PublicOrgTheory

Bret Simmons points up this refreshingly honest presentation for Netflix employees:

Here are some of my favorite points from the slide show:

• YOU question values inconsistent with our values.  ALL of us are responsible for value consistency
• Great workplace is stunning colleagues
• To avoid surprises, YOU should periodically ask you manager “If I told you I was leaving, how hard would you work to change my mind to stay at Netflix?”
• “Brilliant Jerks”. Some companies tolerate them (we don’t).
• Responsible people thrive on freedom, and are worthy of freedom
• Increase talent diversity faster than complexity (this entire section on growth and complexity is BRILLIANT).
• Managers: when one of your talented people does something dumb, don’t blame them. Instead, ask yourself what context you failed to set.
• It is a healthy idea, not a traitorous one, to understand what other firms would pay you by interviewing and talking to peers at other companies. Talk to your manager about what you find.

I think what they are doing is extremely impressive.  What is glaringly obvious to me is they have put a lot of thought into understanding why their employees behave the way they do.  They are practicing the principles I have talked about in my article “The Pinnacle of Learning.”

Please, don’t spend a single second thinking about how you can copy some of what Netflix is doing in your company.  Instead, think hard about why it works and why your company is not similarly impressive.

“How” is the wrong question.

I quoted Simmons at length because those are some of my favorite points as well, and because his conclusion is spot-on.  Bad news about the presentation:  it is 128 slides.  Good news about the presentation:  it is meant to be read, and it is compelling throughout.  For those who work with organizations in practical disciplines, this is a good tool for challenging the status quo with your clients.