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In contrast, check out netflix's corporate culture principles. The first few slides call out that Enron's main 'corporate value' was integrity. https://igormro

In contrast, check out netflix's corporate culture principles. The first few slides call out that Enron's main 'corporate value' was integrity. https://igormroz.com/documents/netflix_culture.pdf https://igormroz.com/documents/netflix_culture.pdf

elteto 5y ago
Wow, I’d never seen that deck. It’s incredibly honest and direct and does not read like typical corpo-speak. I don’t know if they practice what they preach at Netflix but they definitely got a bit more of respect from me.
- EForEndeavour 5y ago
  I also LOVE the minimalist styling of these slides. Maybe that's because they're meant to be read rather than presented, but my god am I exhausted from prolonged exposure to professionally designed, image-heavy slide decks which seek to minimize the ratio of information to file size and consume so much human talent. Miss me with that stock-photo-of-impossibly-attractive-and-happy-people-white boarding shit.
- Sr_developer 5y ago
  LOL!!!!! > In procedural work, the best are 2x better than the average. In creative work, the best are 10x better than the average, so huge premium on creating effective teams of the best Pulled from their asses > Great Workplace is Stunning Colleagues Well, NO. Having smart and competent colleagues is for sure desirable but it is just one trait (Maybe not the most important one) > Netflix Vacation Policy and Tracking “there is no policy or tracking” This is a huge huge red-flag.One of the reasons (among many) is that people tend to overestimate their contribution to team and underestimate their peers' .So when Susy takes 2 weeks off (deservedly according to her) you get pissed because you think you have done 2X as much as her and you only took one week off. And this is the tamest of the complications.Vacations should be like salaries, they need to be spelled out very clearly and not subject to ambiguous "rules". > Highly‐Aligned Loosely‐Coupled teamwork effectiveness is dependent on high performance people and good context. Goal is to be Big and Fast and Flexible. Thank God they were free of corporate mumbo-jumbo. Most of the slides are in a similar vein. They want to justify culling people indiscriminately (and they are withing their rights) but they are not being cool, innovative or different because of that. They are just another company which wants to extract as much value from their employees as possible while minimizing the cost.
  - deleted 5y ago
    [deleted]
  - jacobr1 5y ago
    Netflix was the first SV company to articulate all these ideas (more or less) coherently. They are now pretty common, especially the no-specific-PTO policy. This is kind of like the "Seinfeld isn't funny" trope. You may or may not agree with their approach (and apparently it has changed a bit from when it was written - including the head of HR who pushed these ideas being semi-forced out!) but Netflix should get a bunch of credit for innovating on corporate culture.
    - Sr_developer 5y ago
      If you think Netflix is the first company to do this either you are very young and/or very inexperienced. Wharton was founded in the 19th century and Harvard has been granting MBAs since 1908. Corporate-Speak followed not much later.
      - jacobr1 5y ago
        Sure, many of these ideas have been floating around for a while. That said, I stand by the claim that you can draw a causal line from the publishing of the Netflix culture deck and the widespread adoption of "Unlimited PTO" for example. NF wasn't the first, for sure, but their deck gained mindshare with a generation of SV executives and implemented the idea at their companies. Similarly, I'd posit Spotify and Valve had as similar impact as major points of reference. That doesn't mean Drucker doesn't exist, but they are part of the cannon of SV company building Lore.
  - 8note 5y ago
    You also usually don't know other people's salaries. Susy can still take two weeks to your one while appearing to do less work because she's a better negotiator
    - Sr_developer 5y ago
sergiotapia 5y ago
I love Netflix's principles. I used them as inspiration for our own.
CobrastanJorji 5y ago
I like a lot of the stuff in these slides, but "adequate performance means you're fired" always seemed stupid to me. It's a contradiction. If your work needs to be better to keep your job, your work is by definition inadequate. You can't have stars in every position because stars are the people who stand out from the other people. It just doesn't make any sense outside of a motivational poster. You could say instead "performance that would be perfectly adequate at most other companies is a firing offense here." That actually means something. I don't like that one, but at least it has a meaning. Everything ELSE about this presentation is nice, but it's weird to write all that great information about how "mottos chiseled in stone in the front gate are useless" and then write "we only employ stars!"

elteto 5y ago

Wow, I’d never seen that deck. It’s incredibly honest and direct and does not read like typical corpo-speak. I don’t know if they practice what they preach at Netflix but they definitely got a bit more of respect from me.

EForEndeavour 5y ago
I also LOVE the minimalist styling of these slides. Maybe that's because they're meant to be read rather than presented, but my god am I exhausted from prolonged exposure to professionally designed, image-heavy slide decks which seek to minimize the ratio of information to file size and consume so much human talent. Miss me with that stock-photo-of-impossibly-attractive-and-happy-people-white boarding shit.
Sr_developer 5y ago
LOL!!!!! > In procedural work, the best are 2x better than the average. In creative work, the best are 10x better than the average, so huge premium on creating effective teams of the best Pulled from their asses > Great Workplace is Stunning Colleagues Well, NO. Having smart and competent colleagues is for sure desirable but it is just one trait (Maybe not the most important one) > Netflix Vacation Policy and Tracking “there is no policy or tracking” This is a huge huge red-flag.One of the reasons (among many) is that people tend to overestimate their contribution to team and underestimate their peers' .So when Susy takes 2 weeks off (deservedly according to her) you get pissed because you think you have done 2X as much as her and you only took one week off. And this is the tamest of the complications.Vacations should be like salaries, they need to be spelled out very clearly and not subject to ambiguous "rules". > Highly‐Aligned Loosely‐Coupled teamwork effectiveness is dependent on high performance people and good context. Goal is to be Big and Fast and Flexible. Thank God they were free of corporate mumbo-jumbo. Most of the slides are in a similar vein. They want to justify culling people indiscriminately (and they are withing their rights) but they are not being cool, innovative or different because of that. They are just another company which wants to extract as much value from their employees as possible while minimizing the cost.
- deleted 5y ago
  [deleted]
- jacobr1 5y ago
  Netflix was the first SV company to articulate all these ideas (more or less) coherently. They are now pretty common, especially the no-specific-PTO policy. This is kind of like the "Seinfeld isn't funny" trope. You may or may not agree with their approach (and apparently it has changed a bit from when it was written - including the head of HR who pushed these ideas being semi-forced out!) but Netflix should get a bunch of credit for innovating on corporate culture.
  - Sr_developer 5y ago
    If you think Netflix is the first company to do this either you are very young and/or very inexperienced. Wharton was founded in the 19th century and Harvard has been granting MBAs since 1908. Corporate-Speak followed not much later.
    - jacobr1 5y ago
      Sure, many of these ideas have been floating around for a while. That said, I stand by the claim that you can draw a causal line from the publishing of the Netflix culture deck and the widespread adoption of "Unlimited PTO" for example. NF wasn't the first, for sure, but their deck gained mindshare with a generation of SV executives and implemented the idea at their companies. Similarly, I'd posit Spotify and Valve had as similar impact as major points of reference. That doesn't mean Drucker doesn't exist, but they are part of the cannon of SV company building Lore.
- 8note 5y ago
  You also usually don't know other people's salaries. Susy can still take two weeks to your one while appearing to do less work because she's a better negotiator
  - Sr_developer 5y ago

sergiotapia 5y ago

I love Netflix's principles. I used them as inspiration for our own.

CobrastanJorji 5y ago

I like a lot of the stuff in these slides, but "adequate performance means you're fired" always seemed stupid to me. It's a contradiction. If your work needs to be better to keep your job, your work is by definition inadequate. You can't have stars in every position because stars are the people who stand out from the other people. It just doesn't make any sense outside of a motivational poster. You could say instead "performance that would be perfectly adequate at most other companies is a firing offense here." That actually means something. I don't like that one, but at least it has a meaning. Everything ELSE about this presentation is nice, but it's weird to write all that great information about how "mottos chiseled in stone in the front gate are useless" and then write "we only employ stars!"