• Table of Contents

<aside> ⚠️ Disclaimer: I went through this book with an audiobook. My notes from audiobooks are still not as awesome because they lack the type of Kindle and Readwise integration that gives a more vivid context to what I decide to highlight.

</aside>

https://www.slideshare.net/reed2001/culture-1798664/2-Netflix_CultureFreedom_Responsibility2

Thoughts I captured while going through the book

• The F&R environment Netflix preaches stands for Freedom and Responsibility.
• Netflix asks employees to get salary estimates from recruiters trying to poach them, and relay that to their boss. It's their answer to raise requests, they benchmark salaries against the market — That's an epic move.
• Managing with context vs control depends on the level of talent involved on people in operations as well as instances “where error prevention is clearly more important than innovation.”
• "Opening the books" and getting everyone in the company to understand revenue generation and be accountable allows for more considerate decisions.
• Netflix follows the Four As for feedback but the book mentions the Start doing , Continue doing, Stop doing framework as well.
• For a high-performance culture, a professional sports team is a better metaphor than a family. Coach your managers to create strong feelings of commitment, cohesion, and camaraderie on the team, while continually making tough decisions to ensure the best player is manning each post.
• Hiring is a high lever activity for a leader. Doing it right pays off long term dividends.
• Navigating through cultural differences when giving candid feedback has a real learning curve.

“Once you have high talent density in the workplace and have eliminated less-than-great performers, you’re ready to introduce a culture of candor.” — Reed Hastings

First build up talent density — Dream Teams Consist of Stunning Colleagues

Your first priority should be to build a workplace that consists of stunning colleagues. A stunning colleague is creative, passionate, and productive. Once most of your team is built on stunning colleagues, you can safely call your team a dream team (not a family!).