Click pic for link to slideshow (120 something slides)
I thought I had a pretty decent gig before-work wherever I want, wear whatever I want, do what I need to do without any supervision, compensated fairly well for the relatively short hours I put in, plus we get free drinks. Netflix just blew that out of the water with their pitch and not just because of their value on competitive compensation, it's how they treat their top talent and the kind of people they surround talents with. Whenever I meet someone who is smart, that can challenge me respectfully or just know what the hell they are talking about, it is a good day, I think an environment like that is conducive to breeding even more top talents.
"With the right people, instead of a culture of process adherence, a Culture of Freedom and Responsibility, Innovation and Self-Discipline"
I hate total process that paints one broad stroke, this is so it can address the issue two folds, first ensure that lower performing employees are doing it and secondly high performing employees can pick up the slack of lower performing ones.
I don't think it's fair nor productive in the long run, I completely agree with Netflix in that, higher performing employees make less errors and are faster to admit to their mistakes and corrects them, I think pride and accountability goes hand in hand. The phrase you get what you pay for comes to mind whenever I see these situations. I love the slide about Netflix is a team, not a family, and a pro team, not a kids recreational team, cuts need to be made so there are star players at every position. LOVE IT!
It's logical because I believe how a great company came to be is when a few brilliant guys get together they came up w/a great idea that evolves into a great company, these guys have been around the block and are high performing people and have pride in their work, they have the capabilities to recognize and hire others based on their similar habits and mindframe. Experienced, intelligent minds can sift through the bullshit. For example, I think technical knowledge or field related knowledge is trivial in the interview process because for a sharp person those knowledge are easily picked up once consistently exposed in that environment. I think instead of asking a person WHAT they know solely field related, we should ask a question like this one, nontechnical, nonfield related but just sees how a person's mind would work when dealing w/an issue.
I came up with this just for the purpose of this blog entry:
"I turned my tv on but there's nothing on, what's wrong?!"
My mind is geared in engineering mode and I question the wording of the question immediately, I would ask:
- Do you mean you turned the TV on but there's nothing you would enjoy watching is playing?
- By "on" do you mean the TV turned on but there's no picture or you pressed ON and nothing happened?
Then we would of course dive into the different avenues for problem resolution. I think we should value the mental capabilities of a person versus what they think they've known previously because in most jobs, not many bring transferrable technical skills from one job to another. It's always a new ballgame and what sets an MLB Ace apart from any pitcher is not all about his bag of tricks (mariano rivera-one trick, I know he's not an Ace, but one of the best closer, just go with the analogy) but how you can adapt, learn and execute EVERY NIGHT in different situations. I'm ready to get on the mound and get my Roy Halladay on, oh look there's an open position in Los Gatos, CA for a Systems Engineer position...Is NorCal my next stop?!
SIDENOTE: AMERICANS are obsessed with sports analogies...is it because it is so relatable to everyone?
SIDENOTE: AMERICANS are obsessed with sports analogies...is it because it is so relatable to everyone?
