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How to create a high-performance company culture



Netflix, the online video company, made its company culture available online. Facebook COO Sheryl Sandberg praised the presentation in a new GQ magazine story about Netflix, saying: ‘It may well be the most important document ever to come out of the Valley.’


What’s so special about it? First it’s surprisingly candid and open. But more importantly, in contrast to many company’s bland corporate values statements, it shares some radical ideas about how companies and their employees should relate to one another. For example:


  • “Adequate performance gets a generous severance package.”
  • “If I told you I were leaving, how hard would you work to change my mind?”
  • “We don’t measure people by how many hours they work or how much they are in the office.”
  • “Our high performance culture is not right for everyone.”
  • “Our model is to increase employee freedom as we grow rather than limit it.”
  • “Bad process includes: getting 10 people to interview each candidate or three people to sign off on banner ad creative”
  • “There is no vacation policy or tracking”
  • “[Our] Goal is to keep each employee at top of market for that person [for salary] – pay them as much as we would pay to keep them if they had a higher offer from elsewhere.”

Other companies with remarkable cultures include Hubspot who have a similar Culture Code presentation and 37Signals, which is in a constant state of rebellion against business as usual. For example, they don’t just avoid meetings, they call them ‘toxic.’ You can read their book, Getting Real, online.


What are you doing to liberate your employees?

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About the Author
Matthew Stibbe is CEO at Articulate Marketing and TurbineHQ. He is an HP fanboy.
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