In relation to firm tradition, Netflix is a power 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 appeal to and recruit prime 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, all the pieces relies on 5 easy rules:
- Encourage decision-making by staff
- Share data overtly, broadly, and intentionally
- Talk candidly and straight
- Maintain 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,” permits them to develop whereas nonetheless retaining the power to make massive pivots rapidly. Briefly, it’s how they had been in a position to transition from mailing DVDs on to clients into changing into a video streaming platform, after which make the leap into producing their very own high-quality content material.
Working with the Finest
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 in regards to the firm and the primary doc you obtain when you’re making use of for a job.
“We need to strike a steadiness between being a bit totally different, being credible, and being aspirational,” Ezama says. Which means placing what they stand for entrance and heart 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 most effective at what you do.
For Ezama and the candidates he’s in search of, the prospect to be on a dream group 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 most effective folks is one thing that can stay fixed.”
Measuring Success
Because the CHRO of a giant group, Ezama is enthusiastic 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 enthusiastic about this? Are you actually, really behind this? And secondly, what’s the proof? What output can we measure?
At Netflix, they depend on the Employer Model Index to offer them the information 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 in opposition to,” Ezama says.
So, what’s the takeaway?
Netflix is an organization that’s dedicated to simplicity, excellence, and dealing with the most effective folks. Should you’re in search of a difficult and rewarding work surroundings the place you could be a part of a dream group that solves massive issues, then Netflix may be the place for you.
However be warned: Netflix will not be for everybody. The work is difficult and excellence is predicted. If a candidate will not be up for the problem, then it’s most likely greatest to look elsewhere.
But when they’re prepared to hitch a group of the most effective and brightest minds on the earth, then Netflix is the place to be.
To comply with Sergio Ezama’s work, join with him on LinkedIn. For assist gathering information and insights you may act on to enhance your personal firm, get in contact.
