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The company's expense policy is 5 words long: "Act in Netflix's benefits." In talking that through with employees, we said we anticipated them to invest business money frugally, as if it were their own. Eliminating a formal policy and giving up expense account authorities shifted responsibility to frontline supervisors, where it belongs.

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They might save money by letting workers schedule their own journeys online. Like many Netflix supervisors, I had to have discussions occasionally with staff members who consumed at extravagant restaurants (meals that would have been great for sales or recruiting, however not for eating alone or with a Netflix coworker). We kept an eye on our IT people, who were vulnerable to buying a lot of devices.

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We asked supervisors and staff members to have discussions about efficiency as a natural part of their work. In numerous functionssales, engineering, product developmentit's fairly obvious how well individuals are doing.

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Offer her a fantastic severance packagewhich, when she signs the documents, will significantly reduce (if not remove) the chance of a suit." In my experience, people can deal with anything as long as they're informed the truthand this showed to be the case with Maria. When we stopped doing formal efficiency evaluations, we instituted casual 360-degree evaluations.

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How is the work various from what the group is doing today? Next I ask them to believe about the skills required to make the images in the movie ended up being reality.

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In that case, you require to have sincere conversations about letting some group members discover a place where their abilities are a better fit. You likewise require to recruit individuals with the best abilities.

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Lots of HR individuals dislike it when employees talk to recruiters, but I constantly informed staff members to take the call, ask how much, and send me the numberit's important info. In addition, we utilized equity compensation much differently from the way most companies do. Rather of larding stock choices on top of a competitive salary, we let workers pick how much (if any) of their compensation would remain in the form of equity.

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We distributed options every month, at a slight discount from the market rate. We had no vesting periodthe alternatives might be cashed in right away.

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If you see a better chance elsewhere, you need to be permitted to take what you've made and leave. If you no longer wish to work with us, we don't wish to hold you hostage. We constantly informed supervisors that constructing a terrific group was their essential job. We didn't measure them on whether they were exceptional coaches or coaches or got their documentation done on time.

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"Envision that I work here, and it's 2:58 PM. I'm playing an intense video game of swimming pool, and I'm winning. I approximate that I can complete the video game in 5 minutes.

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It's a specific problem at start-ups, where there's a premium on casualness that can run counter to the high-performance principles leaders desire to produce. I typically attend company conferences to get a sense of how people operate. I regularly see CEOs who are clearly winging it. They do not have a real agenda.

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