Undi Crop & rotate Fiters Adjustments 444 + - Case in the News 10 131, 132, 133, 134 within the How Netflix Aims to Make Communication Radically Honest working for As they met to discuss what that company would be like McCord pointed out that a list of corporate values would not be what achieved their vision they needed to ensure that the values were practiced on a daily basis. So they focused instead on the kinds of behavior they wanted to see and they began recording those on PowerPoint slides. After months of writing and discussing the ideas with Netflix managers, they had a big Outure deck values include freedom coupled with responsibility, meaning employees have wide atitude for how they carry out their work, as long as they meet their performance objectives. For example, employees take company performance, and managers can look up the stories of employees Company announcements related to staffing give reasons for employees leaving though more often they tell about hiring and promoting people the organization in the early years of the when I was still a small company. Hastings and McCord would use the culture deck as a tool for orientation of new employees. The two of them would gather 10 recent hires show the slides, and Publicaces changed the purpose of the information Tech workers would read the deck before the interviewed for a b The result was that the verviewers and candidates were better able to identify who would embrace Nefes culture of freedom and responsible who would be the target with more structure in this way, information sharing improved the company's recruitment and hiring results Sharing the culture de porta a Neta practiced to communication honely Thement of radical honesty is to empower employees by giving them factual information about the company, including data performance contributing to degree feedback about managers and coworkers performance Furthermore, they can choose which colleagues to review-even the CEO And they are expected to speak up when they see a problem or have an idea Hastings and card who has since the company and stand a compacte consider radical honey to be a strength of Netflas high performance culture. The company continues to grow rapidly, adding 2.000 employees in a recent years to reach more than 8.000 has she changes in the entertainment industry and taken the leap into producing original content. Netflix recently reported an employee Amar challenge of radical honestys that some messages we bound to be disconting or they are hard to receive. In particular people tend to feel threatened by criticism, even if it is true and relevant. In praction costo dedicately in performance feedback are sometimes.come across ashash Omer proaches to honest and open communication make a point to consider employees' emotions, while Netflix's cure and leaders are focused mainly on ng da Conselho manerako high obcive and fact driven we samofied with this approach, while those who are more oriented sing bered when anger or says her perfomance as shot dealy employees are recering ongoing and complete feedback, so they should not be surprised by dacioned to the whole woorwore Some loyees respect them of press but has the point to share those in the spotlight cha message in price for some manager de to meet this standard for getack. As part of providing employees with full information, these situations, including firings, typically are page 445 Questions for Discussion do y corto puting teen wing in the we deck How effective do you think this medium was for this message? 2. Podpre that rest Commons Nerds ing Theme c 2 I Undi Crop & rotate Fiters Adjustments 444 + - Case in the News 10 131, 132, 133, 134 within the How Netflix Aims to Make Communication Radically Honest working for As they met to discuss what that company would be like McCord pointed out that a list of corporate values would not be what achieved their vision they needed to ensure that the values were practiced on a daily basis. So they focused instead on the kinds of behavior they wanted to see and they began recording those on PowerPoint slides. After months of writing and discussing the ideas with Netflix managers, they had a big Outure deck values include freedom coupled with responsibility, meaning employees have wide atitude for how they carry out their work, as long as they meet their performance objectives. For example, employees take company performance, and managers can look up the stories of employees Company announcements related to staffing give reasons for employees leaving though more often they tell about hiring and promoting people the organization in the early years of the when I was still a small company. Hastings and McCord would use the culture deck as a tool for orientation of new employees. The two of them would gather 10 recent hires show the slides, and Publicaces changed the purpose of the information Tech workers would read the deck before the interviewed for a b The result was that the verviewers and candidates were better able to identify who would embrace Nefes culture of freedom and responsible who would be the target with more structure in this way, information sharing improved the company's recruitment and hiring results Sharing the culture de porta a Neta practiced to communication honely Thement of radical honesty is to empower employees by giving them factual information about the company, including data performance contributing to degree feedback about managers and coworkers performance Furthermore, they can choose which colleagues to review-even the CEO And they are expected to speak up when they see a problem or have an idea Hastings and card who has since the company and stand a compacte consider radical honey to be a strength of Netflas high performance culture. The company continues to grow rapidly, adding 2.000 employees in a recent years to reach more than 8.000 has she changes in the entertainment industry and taken the leap into producing original content. Netflix recently reported an employee Amar challenge of radical honestys that some messages we bound to be disconting or they are hard to receive. In particular people tend to feel threatened by criticism, even if it is true and relevant. In praction costo dedicately in performance feedback are sometimes.come across ashash Omer proaches to honest and open communication make a point to consider employees' emotions, while Netflix's cure and leaders are focused mainly on ng da Conselho manerako high obcive and fact driven we samofied with this approach, while those who are more oriented sing bered when anger or says her perfomance as shot dealy employees are recering ongoing and complete feedback, so they should not be surprised by dacioned to the whole woorwore Some loyees respect them of press but has the point to share those in the spotlight cha message in price for some manager de to meet this standard for getack. As part of providing employees with full information, these situations, including firings, typically are page 445 Questions for Discussion do y corto puting teen wing in the we deck How effective do you think this medium was for this message? 2. Podpre that rest Commons Nerds ing Theme c 2