But when Reed Hastings and I (along with some colleagues) wrote a PowerPoint deck explaining how we shaped the culture and motivated performance at Netflix, where Hastings is CEO and I was chief talent officer from 1998 to 2012, we had no idea it would go viral. It’s been viewed more than 5 million times on the web.
Sheryl Sandberg has called it one of the most important documents ever to come out of Silicon Valley. Forget throwing parties and handing out T‑shirts make sure every employee understands what the company needs most and exactly what’s meant by “high performance.” Talent managers should think like businesspeople and innovators first, and like HR people last. You’ve got to actually model and encourage the behavior you talk up. Leaders own the job of creating the company culture. Don’t rate them on whether they are good mentors or fill out paperwork on time. Offer generous severance rather than holding on to workers whose skills no longer fit your needs. Scrap formal reviews in favor of informal conversations. Ask workers to rely on logic and common sense instead of formal policies, whether the issue is communication, time off, or expenses. Hire, reward, and tolerate only fully formed adults. Now one of those executives, the company’s longtime chief talent officer, goes beyond the bullet points to paint a detailed picture of how Netflix attracts, retains, and manages stellar employees. When Netflix executives wrote a PowerPoint deck about the organization’s talent management strategies, the document went viral-it’s been viewed more than 5 million times on the web.
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