161–170 of 274 posts
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Toyota's "Respect for People" was a sort of joke to me when I worked there, then I worked at Amazon and saw the opposite. Toyota is a great company to work for, albeit super boring.
Being ethical is often aligned with being boring. I don't want the employees at my insurance company doing anything exciting with my personal information.
Boring in manufacturing is good.
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You do realize they offer top of market compensation (250k fresh grad, >500k senior SWE, etc) for what they are looking for?
So your argument would be, as long as the pay is right, toxic culture is allright? I mean, as long as this is a individual decision, that would be allright with me - but pay does not negate toxic. It only makes it bearable. But like stated above, I do not say that Netflix culture is toxic, as they are clear about what they expect: top performance above everything else. That this can lead to toxic situations, as we al…
No. Why would you think so?
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So your argument would be, as long as the pay is right, toxic culture is allright? I mean, as long as this is a individual decision, that would be allright with me - but pay does not negate toxic. It only makes it bearable. But like stated above, I do not say that Netflix culture is toxic, as they are clear about what they expect: top performance above everything else. That this can lead to toxic situations, as we al…
So your argument would be, as long as the pay is right, toxic culture is allright? No. Why would you think so?
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I do agree that the honesty is refreshing. That said, I personally feel like the mentality of "We will fire you if you aren't doing an _exceptional_ job" reads as a serious red flag. The implication here is that you should expect to work overtime and prioritize your job over all else. Even then, we might still fire you. Of course I'd rather have a company being open and upfront about their unsustainable expectations,…
I interpret that as a positive sign. Every manager and company I've worked for has been too slow to fire under-performers.
Does Netflix actually have such a cutthroat culture? I have no idea.
The slides are a bit contradictory. They talk about only keeping top talent but then also mention a major/minor league analogy. So what's the culture, really?
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You mean that you should not hide of the difference between values and behavior? Because there's nothing on that comment that actually supports the difference. And if you are being honest, descriptive values should describe your behavior very closely.
The thing you're struggling with is the parent's humility. Value: be great at everything all the time Parent: I try very hard but often fail You: then you must be dishonest about your values Humility is a virtue not a vice.
This mirrors Netflix's old culture slide deck[0] > adequate performance gets a generous severance package > We’re a team, not a family; We’re like a pro sports team, not a kid’s recreational team [0] https://www.slideshare.net/reed2001/culture-1798664/
What is adequate and what is the frame of reference? If adequate is average by some objective metrics and the frame of reference is Netflix itself then they would need to be terminating half their work force annually to make good. This sounds like braggadocio to me.
My interview was cancelled halfway through because the third interviewer didn't like me. shrug
On the other hand, almost all companies also say that they value their employees and want to respect their work-life balance and QoL.
But what about when a deliverable is going to be late and it will negatively impact a customer. What do you do then? Crunch hard to ship on time so the customer is impacted? Tell your customer the deliverable will be late so your employees can go home and spend time with their families? Try to split the difference down the middle and probably annoy everyone?
That's when values get interesting. When they stop being a list of nice things, and start being a framework for how you intend to behave in difficult circumstances.
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>The implication here is that you should expect to work overtime and prioritize your job over all else. I don't think that's right. The slide says: """ Hard Work — Not Relevant We don't measure people by how many hours they work or how much they are in the office [...] Sustained B-level performance despite effort generates severance Sustained A-level performance despite minimal effort is rewarded """ The message seem…
What I've seen happen at other companies that state they value impact over effort, openly discouraging overtime, is that eventually certain individuals will attain higher impact by not recording their overtime, who then pressure others to do the same. No, no one is directly rewarded for overtime, but effectively, yes, undocumented overtime becomes the expectation from your peers. That is toxic.