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前言
英文原文来自Medium
Link: https://medium.com/inc./netflix-avoids-rules-like-the-plague-heres-what-it-does-instead-8da3b3423391
Title: Netflix Avoids Rules Like the Plague. Here’s What It Does Instead.
中文翻译为博主自主翻译，若有不足之处，恳请在评论中指出。
One reason for Netflix’s success: It throws the rulebook out the window
原文
By Justin Bariso
Rules. Most employees hate them. And I bet right now you could name a bunch of stupid rules you’ve encountered in your workplace.
But companies need rules to ensure quality and performance, right?
Not according to Netflix.
In his new book, Great Leaders Have No Rules, bestselling author Kevin Kruse cites Netflix for its remarkable success over the past two decades.
Usually, as companies grow they need rules to protect quality and consistency. But while Netflix has managed to change its business model multiple times (from a DVD delivery company, to a streaming company, to a content creation company), it has maintained a fiercely loyal customer base by doing the opposite:
Netflix avoids rules like the plague.
Back in 2009, Netflix released its now famous culture deck, which has now been viewed millions of times. In it, company leaders acknowledged the traditional logic for rules and the short-term benefits they bring. But it goes on to show how over time, a culture that is obsessed with rules and processes drives out high-performing employees.
“When the market shifts quickly due to new technology, competitors, or business models, rule-driven companies can’t keep up and lose customers to competitors who adapt,” writes Kruse. “In such an environment, slow-moving, rule-oriented companies grind ‘painfully into irrelevance.’”
In contrast, Kruse explains, Netflix asserts that a business should focus specifically on two things:
1.Invest in hiring high-performance employees.
2.Build and maintain a culture that rewards high performers and weeds out continuous, unimproved low performers.
The result?
“Netflix leaders believe that responsible people — the people every company wants to hire — are not only worthy of freedom, they thrive on it,” Kruse continues. “Creating an environment where these individuals are not inhibited by myriad rules allows them to become the best version of themselves.”
“Netflix的领导者相信，每个公司都想聘用负责任的人，这样的人不仅值得拥有自由，他们还会因此茁壮成长，”克鲁斯继续说道：“创造一个环境，让这些人不受无数规则的限制，让他们成为最好的自己。”
In other words, instead of stifling their employees, Netflix uses emotional intelligence to inspire them.
Here are some examples of what this looks like at Netflix:
1.Unlimited vacation
Instead of formally tracking vacation days, Netflix allows salaried employees to take as much vacation time as they want, as long as it meets certain guidelines. (Accounting and finance workers are asked to be in the office during the beginning or end of a quarter, for example.)
Netflix没有正式追踪假期天数，而是允许受薪员工想休多少假就休多少假，只要符合某些规定。（例如，会计和财务人员被要求在季度开始或结束时到办公室工作。）
With this policy, the company focuses on work, not hours.
2.No formal travel and expense policy
Rather than submit reports detailing money spent on mileage, meals, hotel rooms, and office supplies, employees are expected to spend money as if it’s their own — and look for opportunities to save when possible.
员工不应该把钱花在里程、餐饮、酒店房间和办公用品上，而是应该像自己花钱一样去消费，并在可能的时候寻找省钱的机会。
In fact, the company’s expense policy is five words long: “Act in Netflix’s best interests.”
In the end, it comes down to hiring adults — then requiring adultlike behavior.
“Most companies spend endless time and money writing and enforcing HR policies to deal with problems the other 3% might cause,” former Netflix chief talent officer Patty McCord wrote in a piece for HBR. “Instead, we tried really hard to not hire those people, and we let them go if it turned out we’d made a hiring mistake.”
By empowering its people, Netflix has managed to continue innovating and increasing its market share — while growing to thousands of employees and generating billions of dollars a year in revenue (from over a hundred million subscribers).
Get rid of the rules
Kruse reminds readers that rules are just another way to micromanage. They disempower workers and stifle innovation, creativity, and smart risk-taking. They reduce morale and motivation.
克鲁斯提醒读者，规则只是微观管理的另一种方式。它们剥夺了工人的权利，扼杀了创新、创造力和明智的冒险行为。它们会降低士气和动力。
In contrast, the ultimate goal should be that your people make good decisions. “To accomplish that,” writes Kruse, “they must feel ownership of and accountability for those decisions.”
So, if you want your people to develop, to be accountable and to own their decisions, and to feel empowered at work, throw the rulebook out the window.
Instead, follow the Netflix model:
Focus on hiring the best. Set guidelines, not rules. Reward great performance.
Do this right, and you’re no longer managing your people.
You’re inspiring them.
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Justin Bariso is an author and a consultant who helps organizations think differently and communicate with impact. In 2016, LinkedIn named him the “Top Voice” in “Management and Culture.” His new book, EQ Applied, shares fascinating research, modern examples, and personal stories that illustrate how emotional intelligence works in the real world. Follow him on Twitter @JustinJBariso.
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Author: Frytea
Title: 【翻译】看看Netflix如何躲避瘟疫一般的规则
Link: https://blog.frytea.com/archives/146/
Copyright: This work by TL-Song is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
