Netflix founder, Reed Hastings quoted that ‘adequate performance gets a generous severance package’ What are the main features determined by its culture as organizational metaphors? Case Study I: Netflix Culture of SuccessВy MohanNetflix's Squid Game is all the rage right now. The show may be about ordinary people fighting to thedeath to win money, but it certainly isn't reflective of the streamin service that brought it to life. In fact,it's quite the opposite. Netflix has created an enviable culture for its employees. As a result, thecompanyhas grown into the behemoth it is today.Netflix changed the way the world consumes media. But they were only able to do so because of theirunique business processes. Unlike many other startups, Netflix eschewed gyms and communal lunches.Instead, the company culture focused on supplying team members the tools to become ambitiousprofessionals. This unique approach in the Netflix culture has led to an executive suite that looks like thisnow. What also set the Netflix company culture apart was its drive for feedback. Company executivesencourage their employees to own their voices and share their thoughts. But while Netflix believes inthe power of 'people over process', the company isn't big on emotion.The streaming service has been known to cancel shows in their prime, and the same can be said oftheir employees. Netflix founder, Reed Hastings, when promoting his Netflix culture book, No RulesRules, described a point in the company's culture memo: 'adequate performance gets a generousseverance package'.Hastings has also spoken of the 'Keeper Test' where managers ask a simple question: "Would you keepthe personthey wanted to leave?". If the answer is 'no', the person is let go.Job security isn't high on the list of priorities for Netflix. In this high-performance culture, it's moreimportant to take smart risks and challenge prevailing assumptions about an industry.We can imagine Hastings using a business flow chart, like this example, tohighlight Netflix's corporateculture.The high-pressure environment of Netflix requires employees to demonstrate consistently strongperformance. Otherwise, you won't be at the company very long.Though the Netflix culture isn't easy to adapt to, team members who do stick it out succeed, accordingto Hastings. And clearly, the high-performance approach has worked for Netflix. Therefore, it's a hugepart of their company culture and values. The values of a successful business modelHow did Netflix capture such a high market value? By building up team members in a great workplace.Other companies can't boast the results Netflix has achieved because they don't have the samecompany culture. Netflix culture puts a heavy emphasis on high performance, as well as freedom, whichare hallmarks of a great workplace. But they also expect more accountability from team members. Eventhough they are an entertainment service, Netflix isn't interested in the niceties when it comes tovalues. Netflix believes in employees who discover practical solutions using data. They also want their'dream team' to be constantly curious enough to find new business avenues.Inconsistent employee effectiveness isn't encouraged. And the brand isn't afraid to end theemployment of someone they deem to be the wrong person for the job. The Netflix company culturefocuses on ensuring that people from a variety of cultures can align. This explains how the company hasearned market value internationally. There is also an emphasis on speaking one's mind, even if it'suncomfortable for those involved, such as the 'Keeper Test' mentioned above.The company culture focuses on being passionate about the brand, not just oneself. There is a sectiondedicated to inclusivity in Netflix, but the company also believes in not being political. But the majorcomponent of Netflix's dream team is employees that deliver more than they promise and who makeeach other and the company better. Imagine this: your employee is knee-deep in an important projectwhen another priority project falls into their lap. The employee works after hours and on weekends.They feel burnt out without a work-life balance. But with no choice, they carry on. According to Netflix,there is a better way to work. It's as simple as giving your dream team the freedom they deserve.Establishing trust and communication with employees will be the highest ROI strategy you will use. It'sworked for Netflix. Additionally, Netflix provides employees unlimited vacations without approval, notraditional performance reviews, and an extra generous salary. It isn't surprising that Netflix puts somuch thought into their employees and business model. After all, even Netflix fonts for shows are well-planned. Netflix creates a special company culture and a great workplace by keeping a people-focusedapproach, prioritizing quality over quantity.Research shows that in an eight-hour day, we are only productive for about four hours. Netflixmeasures success not by the number of hours worked, but by high-level ideas. In fact, if you're spendinglong hours doing average work at Netflix, you could be fired. These principles guide the Netflix workculture, and it's helped the brand become the world's largest subscription streaming video service, withover 200 million paid subscribers. So, how do you create the same kind of special culture alongside ahigh-impact business like Netflix has? For one, Netflix managers use the Keeper Test to evaluateemployees: if one of your employees told you they were leaving for a job at another company, wouldyou fight to keep them at Netflix? Managers use this strategy at Netflix to build a dream team that winstogether, loses together

Question

Netflix founder, Reed Hastings quoted that ‘adequate performance gets a generous severance package’ What are the main features determined by its culture as organizational metaphors? Case Study I: Netflix Culture of SuccessВy MohanNetflix's Squid Game is all the rage right now. The show may be about ordinary people fighting to thedeath to win money, but it certainly isn't reflective of the streamin service that brought it to life. In fact,it's quite the opposite. Netflix has created an enviable culture for its employees. As a result, thecompanyhas grown into the behemoth it is today.Netflix changed the way the world consumes media. But they were only able to do so because of theirunique business processes. Unlike many other startups, Netflix eschewed gyms and communal lunches.Instead, the company culture focused on supplying team members the tools to become ambitiousprofessionals. This unique approach in the Netflix culture has led to an executive suite that looks like thisnow. What also set the Netflix company culture apart was its drive for feedback. Company executivesencourage their employees to own their voices and share their thoughts. But while Netflix believes inthe power of 'people over process', the company isn't big on emotion.The streaming service has been known to cancel shows in their prime, and the same can be said oftheir employees. Netflix founder, Reed Hastings, when promoting his Netflix culture book, No RulesRules, described a point in the company's culture memo: 'adequate performance gets a generousseverance package'.Hastings has also spoken of the 'Keeper Test' where managers ask a simple question: &#34;Would you keepthe personthey wanted to leave?&#34;. If the answer is 'no', the person is let go.Job security isn't high on the list of priorities for Netflix. In this high-performance culture, it's moreimportant to take smart risks and challenge prevailing assumptions about an industry.We can imagine Hastings using a business flow chart, like this example, tohighlight Netflix's corporateculture.The high-pressure environment of Netflix requires employees to demonstrate consistently strongperformance. Otherwise, you won't be at the company very long.Though the Netflix culture isn't easy to adapt to, team members who do stick it out succeed, accordingto Hastings. And clearly, the high-performance approach has worked for Netflix. Therefore, it's a hugepart of their company culture and values. The values of a successful business modelHow did Netflix capture such a high market value? By building up team members in a great workplace.Other companies can't boast the results Netflix has achieved because they don't have the samecompany culture. Netflix culture puts a heavy emphasis on high performance, as well as freedom, whichare hallmarks of a great workplace. But they also expect more accountability from team members. Eventhough they are an entertainment service, Netflix isn't interested in the niceties when it comes tovalues. Netflix believes in employees who discover practical solutions using data. They also want their'dream team' to be constantly curious enough to find new business avenues.Inconsistent employee effectiveness isn't encouraged. And the brand isn't afraid to end theemployment of someone they deem to be the wrong person for the job. The Netflix company culturefocuses on ensuring that people from a variety of cultures can align. This explains how the company hasearned market value internationally. There is also an emphasis on speaking one's mind, even if it'suncomfortable for those involved, such as the 'Keeper Test' mentioned above.The company culture focuses on being passionate about the brand, not just oneself. There is a sectiondedicated to inclusivity in Netflix, but the company also believes in not being political. But the majorcomponent of Netflix's dream team is employees that deliver more than they promise and who makeeach other and the company better. Imagine this: your employee is knee-deep in an important projectwhen another priority project falls into their lap. The employee works after hours and on weekends.They feel burnt out without a work-life balance. But with no choice, they carry on. According to Netflix,there is a better way to work. It's as simple as giving your dream team the freedom they deserve.Establishing trust and communication with employees will be the highest ROI strategy you will use. It'sworked for Netflix. Additionally, Netflix provides employees unlimited vacations without approval, notraditional performance reviews, and an extra generous salary. It isn't surprising that Netflix puts somuch thought into their employees and business model. After all, even Netflix fonts for shows are well-planned. Netflix creates a special company culture and a great workplace by keeping a people-focusedapproach, prioritizing quality over quantity.Research shows that in an eight-hour day, we are only productive for about four hours. Netflixmeasures success not by the number of hours worked, but by high-level ideas. In fact, if you're spendinglong hours doing average work at Netflix, you could be fired. These principles guide the Netflix workculture, and it's helped the brand become the world's largest subscription streaming video service, withover 200 million paid subscribers. So, how do you create the same kind of special culture alongside ahigh-impact business like Netflix has? For one, Netflix managers use the Keeper Test to evaluateemployees: if one of your employees told you they were leaving for a job at another company, wouldyou fight to keep them at Netflix? Managers use this strategy at Netflix to build a dream team that winstogether, loses together

Accepted Answer

Netflix strives to create a light-hearted and amazingly unusual employee culture. The organizational…