Reed Hastings

So in Netflix, there was the meritocracy and and outsiders thought it was cutthroat, thought it was Hunger Games.

um but inside it really wasn't people looked out for each other helped each other quite a lot but in the words we used to describe it um were not warm and loving enough and so it came across as uh brutal from the outside okay and so we were never really able to shake that uh kind of perception and in powder we started with big-hearted champions who pick up the trash

And so big hearted, of course, loving and generous as the lead word in our kind of employee motivation.

Champions like, no, we really do care about performance.

That's that meritocracy aspect.

Very driven, keep her test, all the things that we had at Netflix.

And then who pick up the trash is a symbol of self-responsibility and everything is my job.

And people really do pick up the trash in both metaphor and actual ways.

Yeah, everybody takes care of the trash at home, and only some people do that at work.

I would say pretty imperfectly.

You spend five or 10 hours of interviews with someone and it's just hard to tell sometimes.

So I'm pretty open-minded.

We'll take a chance on people.

And then again, if it doesn't work out, we give them a package and move on.

So some people say all the focus should be on the hiring process.

And maybe they're able to do that incredibly well.

I've found it's hard to differentiate.

And so I'm willing to give people chances and let it be a little more instinctual.

And then, you know, then you're with them for months and then you can really tell their performance as opposed to from the five or 10 hours of interviews.

Well, it's rarely initially.