Netflix focuses on hiring “top performers”. Willem wrote about this pattern of copying others without thinking and adaptation in Cargo cults and angry chaos monkeys Hiring “Top Performers” Unfortunately many organizations didn’t read Henrik’sĭisclaimer in the article and starting copying the motions. Shared how Spotify was organizing for scaling up while trying to keepĪrticle described a snapshot in time, as Spotify is continuously evolving andĪdapting to change. This is similar to what happened to the ‘Spotify model’: Henrik Kniberg TheĬurrent way of working is a result of that, not the cause.
This is what is helping it to be a successful company. Netflix culture is like it is nowīecause of its history of continuously evolving constraints throughĮxperimentation. Copying the motions won’t get you far, as you areĬonfusing correlation for causation. Some other successful company won’t help you.Ī complex system like an organization has history. Take the current state and try to copy it. The risk of book like this is that people The book describes the current way of working and how they arrived at this Netflix wanted a culture of freedom and responsibility So we should copy Netflix to be successful?
In his previous company he took the road of establishing more and Rules whenever something didn’t work out, and set out at Netflix to do thisĭifferently. Hastings took his experience from his previous company, where he’d establish new
The things I don’t like are woven in further down. Trying it out, see where it fails, and adjusting the constraints. The book shows how Hastings manages theĬompany as a complex system: providing enabling constraints (not too many), What I like about the book is the story behind the way of working and theĬurrent ‘rules’/practices of Netflix. No Rules Rules - Netflix and the Culture of Reinvention by Reed Hastings (Netflix co-founder & CEO) and Erin Meyer
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