On the subject of firm tradition, Netflix is a drive to be reckoned with. Its well-known “Freedom & Duty Tradition” presentation has made waves and launched concepts that are actually commonplace, like limitless paid time off and a radical method to worker empowerment.
However what’s actually behind Netflix’s distinctive method to firm tradition? And the way do they entice and recruit high expertise in each tech and leisure?
We sat down with Sergio Ezama, Chief Human Assets Officer at Netflix, to search out out.
Simplicity is Key
At Netflix, every part is predicated on 5 easy rules:
- Encourage decision-making by workers
- Share info overtly, broadly, and intentionally
- Talk candidly and instantly
- Hold solely your extremely efficient folks
- Keep away from guidelines
These pointers inform all kinds of administration insurance policies at Netflix, from their limitless trip coverage to their five-word expense coverage: “Act in Netflix’s greatest curiosity.”
This administration construction, which Netflix sums up as “extremely aligned and loosely coupled,” allows them to develop whereas nonetheless retaining the flexibility to make large pivots rapidly. Briefly, it’s how they have been capable of transition from mailing DVDs on to prospects into changing into a video streaming platform, after which make the bounce into producing their very own high-quality content material.
Working with the Greatest
Ezama rapidly factors out that the Netflix tradition memo is an exterior doc, not an inner one. They need it to be the very first thing a candidate reads concerning the firm and the primary doc you obtain for those who’re making use of for a job.
“We need to strike a steadiness between being a bit completely different, being credible, and being aspirational,” Ezama says. Which means placing what they stand for entrance and middle and being OK with the truth that it’s not going to attraction to everybody. The work is difficult, and excellence is predicted as a result of that’s what it takes to be the very best at what you do.
For Ezama and the candidates he’s in search of, the prospect to be on a dream workforce that comes collectively to unravel very difficult issues makes working at Netflix so rewarding. It’s the central Employer Worth Proposition that drives all of their employer branding work.
“Industries will change over time, and cultures will change over time,” he says, “however working with the very best folks is one thing that can stay fixed.”
Because the CHRO of a giant group, Ezama is keen about measuring the success of employer branding efforts. When somebody involves him with an thought, the very first thing he’s in search of is conviction. Are you keen about this? Are you actually, actually behind this? And secondly, what’s the proof? What output can we measure?
At Netflix, they depend on the Employer Model Index to provide them the info they should measure their employer branding efforts. “The work that we do with Hyperlink People helps us perceive if we’re being aggressive or not, not solely with Netflix but additionally relative to these we compete towards,” Ezama says.
So, what’s the takeaway?
Netflix is an organization that’s dedicated to simplicity, excellence, and dealing with the very best folks. When you’re in search of a difficult and rewarding work setting the place you might be a part of a dream workforce that solves large issues, then Netflix is likely to be the place for you.
However be warned: Netflix just isn’t for everybody. The work is difficult and excellence is predicted. If a candidate just isn’t up for the problem, then it’s in all probability greatest to look elsewhere.
But when they’re prepared to affix a workforce of the very best and brightest minds on this planet, then Netflix is the place to be.