem因为员工们已经极端适应现有流程作业，对流程依靠是系统价值关键。Companygenerallygrindspainfullyintoirrelevance这么企业将会痛苦地被碾成昨日黄花。第54页55SeemsLikeThreeBadOptions貌似更糟第三种选择1.Staycreativebystayingsmall,butthereforehavelessimpact经过保持企业小型化而保留创新能力，不过所以失去市场影响力。2.Avoidrulesasyougrow,andsufferchaos成长同时不设置规则，然后为混乱所苦。3.Useprocessasyougrowtodriveefficientexecutionofcurrentmodel,butcripplecreativity,flexibility,andabilitytothrivewhenyourmarketeventuallychanges当企业成长时，使用流程驱动现有模式有效执行。当市场最终改变时，只能用跛脚创新能力、灵活性和业务能力实现成长。第55页56AFourthOption第4种选择AvoidChaosasyougrowwithEverMoreHighPerformancePeoplenotwithRules经过和更多高效能员工共同成长，而非制订规则以防止混乱Thenyoucancontinuetomostlyruninformallywithself-discipline,andavoidchaos于是你能够最大程度上凭借自律而使得灵活运作业务得以进行，同时防止混乱Theruninformallypartiswhatenablesandattractscreativity灵活运作那一部分能够激发和吸引创造力第56页57TheKey:IncreaseTalentDensityfasterthanComplexityGrows关键点：以超出复杂度提升速度提升人才密度%HighPerformanceEmployees高绩效人才密度BusinessComplexity商业复杂度第57页58IncreaseTalentDensity提升人才密度Topofmarketcompensation支付市场最高薪酬Attracthigh-valuepeoplethroughfreedomtomakebigimpact用自由吸引高价值人才产生巨大影响Bedemandingabouthighperformanceculture强化高效能企业文化%HighPerformanceEmployees第58页59MinimizeComplexityGrowth将复杂度增加降至最小BusinessComplexity商业复杂度Fewbigproductsvsmanysmallones用少数大产品取代数量众多小产品Eliminatedistractingcomplexity(barnacles)消除让人分散精力复杂度（藤壶）Bewaryofefficiencyoptimizationsthatincreasecomplexityandrigidity警觉效率优化所带来复杂度和僵化度增加Note:sometimeslong-termsimplicityisachievedonlythroughburstsofcomplexitytoreworkcurrentsystems注：有时长久简单化只有经过现有系统暴发式复杂性再造才能完成。第59页60WiththeRightPeople,和正确人一起工作，InsteadofaCultureofProcessAdherence,而非流程控制他们，WehaveaCultureofCreativityandSelf-Discipline,FreedomandResponsibility我们因而建立起富于创新精神和自律精神，自由和负责企业文化第60页61IsFreedomAbsolute?自由是绝对需要吗？Areallrules&processesbad?是否全部规则和流程都不好？第61页62Freedomisnotabsolute自由不是绝正确Like“freespeech”therearesomelimitedexceptionsto“freedomatwork”正如“言论自由”一样，“工作中自由”也有几项有限例外第62页63TwoTypesofNecessaryRules两类必要规则1.Preventirrevocabledisaster为了阻止不可挽回灾难Financialsproducedarewrong财务程序错误Hackersstealourcustomerscreditcardinfo黑客窃取了我们用户信用卡号2.Moral,ethical,legalissues 为了防止道德、伦理和法律问题Dishonesty,harassmentareintolerable不老实，性骚扰都是不能容忍第63页64Mostly,though,Rapid Recovery istheRightModel（大多数情况下，快速修正都是正确模式）Justfixproblemsquickly尽快修复问题High performers make very few errors 高效能员工极少犯错Wereinacreative-inventivemarket,notasafety-criticalmarketlikemedicineornuclearpower我们处于一个创新市场，而不是一个类似医药或者核能这么以安全性为第一市场Youmayhaveheardpreventingerrorischeaperthanfixingit你可能听说过预防错误比修复代价更低Yes,inmanufacturingormedicine,but是，在制造业或者制药业确实如此，但Not so in creative environments 在创新型行业里并非如此。第64页65“Good”versus“Bad”Process好流程VS.坏流程“Good”processhelpstalentedpeoplegetmoredone好流程帮助人才搞定更多事情Lettingothersknowwhenyouareupdatingcode当你在升级代码时让其它人知道Spendwithinbudgeteachquartersodonthavetocoordinateeveryspendingdecisionacrossdepartments在每个季度都按照预算花钱，这么就不用频繁经过部门会议调整每一笔支出Regularlyscheduledstrategyandcontextmeetings定时制订战略和搞清会议背景第65页66“Good”versus“Bad”Process好流程VS.坏流程“Bad”processtriestopreventrecoverablemistakes坏流程试图阻止能够恢复错误Getpre-approvalsfor$5kspending得到预先同意5000美金支出额度3peopletosignoffonbanneradcreative要3个人签字才能终止横幅广告创意Permissionneededtohangaposteronawall在墙上贴个海报需要许可Multi-levelapprovalprocessforprojects项目所需多层级许可流程Get10peopletointervieweachcandidate找10个人去面试每一个应聘者第66页67RuleCreep规则潜行“Bad”processestendtocreepin坏流程倾向于潜入Preventingerrorsjustsoundssogood能够预防错误只是听起来不错Wetrytogetridofruleswhenwecan,toreinforcethepoint我们尽可能去除繁文缛节，以强化工作重点。第67页68Example:NetflixVacationPolicyandTracking案例：Netflix休假要求和考勤管理Until we had the standard model of N days per year截至，我们有一个每年N天假期标准休假模式第68页69Meanwhile与此同时Wereallworkingonlinesomenightsandweekends,respondingtoemailsatoddhours,spendingsomeafternoonsonpersonaltime,andtakinggoodvacations一些晚上和周末，我们都在工作，在非上班时间回邮件，在私人时间下午工作，然后休假第69页70Anemployeepointedout一个员工指出Wedonttrackhoursworkedperdayorperweek,sowhyarewetrackingdaysofvacationperyear?我们并不追踪天天或者每七天工作时间，为何我们要追踪每年休假了几天呢？第70页71Werealized我们意识到了Weshouldfocusonwhatpeoplegetdone,notonhowmanydaysworked我们应该关注人们做了什么，而不是做了多少天。Justaswedonthavean9am-5pmworkdaypolicy,wedontneedavacationpolicy既然我们没有朝九晚五工作时间要求，我们也就不需要假期要求。第71页72NetflixVacationPolicyandTrackingNetflix休假要求和考勤管理是：“thereisnopolicyortracking”“没有休假制度要求”第72页73ThereisalsonoclothingpolicyatNetflix,butnoonecomestoworknaked在N