Reply to the following discussion post from classmates: 1. After reading

by | Sep 17, 2022 | Business and Management | 0 comments |

Reply to the following discussion post from classmates:
1. After reading the article “How Neflix Reinvented HR” I have mixed reactions to their approach to HR. My initial thoughts are that they are innovative, bold, refreshing, and potentially dangerous. I found their approach both innovative, refreshing, and bold setting aside what they believed to be processes laden with bureaucracy and in their view lacking effectiveness. I agree with some of those ideas, such as hiring “fully formed adults” that understand the vision, are committed to meeting objectives, and are self-managed to be foundational to building a high performing team. I work for an organization that preaches the importance of “coaching” and while there is some value in this, I believe hiring the right people is more effective. I direct my managers to hire highly talented associates that are skilled and understand the business. I often tell potential candidates that if I have to manage them and their daily activities that my team is not the place for them. I have found this to be an effective approach, and this may be a contributor to the success of Netflix.
I do not think, as a whole that the approach Netflix has taken would work within our organization. For one, the bank I work for is steeped in tradition, are risk averse, and employ stringent rules and processes. We are a heavily regulated industry and as such it is important and a requirement that we have policies and procedures in place for everything we do. While we are a publicly traded company, we have a fiduciary responsibility and fall under the oversight of several government regulating agencies.
I would enjoy working for a company like Netflix. I enjoy an entrepreneurial environment that allows for significant autonomy. I prefer that I be allowed to lead my business group without much interference from others. So long as my group is productive, I prefer my leader to be there to support me when needed rather than providing constant input. If I need constant input from a manager than they’ve probably hired the wrong person.
2. What are your reactions to Netflix’s approach to HR?
My initial reaction to Netflix’s approach is that it seems nice in theory, practically, however, I do not think it is sustainable.
Would Netflix’s approach work at your company/organization? Why or why not?
Short answer is I’m not sure. There are teams where this methodology may work great, and others where structure is beneficial. One area in particular is the time off policy that states that salaried employees should take whatever time off they need, within certain guidelines. We have had conversations about this at my organization with employees who previously worked for organizations with similar stances. They found that it sounded amazing but did not always pan out. There are those who will take more and those who will take less, and for both cases, they are being judged by each other. I found Hasting’s comment about “days off” in the interview exchange interesting and think it speaks to the crux of the issue and the importance of unplugging from work. He said he took vacations with his family, but (based on his comment about never really not thinking about Netflix in a day) was likely working during that time in some capacity. Does that count as a day off?
Would you like to work at a company like Netflix? Why or why not?
Personally, I think it would be tough to work at a company with this environment. Maybe I am old school, but I like predictability when it comes to performance management. I like having goals set and regular conversations about my performance, as well as knowing where I stand and where I need to do to get to the next level, including compensation. Without a formal process for setting goals, measuring performance, and talking about rewards, I would struggle as an employee, and as a manager. Additionally, it seems like it is encouraged to receive offers from other organizations and bring to your manager or HR to match. That sets a dangerous precedent for receiving a salary increase and could lead to internal equity issues over time, not to mention a questionable engagement model. Do we really want employees seeking out other opportunities as a way to increase their salary at our company?

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