One Direction On Netflix

[Shanta Plansinis]

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I love reading books and articles that challenge my thinking and inspire me to learn new things. That's why I was thrilled when I found an old copy of HBR's 10 Must Reads (my dad's copy) in his library.

As I browsed through the titles, one of them caught my eye: How Netflix Reinvented HR by Patty McCord. I watch Netflix all the time, but I didn't know much about their HR practices. So I decided to give it a read.

But what really fascinated me was how they managed to create a culture of freedom and responsibility, where employees are treated as adults who can make smart decisions without being micromanaged or constrained by rigid policies.

In this newsletter, I want to share with you five key takeaways from the article that I think any HR professional or business leader should learn from, as well as how we can emulate them in our HR practices.

Netflix doesn't hire people who need constant supervision, feedback, or hand-holding. They hire people who are self-motivated, passionate, and capable of doing amazing work with minimal direction. They also pay them top of the market salaries and give them generous benefits, such as unlimited vacation time and stock options.

But they also expect them to deliver high performance and act in the best interest of the company. If they don't, they will be let go quickly and respectfully. This way, Netflix ensures that they have only the best people on their team who can thrive in a culture of freedom and responsibility.

It also creates a culture of trust and respect, which are essential for collaboration and innovation. However, I also recognize that this approach requires a lot of courage and discipline from both the leaders and the employees. It means that we have to be honest about our expectations and feedback, and be willing to let go of people who are not a good fit for our culture or goals.

One of the most striking practices that Netflix has is what they call "informal 360-degree reviews". These are candid conversations that managers and peers have with each other about how they are doing, what they are good at, what they need to improve, and how they can help each other grow.

These conversations are not tied to any formal process or rating system. They are not used to determine promotions or bonuses. They are simply meant to provide honest feedback and coaching, without sugarcoating or avoiding difficult topics.

Netflix did not have any HR policies or procedures for hiring, firing, or promoting people. Instead, they gave managers full authority and responsibility for building their teams. They expected managers to hire only A players who could do amazing work with minimal direction or supervision.

They also expected managers to fire anyone who was not meeting their expectations or fitting into their culture. And they expected managers to promote only those who had demonstrated exceptional performance and potential.

This lesson makes sense to me because I think that managers are in the best position to know what kind of people they need for their teams, what kind of work they are doing, and how well they are doing it.

They are also in the best position to coach, mentor, and develop their people, and to create a positive and productive work environment for them. By giving managers ownership and accountability for creating great teams, we can also empower and motivate them to do their best.

It also means that we have to train and coach them on how to be effective leaders and team builders. And it means that we have to monitor and evaluate their performance and results, and give them feedback and recognition accordingly.

Netflix doesn't have a long-term strategic plan or a detailed budget. Instead, they have a short-term roadmap that outlines the key priorities and initiatives for the next few months. They also have a set of metrics that measure their progress and performance. They communicate these goals and metrics clearly and frequently to all employees, and they encourage them to align their actions and decisions with them. They also welcome feedback and debate from anyone who has a different perspective or idea.

They ask themselves: Who do we need now? Who do we need next? Who do we no longer need? And they act swiftly and decisively on those answers. They also encourage their employees to do the same: To assess their own skills and interests, to seek new challenges and opportunities, and to pursue their passions and dreams.

This lesson really resonated with me because I have seen how many HR professionals get stuck in the traditional mindset of policies, procedures and compliance. They forget that their main role is to support the business goals and strategy, and to enable the employees to perform at their best.

Of course, not everything they do may be applicable or suitable for our context in Nigeria, but I think we can learn from their principles and practices and adapt them to our own needs and realities.

This isn't as clearly documented as it probably should be. I have a Netflix account. I have an eligible T-Mobile plan for "Netflix on Us". What is the entire process, soup to nuts, on 1) enabling this feature on T-Mobile, and 2) updating my existing Netflix account to that I get the $8.99 credit from T-Mobile, per month.

These directions don't appear to be correct. I've tried to click "Manage Netflix" on my cell and on my computer with IE and with Chrome. It just keeps taking me to a screen that doesn't align with the directions. Nowhere can I log into my existing Netflix account. Are these instructions still accurate?

So there you are, watching your favorite show when a beloved character makes a terrible decision, sending the plot spiraling in the wrong direction. What can you do but yell at the screen, fire off an angry tweet, or shut off the TV? If you're a Netflix subscriber, you can go back and change their choice.

In 2019 I was approached by A Productions to help them with the graphics for the Netflix series "Izzy's Koala World". It was fairly late in the game, as Netflix wanted a redesign of the graphics which had already been created for the series. Using a mood board and direction from Netflix, A productions and Nomadica Films I helped to finalise the style and titles for the series which has been a big success! Here you will see some of the development work and alternatives to the opening title designs.

What is Netflix's main innovation strategy?","acceptedAnswer":"@type":"Answer","text":"The Netflix innovation strategy focuses on maximizing its competitive advantage through its product and process innovations. The innovations are aimed at making the Netflix streaming service high quality and accessible for the majority of consumers. Netflix aims to achieve this by always looking for ways to make operations more cost-effective so that the majority of consumers are able to afford the subscription price. "},"@type":"Question","name":"What type of innovation does Netflix fall into? ","acceptedAnswer":"@type":"Answer","text":"The type of innovation Netflix does is disruptive innovation.","@type":"Question","name":"Is Netflix a product innovation? ","acceptedAnswer":"@type":"Answer","text":"Netflix's innovation process involves product and process innovations. Starting from a DVD rental startup all the way to an online streaming platform offering its original content.","@type":"Question","name":"Why is Netflix considered a disruptive innovation? ","acceptedAnswer":"@type":"Answer","text":"In Netflix's case, the disruptive innovation was from the start by introducing the DVD rental service, which allowed customers to get their DVDs mailed to their house. Later, in 2007, Netflix transformed from an online DVD rental company by mail to an online entertainment streaming platform, which is the biggest disruptive innovation that Netflix implemented. Due to this innovation, rather than renting DVDs individually, consumers could subscribe to Netflix online and access all the content. Moreover, this innovation not only made TV shows, movies etc. more comfortable to watch for consumers but also lowered Netflix's cost of production, which lowered the prices of the service. This innovation made Netflix's cost lower, therefore, more accessible and affordable for the majority of consumers. "]} #ab-fullscreen-popup display: none; Find study contentLearning Materials

Netflix Inc. is an American subscription-based video streaming platform. The platform is used internationally to stream movies and TV shows from numerous different countries and genres. Other than operating as a streaming service, Netflix is also a production company producing movies and television series under the Netflix Originals brand name.

Netflix is available in 190 countries, in 30 different languages, and oftentimes the movies and shows available to stream will differ based on your location. The cost of a subscription to the platform also varies depending on the customer's location and the amount they wish to use the service. The company's mission is to 'entertain the world'.

Netflix originally started as a DVD rental company that, over the years, through technological advances, turned into the streaming platform it is today. Let's examine how Netflix has managed to become one of the most widely used movie and video streaming platforms through its innovative strategy.

Innovation strategy refers to a company's plan on how it will achieve its objectives, such as increasing profits or market share through the innovation of products or processes.

The Netflix innovation strategy focuses on maximizing its competitive advantage through its product and process innovations. The innovations are aimed at making the Netflix streaming service high quality and accessible for the majority of consumers. Netflix aims to achieve this by always looking for ways to make operations more cost-effective so that the majority of consumers are able to afford the subscription price.

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