Netflix文化：自由与责任(中英文双语对照版)课件.ppt

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1、1,Netflix Culture:Netflix文化：Freedom & Responsibility自由与责任,1Netflix Culture:Netflix文化：,2,We Seek Excellence我们寻求卓越,Our culture focuses on helping us achieve excellence我们的文化聚焦于帮助自己达成卓越,2We Seek Excellence我们寻求卓越Our,3,Seven Aspects of our Culture文化的7个方面,Values are what we Value（价值观来自于我们推崇和珍视的价值）High Perf

2、ormance （追求高绩效）Freedom & Responsibility（自由和责任）Context, not Control（情景管理而非控制）Highly Aligned, Loosely Coupled（认同一致，松散耦合）Pay Top of Market（支付市场最高工资）Promotions & Development （晋升和成长）,3Seven Aspects of our Culture,4,Many companies have nice sounding value statements displayed in the lobby, such as:众多公司在大堂

3、展示动听的价值观，诸如：,Integrity正直Communication沟通Respect尊重Excellence卓越,4Many companies have nice soun,5,Enron, whose leaders went to jail, and which went bankrupt from fraud, had these values displayed in their lobby:安然公司，高层入狱，公司因欺诈而破产，在它的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,(These v

4、alues were not, however, what was really valued at Enron这些字眼显然并非是安然公司真正的价值观),5Enron, whose leaders went to,6,The actual company values, as opposed to the nice-sounding values, are shown by who gets rewarded, promoted, or let go公司真正的价值观和动听的价值观完全相反，是具体通过哪些人被奖励、被提升和被解雇来体现。,6The actual company values, a

5、,7,Actual company values are thebehaviors and skillsthat are valued in fellow employees真正的价值观是被员工所重视的行为和技能。,7Actual company values are the,8,At Netflix, we particularly value the following nine behaviors and skills in our colleagues在Netflix，我们特别珍视以下9项同事们拥有的行为和技能,meaning we hire and promote people wh

6、o demonstrate these nine也意味着我们雇佣和升迁能够体现这9项特质的员工,8At Netflix, we particularly,9,You make wise decisions (people, technical, business, and creative) despite ambiguity你在对人，对技术、对商务和对创新上能够做出明智的决定，摒弃模棱两可You identify root causes, and get beyond treating symptoms 你明辨事物根由，不为表象所惑You think strategically, and c

7、an articulate what you are, and are not, trying to do 你能战略性思考，有自知之明，并努力做到You smartly separate what must be done well now, and what can be improved later 你能很聪明地分清楚哪些事现在必须完成，哪些事可以稍后跟进,Judgment判断力,9You make wise decisions (peop,10,Communication沟通力,You listen well, instead of reacting fast, so you can b

8、etter understand 你善于聆听，而非快速反驳。如此你能够更好地理解You are concise and articulate in speech and writing 你在说和写的时候简洁清晰You treat people with respect independent of their status or disagreement with you你待人接物心存敬意，不在意对方的身份，也不在意对方持有异议You maintain calm poise in stressful situations 在重压之下，你也能镇定自若,10CommunicationYou lis

9、ten well,11,Impact影响力,You accomplish amazing amounts of important work 你能完成众多重要工作You demonstrate consistently strong performance so colleagues can rely upon you 你的同事能仰仗你持续输出的强大工作能力You focus on great results rather than on process 你注重结果而非过程You exhibit bias-to-action, and avoid analysis-paralysis 你偏好先

10、发制人而非谋定后动,11ImpactYou accomplish amazing,12,Curiosity好奇心,You learn rapidly and eagerly 快速学习且渴望学习You seek to understand our strategy, market, customers, and suppliers努力理解公司的战略、市场、用户和供应商You are broadly knowledgeable about business, technology and entertainment 拥有对商业、技术和娱乐的广泛认知You contribute effectivel

11、y outside of your specialty 在你专长之外也能有效提供贡献,12CuriosityYou learn rapidly a,13,Innovation创新,You re-conceptualize issues to discover practical solutions to hard problems你能重构概念以找出难题的特别解决之道 You challenge prevailing assumptions when warranted, and suggest better approaches你能挑战成见，给出更好的方法You create new idea

12、s that prove useful 你能想出的新点子且被证实有效You keep us nimble by minimizing complexity and finding time to simplify 你能通过降低复杂度，找到简化时间的方法以保持公司的敏捷,13InnovationYou re-conceptuali,14,Courage勇气,You say what you think even if it is controversial 你想说什么就说什么，哪怕有所争议You make tough decisions without agonizing 你能毫无痛苦地作出艰难

13、决定You take smart risks 你能明智地冒险You question actions inconsistent with our values 你能质疑和我们价值观不一的行为,14CourageYou say what you thin,15,Passion热情,You inspire others with your thirst for excellence 以你对卓越的渴望激励他人You care intensely about Netflixs success 你对公司的成功深系于心You celebrate wins 你热爱胜利You are tenacious你坚忍

14、不拔,15PassionYou inspire others wi,16,Honesty诚实,You are known for candor and directness 众人认为你坦白直率You are non-political when you disagree with others 你不同意他人意见时并非出于公司政治的考量You only say things about fellow employees you will say to their face 你不背后议论他人You are quick to admit mistakes 你能很快承认错误,16HonestyYou

15、are known for can,17,Selflessness无私,You seek what is best for Netflix, rather than best for yourself or your group你寻求的是什么对Netflix最好，而不是什么对你自己和你的小团队最好 You are ego-less when searching for the best ideas 当大家一起找寻最佳方案时，你没有那么多自我要维护You make time to help colleagues 你愿意花时间帮助同事You share information openly and

16、 proactively你能主动开放地分享资讯,17SelflessnessYou seek what is,18,Seven Aspects of our Culture文化的7个方面,Values are what we Value（价值观来自于我们推崇和珍视的价值）High Performance （追求高绩效）Freedom & Responsibility（自由和责任）Context, not Control（情景管理而非控制）Highly Aligned, Loosely Coupled（认同一致，松散耦合）Pay Top of Market（支付市场最高工资）Promotions

17、 & Development （晋升和成长）,18Seven Aspects of our Culture,19,Imagine if every person at Netflix is someone you respect and learn from设想一下，如果公司里的任何一个员工，你都发自内心地尊重，而且能够从他们身上学到东西,19Imagine if every person at N,20,Great Workplace is Stunning Colleagues最好的工作环境是拥有一群超级棒的同事,Great workplace is not espresso, lush

18、benefits, sushi lunches, grand parties, or nice offices最好的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 We do some of these things, but only if they are efficient at attracting and retaining stunning colleagues我们也会做上述的事情，但那只是因为这样才能吸引和留住那些超级棒的同事。,20Great Workplace is Stunning,21,Like every company, we try to hire

19、 well和许多公司一样，我们努力将招聘做好,21Like every company, we try,22,Unlike many companies, we practice:和许多公司不一样，我们实行： adequate performance gets a generous severance package仅仅做到称职的员工，也要拿钱走人,22Unlike many companies, we p,23,Were a team, not a family我们是个团队，不是个家庭Were like a pro sports team, not a kids recreational t

20、eam我们就像个专业运动队，而不是小孩子过家家Netflix leadershire, develop and cut smartly, so we have stars in every position因为Netflix的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,23Were a team, not a family我,24,The Keeper Test Managers Use:管理者的员工去留测试：,Which of my people, if they told me they were leaving,for a similar job at a peer

21、 company, would I fight hard to keep at Netflix?我手下的员工里，如果有人要辞职去同业公司做类似工作，有哪些人是我会拼命挽留的？,24The Keeper Test Managers Use,25,The other people should get a generous severance now, so we can open a slot to try to find a star for that role如果不是，那么这样的员工我们只能让他们拿钱走人，这样我们才能空出位子，为团队找到明星员工。,The Keeper Test Manag

22、ers Use:管理者的员工去留测试：,Which of my people, if they told me they were leaving,for a similar job at a peer company, would I fight hard to keep at Netflix?我手下的员工里，如果有人要辞职去同业公司做类似工作，有哪些人是我会拼命挽留的？,25The other people should get,26,Honesty Always永远保持诚实,Asa leader, no one in your group should be materially sur

23、prised of your views作为领导者，你团队中的任何一名成员都不应该对你的评估感到特别惊奇,26Honesty Always永远保持诚实Asa le,27,Candor is not just a leaders responsibility, and you should periodically ask your manager: “If I told you I were leaving, how hard would you work to change my mind?”坦诚不单是领导者的责任，作为员工，你也应该定期地询问你领导：如果我告诉你我要辞职，那你会多大程度上努

24、力挽留我？,Honesty Always永远保持诚实,27Candor is not just a leader,28,All of Us are Responsible for Ensuring We Live our Values我们所有人都有责任确保价值观的延续,“You question actions inconsistent with our values” is part of the Courage value质疑和我们价值观不一致的行为”是勇气那一章的一部分。Akin to the honor code pledge: “I will not lie, nor cheat,

25、nor steal, nor tolerate those who do”和我们的荣誉准则一致：“我不撒谎，不欺诈，不偷窃，也绝不容忍这么做的人。,28 All of Us are Responsible,29,Pro Sports Team Metaphor is Good, but Imperfect专业运动队的比喻很好，但有瑕疵。,Athletic teams have a fixed number of positions, so team members are always competing with each other for one of the precious slot

26、s运动队有固定的位置数量，所以成员们会为了宝贵的位置而相互竞争。,29Pro Sports Team Metaphor is,30,Corporate Team合作团队,The more talent we have, the more we can accomplish, so our people assist each other all the time我们的团队能力越大，我们所取得的成就也就越大，所以我们的人始终彼此帮助。Internal “cutthroat” or “sink or swim” behavior is rare and not tolerated内部人员之间的倾轧

27、行为非常少见，而且不被容忍。,30Corporate Team合作团队The more,31,We Help Each Other To Be Great我们彼此帮助，共同成就。,31We Help Each Other To Be Gr,32,Isnt Loyalty Good? 忠诚有益？What about Hard Workers?如何对待勤奋员工？What about Brilliant Jerks? 如何对待不羁天才？,32Isnt Loyalty Good? 忠诚有益？,33,Loyalty is Good忠诚有益,Loyalty is good as a stabilizer忠

28、诚就像稳定器一样有益。People who have been stars for us, and hit a bad patch, get a near term pass because we think they are likely to become stars for us again那些想成为明星员工的人表现低迷，会得到原谅，因为我们认为他们很有可能会再次成为我们的明星员工。We want the same: if Netflix hits a temporary bad patch, we want people to stick with us我们也想得到同样的回馈：如果Ne

29、tflix遭遇短期低迷，我们希望员工会和我们紧密团结在一起。But unlimited loyalty to a shrinking firm, or to an ineffective employee, is not what we are about但是，对于一个走下坡路的公司，或者对一个无效率的员工，无限度的忠诚并非我们所希望的。,33Loyalty is Good忠诚有益Loyalty,34,Hard Work Not Relevant勤奋工作-并非切题,We dont measure people by how many hours they work or how much th

30、ey are in the office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队的标准。We do care about accomplishing great work我们只在意是否完成了伟大的工作成就。Sustained B-level performance, despite “A for effort”, generates a generous severance package, with respect持续做出B级的工作输出，不想着做到A级的效能，只能请他拿钱走人，客客气气的。Sustained A-level performance, despit

31、e minimal effort, is rewarded with more responsibility and great pay保持A级的工作输出，追求最大效用，将会被委以重任，酬以重金。,34Hard Work Not Relevant勤奋工,35,Brilliant Jerks不羁天才,Some companies tolerate them有些公司容忍他们。For us, cost to effective teamwork is too high对于我们而言，这种人会使得保持团队效率的代价太大。Diverse styles are fine as long as person

32、embodies the 9 values保持多样性的风格很好，但这个人得体现出前述9种价值观。,35Brilliant Jerks不羁天才Some com,36,Why are we so insistent on high performance?为什么我们对高效能如此坚持？,In procedural work, the best are 2x 对于程序型的工作，顶级员工的输出量是一般员工的2倍。better than the average.In creative/inventive work, the best are 10 x better than the average, 对于

33、创新型/创意型的工作，顶级员工的输出量是一般员工的10倍！so huge premium on creating effective teams of the best以顶级员工组成的高效团队就有那么大提升！,36Why are we so insistent on,37,Why are we so insistent on high performance?为什么我们对高效能如此坚持？,Great Workplace is Stunning Colleagues最好的工作环境是拥有一群超级棒的同事。,37Why are we so insistent on,38,Our High Perfo

34、rmance Culture Not Right for Everyone我们的高效能文化并非对所有人都合适。,Many people love our culture, and stay a long time许多人喜欢我们的企业文化，并且呆了很长时间They thrive on excellence and candor and change他们因为公司的卓越、坦率和变化而成长。They would be disappointed if given a severance package, but lots of mutual warmth and respect他们会因为被辞退而感觉到失

35、望，但是带走彼此之间的热情和尊重。,38Our High Performance Culture,39,Our High Performance Culture Not Right for Everyone我们的高效能文化并非对所有人都合适。,Some people, however, value job security and stability over performance, and dont like our culture部分人看重工作的安稳甚于高效输出，而且并不喜欢我们的企业文化。They feel fearful at Netflix他们在Netflix会心怀忧惧。They

36、are sometimes bitter if let go, and feel that we are political place to work如果让他们走人，有时他们会感到苦涩，觉得我们在搞办公室政治。,39Our High Performance Culture,40,Our High Performance Culture Not Right for Everyone我们的高效能文化并非对所有人都合适。,Were getting better at attracting only the former, and helping the latter realize we are

37、not right for them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。,40Our High Performance Culture,41,Seven Aspects of our Culture文化的7个方面,Values are what we Value（价值观来自于我们推崇和珍视的价值）High Performance （追求高绩效）Freedom & Responsibility（自由和责任）Context, not Control（情景管理而非控制）Highly Aligned, Loosely Coupled（认同一致，松散耦合）P

38、ay Top of Market（支付市场最高工资）Promotions & Development （晋升和成长）,41Seven Aspects of our Culture,42,The Rare Responsible Person,Self motivating（自励）Self aware（自知）Self disciplined（自律）Self improving（自我提升）Acts like a leader（如同领导者一般行事）Doesnt wait to be told what to do（不会等着被叫去做事）Picks up the trash lying on the f

39、loor（主动捡起地上的垃圾）,42The Rare Responsible PersonS,43,Responsible People Thrive on Freedom, and are Worthy of Freedom有责任感的人因为自由而成长，也配得上这份自由。,43Responsible People Thrive o,44,Our model is to increase employee freedom as we grow,rather than limit it, 公司成长的同时增进员工的自由，而非限制；to continue to attract and nourish

40、innovative people, so we have better chance of sustained success持续吸引和培育有创新精神的员工，使得公司更有可能维继成功。,44Our model is to increase em,45,Most Companies Curtail Freedom as they get Bigger大多数公司伴随成长而来的是缩减员工自由,Bigger企业越来越大,Employee Freedom职业自由度越来越低,45Most Companies Curtail Fre,46,Why Do Most Companies Curtail Fre

41、edom and Become Bureaucratic as they Grow?为什么大多数公司成长伴随着员工自由的缩减和公司的日益官僚化？,46Why Do Most Companies Curta,47,Desire for Bigger Positive Impact Creates Growth对于做大的渴望压缩了创造的增长,Growth,47Desire for Bigger Positive I,48,Growth Increases Complexity成长增加了公司的复杂度,Complexity,48Growth Increases Complexity,49,Growth

42、 Also Often Shrinks Talent Density成长经常稀释了人才密度,% High Performance Employees,Complexity,49Growth Also Often Shrinks Ta,50,Chaos Emerges（混乱出现）,% High Performance Employees（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

43、经变得太过复杂而不可能以非范式的形态运行。）,Complexity（复杂度）,50Chaos Emerges（混乱出现）% High Pe,51,Process Emerges to Stop the Chaos流程开始出现以停止混乱,Procedures（流程）,No one loves process, but feels good compared to the pain of chaos没有人喜欢流程，但是和混乱带来的痛苦相比，前者让人感觉好一点。“Time to grow up” becomes the professional managements mantra“成长的时候到了”

44、已经成为职业经理人的密咒。,51Process Emerges to Stop the,52,Process-focus Drives More Talent Out强调流程作业驱离更多人才,% High Performance Employees高绩效职业人员百分比降低,52Process-focus Drives More Ta,53,Process Brings Seductively Strong Near-Term Outcome流程作业引出强有力的短期行为结果,A highly-successful process-driven company一个高度成功的流程驱动型公司With

45、leading share in its market在所处的市场上占据领先份额Minimal thinking required对思考的需求最少Few mistakes made very efficient很少犯错-听起来不错Few curious innovator-mavericks remain很少有好奇的创新者-难有突破Very optimized processes for its existing market对既存市场拥有高度优化的流程Efficiency has trumped flexibility效率战胜了灵活性,53Process Brings Seductively

46、 S,54,Then the Market Shifts接着市场变了,Market shifts due to new technology or competitors or business models由于新技术或者新对手或者新商业模式的出现，市场变了。Company is unable to adapt quickly 前述公司不能快速适应because the employees are extremely good at following the existing processes, and process adherence is the value system因为员工们已

47、经极端适应既有的流程作业，对流程的依靠是系统价值的核心。Company generally grinds painfully into irrelevance 这样的公司将会痛苦地被碾成昨日黄花。,54Then the Market Shifts接着市场,55,Seems Like Three Bad Options貌似更糟的第三种选择,1. Stay creative by staying small, but therefore have less impact 通过保持公司小型化而保存创新能力，但是因此失去市场影响力。2. Avoid rules as you grow, and suf

48、fer chaos 成长的同时不设立规则，然后为混乱所苦。3. Use process as you grow to drive efficient execution of current model, but cripple creativity, flexibility, and ability to thrive when your market eventually changes 当公司成长时，使用流程驱动现有模式的有效执行。当市场最终改变时，只能用跛脚的创新能力、灵活性和业务能力实现成长。,55Seems Like Three Bad Options,56,A Fourth Op

49、tion第4种选择,Avoid Chaos as you grow with Ever More High Performance People not with Rules 通过和更多高效能员工共同成长，而非制定规则以避免混乱Then you can continue to mostly run informally with self-discipline, and avoid chaos 于是你可以最大程度上凭借自律而使得灵活运作的业务得以进行，同时避免混乱The run informally part is what enables and attracts creativity 灵活

50、运作的那一部分能够激发和吸引创造力,56A Fourth Option第4种选择Avoid C,57,The Key: Increase Talent Density faster than Complexity Grows关键点：以超过复杂度提升的速度提升人才密度,% High Performance Employees高绩效人才的密度,Business Complexity商业复杂度,57The Key: Increase Talent De,58,Increase Talent Density提升人才密度,Top of market compensation 支付市场最高薪酬Attrac