The Great Culture of Netflix

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by Reagan Wheeler

The purpose of this case study on the widely known organization, Netflix, is to show the organizational culture that is within it. It will look at and describe the seven aspects of the culture and I will give personal examples of those seven aspects. I will then reflect on my own ability to adapt to the Netflix culture as if I were an employee at the organization.

Netflix has seven aspects in which it is conducted. The first is “Values Are What We Value.” This means to say that the company actually looks at if the employees have values such as judgment, communication, impact, curiosity, innovation, courage, passion, honesty, and selflessness. The company likes when an employee has these things because then they know that he or she will give all they have into their job. The second aspect is “High Performance”, which means that Netflix makes sure they have star people in every position. If someone isn’t honest or loyal in their leader position then they will be asked to step down. Netflix wants employees in manager positions to follow the nine values of the company to ensure a great workplace (Reed). One employee even said that he would rather work by himself than with subpar performers (How Netflix Reinvented…). Netflix doesn’t want employees who are right out of college. They want people who are self-sufficient and put together. They don’t have people walking around in t-shirts and sweatshirts (Netflix’s Next Big…). “A great workplace is stunning colleagues (Reed).”

The third aspect of the Netflix culture is “Freedom and Responsibility.” They want employees who are responsible because responsible employees are worthy of freedom, and freedom is exactly what they want. They know that if they have the right people they can do without a culture of following the process and sticking to it. Instead, they can have a culture of self-discipline, freedom, responsibility and creativity. “Context, not Control” is the fourth aspect. This aspect wants managers to give the employees an outline of what they want and let them do what they have to without the manager having to have the final say. Netflix wants their managers to give structure rather than give orders. The company understands that high performance employees will work better if they know the context. “Highly Aligned, Loosely Coupled” is the fifth aspect. The goal behind this one is to be big, fast, and flexible within the teamwork of high performing employees. The company believes that all that is needed is good, clear context (Reed).

The sixth aspect is “Pay Top of Market.” Netflix wants their highest performers whose value is high in the marketplace to be paid to stay there. If one of the company’s great employees is on a high demand for their area or is increasing in their skills, Netflix wants to do whatever they can to keep them. They always want to be at the top of market for that person. The final aspect of the Netflix culture is “Promotions and Development.” The company gives promotions to the employees who earn it. They don’t plan out promotions like some company’s based on how long an employee has worked for them. They want each person to grow and control their own future. There are three conditions that must apply for an employee to be promoted. The job has to be big enough to where there will be enough work to do. The person has to be really great at their current job and he or she must be an excellent example of the organization’s culture and values (slide).

I can relate to this culture through some my own experiences in the workplace. Prasco, the company I work for in the summer looks greatly at the values of the employees. They want each person to have good values because without them it wouldn’t be a great company. They also strongly believe in the freedom and responsibility aspect. Prasco wants their employees to have freedom and they give that by teaching us how to be responsible. Having good, clear context is a huge one in my specific job at the company. I work with a large group of girls and we know that all we need is good context on what we need to do and we can do it. We also know that if we ever have questions about the context then we can ask, which helps to avoid doing something wrong if the context was not clear.

I definitely think I would be a more effective worker at Netflix and in their culture. I have so much experience with a lot of their cultural aspects as stated earlier that I think I could easily adapt. I would have fun working in the Netflix organizational culture. I think I would feel laid back but also in control and responsible.



“How Netflix Reinvented HR.” Harvard Business Review. N.p., 2016. Web. 07 Oct. 2016.

“Netflix’s next Big Challenge Doesn’t Have Anything to Do with TV.” CNBC. CNBC, 2016. Web. 07 Oct. 2016.

Reed Hastings, Working   Keynote Author Follow. “Three Necessary Conditions for Promotion.” Three Necessary Conditions for Promotion. N.p., 2009. Web. 07 Oct. 2016.



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