Powerful

Patty McCord served as chief talent officer of Netflix for fourteen years and helped create the Netflix Culture Deck. Since it was first posted on the web, the Culture Deck has been viewed more than 15 million times, and Sheryl Sandberg has said that it "may be the most important document ever to come out of Silicon Valley." Patty participated in IPOs at Netflix and, before that, Pure Atria Software. A veteran of Sun Microsystems, Borland, and Seagate Technologies, she has also worked with small start-ups. Her background includes staffing, diversity, communications, and international human resources positions.Currently, Patty coaches and advises a small group of companies and entrepreneurs on culture and leadership. She also speaks to groups and teams around the world.

出版者:Missionday

作者:Patty McCord

页数:228

出版时间:2018-1-25

价格:0

装帧:Hardcover

isbn号码:9781939714114

图书标签:管理HR商业Netflix英文原著商业运营互联网文化

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Named by The Washington Post as one of the 11 Leadership Books to Read in 2018 When it comes to recruiting, motivating, and creating great teams, Patty McCord says most companies have it all wrong. McCord helped create the unique and high-performing culture at Netflix, where she was chief talent officer. In her new book, Powerful: Building a Culture of Freedom and Responsibility, she shares what she learned there and elsewhere in Silicon Valley.

McCord advocates practicing radical honesty in the workplace, saying good-bye to employees who don't fit the company's emerging needs, and motivating with challenging work, not promises, perks, and bonus plans. McCord argues that the old standbys of corporate HR--annual performance reviews, retention plans, employee empowerment and engagement programs--often end up being a colossal waste of time and resources. Her road-tested advice, offered with humor and irreverence, provides readers a different path for creating a culture of high performance and profitability.

Powerful will change how you think about work and the way a business should be run.

读后感

印象最深刻的就是——坦诚！坦诚！坦诚！最最最重要！ 无论是公司当前现状、年度目标、未来战略、内部问题、外部竞争，还是在组织管理、团队建设、招聘等都是建立在坦诚基础上的，管理层和基层员工之间、部门领导和团队成员之间充分的沟通，有效的沟通，确保每个部门/team的人...  

这个月抽时间仔细的读了国内外所有跟Netflix企业文化有关的文章报道、刊物和书籍。 弄清楚了几点，这些是国内很多HR&创业导师没有提的： 1.现在国内创业公司还有各种HR传阅的中英文版本应该是很早以前的，新的版本在他们官网上（硅谷很多公司会把自己的企业文化详细的放在...  

首先说明一点，奇葩这个词儿原本是褒义。奈飞的人力资源实践，有不少特立独行的理念和做法，很值得仔细咂摸。 粗读的时候，我起了个将奈飞与谷歌的实践进行对比的念头。《奈飞文化手册》和《重新定义团队》这两本书都是由公司的cho撰写，结构清晰，每章最后都有几条原则的总结...  

用户评价

管理類的書能寫好挺不容易。這本書有很好的管理理念，本人的確受益匪淺，但作者文字功底一般，扣一星。

豆瓣上有人说是「人力资源的乌托邦」还蛮贴切的，整本书有点虎头蛇尾，后面有点啰嗦无聊

Strikingly extraordinary!

奈飞在人力资源方面的几个颠覆性理念：1. 招进来的每一个员工都是有权力的 2.最吸引优秀员工的不是薪酬福利，而是工作本身，以及他们可以跟同样优秀的人一起共事 3. 最好的培训是给员工有挑战的工作任务，让员工在实际工作中学习和成长，一项任务做完了，对员工的培训也就结束了。 4. 人力资源的核心任务就是打造高绩效的企业文化，有了高绩效，才能吸引最优秀的人才，挽留住那些最优秀的员工。5. 在绩效管理方面，奈飞也不是像很多公司那样，每年进行一次年终评估和反馈，而是平时不定期进行反馈。奈飞的两个有代表性的文化准则：1. 信任和极端诚实（没有报销审批制度，领导力调研投票实名制）2. 完全沟通（让公司的每个员工都充分理解业务，随便问一位员工，公司近期最重要的几件事是什么。如果答不出来，则沟通还不够详尽。）

Strikingly extraordinary!