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The company's cost policy is five words long: "Act in Netflix's benefits." In talking that through with staff members, we said we anticipated them to invest company money frugally, as if it were their own. Eliminating a formal policy and giving up cost account police moved duty to frontline managers, where it belongs.

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They could conserve cash by letting employees book their own journeys online. Like many Netflix supervisors, I needed to have discussions occasionally with workers who ate at lavish dining establishments (meals that would have been great for sales or recruiting, however not for eating alone or with a Netflix associate). We kept an eye on our IT people, who were prone to purchasing a great deal of devices.

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

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Provide her an excellent severance packagewhich, when she signs the documents, will drastically lower (if not get rid of) the opportunity of a claim." In my experience, people can deal with anything as long as they're told the truthand this showed to be the case with Maria. When we stopped doing official performance reviews, we instituted informal 360-degree evaluations.

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

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In that case, you require to have honest conversations about letting some team members discover a place where their skills are a much better fit. You likewise need to recruit people with the best abilities.

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Numerous HR people dislike it when employees speak to employers, but I constantly told employees to take the call, ask how much, and send me the numberit's valuable details. In addition, we used equity compensation much in a different way from the way most business do. Rather of larding stock options on top of a competitive salary, we let employees select just how much (if any) of their payment would remain in the kind of equity.

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We thought that they were sophisticated sufficient to understand the compromises, evaluate their individual tolerance for danger, and choose what was best for them and their households. We dispersed choices on a monthly basis, at a minor discount from the marketplace price. We had no vesting periodthe choices could be cashed in instantly.

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If you see a much better chance in other places, you should be allowed to take what you've made and leave. If you no longer wish to work with us, we don't desire to hold you hostage. We continually told supervisors that building a great team was their essential task. We didn't measure them on whether they were outstanding coaches or coaches or got their paperwork done on time.

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He responded, "Efficiency." "OK," I stated. "Envision that I work here, and it's 2:58 PM. I'm playing an intense video game of pool, and I'm winning. I approximate that I can end up the video game in five minutes. We have a meeting at 3:00. Should I stay and win the video game or suffice short for the conference?" "You should complete the video game," he insisted.

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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 ethos leaders want to create. I frequently attend business conferences to get a sense of how individuals run. I regularly see CEOs who are plainly winging it. They do not have a real program.

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