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Netflix has been around for 15 years code Talk about company culture on Monday. Page 125 Compared to the slide decks the company popularized in 2009, the new version is significantly shorter, but that doesn’t make it any less important, said co-CEO Greg Peters.
One big change is an alteration to the company’s famous “keeper test,” a process established in 2009 to help managers decide whether to keep or fire employees.
of original The test was, “If X wanted to leave, would I fight to keep them?”
The updated memo keeps the original question but adds a new dimension: “Knowing everything I know today, would I hire X again?”
While this constant evaluation may seem nerve-wracking, Netflix’s new memo says the company works with employees to work through short-term mistakes or new endeavors that don’t work out.
Peters said. The Verge In an interview this week, he said the memo added a new section called “Dream Teams,” a concept that explains how Netflix searches for top talent and the best fit for each position.
This could mean the end of “unique talent hiring” at the company. According to the memo, “dream teams” involve replacing popular talent with people who are better at their jobs.
Common characteristics of dream teams include selflessness, creativity and resilience.
“We’re trying to be very clear that this is a sports team model rather than a family model,” Peters said. “We’re going to want the best players at every position.”
Netflix co-CEO Greg Peters. (Photo by Joan Cros/NurPhoto via Getty Images)
Netflix Collected The company collected over 1,500 pieces of feedback from employees and spent a year developing the latest memo.
This document is currently 2,264 words long. previous version, which reintroduces concepts from the original 2009 deck that were lost in the previous four updates, such as giving every employee a sense of personal responsibility for making the company better.
Related: Netflix acquires streaming rights to NFL games on Christmas Day
Peters explained why Netflix’s culture memo is important: “We prioritize culture at Netflix over strategy and execution because a strong culture enables the company to improve in every other area.”
“Culture is a means to improvement, and that’s why we place so much importance on it,” he explained.
As for why the culture memo gets shorter with each iteration, Peters explained that over time the company gains the ability to make it more concise and clearer.
In Peters’ words, Netflix is ”always striving to better articulate practices that we can adopt to grow and get better as a company.”
Read Netflix’s latest Culture Memo here.
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