Slideshare: How Netflix Fosters A Culture Of Success


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What makes a company successful with their employees, partners, and customers? Culture is perhaps the biggest driver. I spent time reading these slides (you should invest 10 minutes) to understand what makes Netflix so unique. Out of these drivers, which ones does your company actually live?

It was interesting that working harder isn’t valued as much as working smarter. I once worked at a company where they would hire 3 mediocre people to accomplish the job of 2 people and pay those three less than the average as they were easily replaceable (it didn’t work out for them). A top salary was the most important, as the employees could then apply it towards whatever benefits they preferred.

Here’s a link to their Google Finance chart, their stock continues to rise during the recession. Love to hear your reactions

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  • Cory Huff

    Great slideshare, thought it took a while to get through. I love the idea of attaching comp to market values – social media work is only going up right now, so I’ll take it.

    Getting a company to move from security thinking to innovation and creative thinking is … impossible? Difficult? Can it be done? I don’t know.

    What does it take to get a company to move into innovation instead of protection?

  • Good presentation but I want to know more about how they implement it. It would be interesting to see how they do it in the hiring process.

  • Lee Ko

    It’s way too LONG! Also, too bad – as it’s very important content, but slanted a bit “I. Me. Mine”. Perhaps a “Major Leauge” communications pro could get it to the point more directly?

  • Jeremiah,

    This is great to read. They seem to have their strategy down. I wonder, though, what they’re actually doing on the ground to bring this to life. Call me cynical, but I’ve seen companies talk the talk, only to trip when they try to walk it.

    Any insight?

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  • I love this post Jeremiah and will share it with some large organisations – including Government agencies I’ve contracted for in the past, and who’s values weren’t bought into internally.
    Thanks for sharing

  • Glad folks got something out of this, I found it very useful

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  • Great stuff Jeremiah! Thanks for sharing this.

    I’m just curious, did you see a connection to social media here? I notice that Netflix sponsors web video shows, but haven’t seen much else (and they aren’t on Charlene’s Engagementdb study).

    Not that there has to be a connection, but just curious, as my company focuses on the connection between social media and culture.

  • Gil

    Thanks for posting this. It’s amazing how companies talk about one thing but their culture is something quite the opposite.

    And much like in each persons home, you learn more by the looking at the actions of people than by listening to what they tell you. If a company tells you one thing but acts differently, well, they’re going downhill fast

    I used to work for companies like that. They never get to hire the really great people

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  • A few of the commenters have mentioned a connection to social media. I think social media makes some of Netflix’s policies more palatable to top management shareholders e.g. the vacation policy (you don’t work 9-5, why should vacations be allotted the same way).

    Many companies can learn from this.

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  • Thank you, Jeremiah, for lots to think about in this deck. Netflix chose an interesting HR strategy to avoid the “tyranny of the OR” that freezes many companies as they grow (“we can be Big OR Fast”, “we can be Cheap” OR Better”, etc). I agree with some of your other commenters that it would be useful to know more about HOW they implement this culture, as having such high expectations for all salaried staff also requires zero tolerance for freeloaders/slackers, but, for example, how many smart/fast non-fatal failures do they tolerate before deeming someone not-worthy, not just a smart risk taker?

  • Thanks for so much to think about. Really enjoyed reading this. Seems like values lists are sometimes wish lists. The reinforcement and continuity make it real. Also really appreciate the characteristics that align with the stated value. Gives really meaning and sets expectations.

  • Jerimiah,

    Thanks for posting that. Netflix gets a lot right in that slide deck. I’d love to hear some commentary from the employees but the ultimate metric is the financial success of the company. Sounds like they could be a prime candidate for a next generation of “Good to Great” analysis.

    I put together a cursory comparison of some of Netflix’s values with those of the US Marines:

  • Lee Ko

    It's way too LONG! Also, too bad – as it's very important content, but slanted a bit “I. Me. Mine”. Perhaps a “Major Leauge” communications pro could get it to the point more directly?

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