This fascinating internal “document” (a slide deck meant for reading) from the DVD-by-mail company Netflix has been making the rounds, so I thought I’d repost it here in case you haven’t seen it. This is hands-down the best example of systems thinking I have ever seen. Click through this and ask yourself if your organization could have a culture like this. If not, why not? What’s holding you back?
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- http://bit.ly/2nDR1
5 responses to "Defining a “Freedom and Responsibility Culture”"
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Wish this approach was more popular in third sector! RT @maddiegrant Defining a Freedom and Responsibility Culture http://bit.ly/2nDR1
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RT: Defining a “Freedom and Responsibility Culture” http://bit.ly/2nDR1 #socialfish
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This is great. Straightforward, easy to read, balanced professional and personal messages, easy to relate to, and something that gives me pause about how I communicate my company’s values.
My only question is why start with a slide qualifying that this philosophy applies only to salaried employees? To me, adding the qualifier “our hourly employees are important, BUT…” kind of kills the buzz for me. I don’t understand the point they’re trying to make; to me it just comes off as you don’t matter unless you’re salaried, which really irks me.
Am I misinterpreting this or something?
Maggie I see where you’re coming from; but I think for a huge company like Netflix hourly employees are subject to a whole different set of HR rules and regulations and they probably have a lot of turnover too, so maybe they are just trying to say they don’t necessarily expect those employees to be as invested in the culture of the organization. It’s probably unnecessary to even mention them as a separate group (maybe that’s something that came out of the legal department) but I think it shouldn’t be a distraction to the overall message, which is that you can lay out what you want a company’s culture to be, and share that philosophy easily and publicly.
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