Hello all....happy working from home to most of us na ka.
I just finished reading a book, 'No Rules Rules' by Reed Hastings (Netflix co-founder and CEO) and Erin Meyer and wish to focus more on what caught my attention most ka.
In fact, I've listened to several book summary programs and those urged me to get a copy to find that basically, the summaries captured key issues already as follows:
- Recruit talents to create talent density for best performances the company aims at.
- Offer 'rock-star pay' -- top of market pay -- to retain the best with the company
- Rid vacation and travel budget policies to enhance freedom and responsibility. Yet, setting the contexts is key kaa!
- Give honest feedback in the presence of the team.
This last one is something I wish to focus on ka. It got my attention when it mentioned that Netflix started its internationalization process....and you sure know the term internationalization caught my eyes right away ka.
Though the book talks a lot about its candor culture to give feedback, its efforts didn't succeed as seen in their US-based offices. But then, those who are working there would have to adjust to the culture na ka.
The authors gave a few (fun/interesting) stories how finally Netflix learned to differentiate the types of feedback according to the cultures they work with....official feedback with earlier preparations for the Japanese team to offer it to their teams, choice of informal yet polite ways to Singaporeans, and right to the points for the Dutch.
This is the first time I've seen IZN being expressed clearly about intercultural sensitivity to study in further detail to understand the differences. I love how the whole Netflix workforce learns from the stories shared, captures key obstacles, makes efforts to understand, and manages in some flexible ways. I find it amusing that Americans find the Dtuch culture too blunt ka.
You sure know which section of the book I love the most na ka. But after all, this is a good read ka.
Cheers to IZN ka!
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