Credits: NGCX

Lessons from No Rules Rules, Netflix and the Culture of Reinvention — Part 3

The final entry of the lessons from the book.

Introduction

In Part 1 (chapter 1–3), we learned the importance of having a high talent density in an organization, the benefits of promoting candor, and how to liberate employees by loosening controls like vacation policies and expense approvals.

In Part 2 (chapter 4–6), we go through the reasons why Netflix pays top of the market for select positions, how transparency of information improves productivity, and what delegation and autonomy allowed the employees to do.

In this final post, I will summarize chapters 7–9 of the book where we cover some practical techniques on how the lessons/initiatives/concepts from earlier chapters can be reinforced.

Reinforcing The Culture

7. The Keeper’s Test

• A company with a high talent density should always have the best people in the right positions.
• However over time, people’s performance may wane and priorities may change — which means that the best person they used to hire, may no longer be a good fit for his/her old position.
• Similar to a professional sports team, a non-performing athlete…