【英文版04】Todd Yellin：Onboard for Growth: A Case Study in Talent Development

【Background】

【背景介绍】

大家好，欢迎来到《全球精英的5分钟成长学院》。在今天的节目中，网飞公司的产品创新副总裁托德·耶伦将向我们介绍，网飞是如何发掘人才，并在工作中帮助员工不断取得进步的。

How does Netflix, one of the most innovative and fast-growing companies in the new media space, keep itself on an even keel while sailing into uncharted waters? The answer begins with the interview process for new hires. Right from the start, Netflix takes steps to ensure that its employees are ready to fit into the company’s well-defined culture and drive growth.

在新媒体领域，网飞无疑是最善于创新、同时也是发展最快的公司之一。对网飞而言，当公司这艘大船航向未知领域的时候，应该如何保证船体的平稳呢？网飞给出的答案，可以从面试新员工的流程开始谈起。从一开始，网飞就采取种种策略，保证自己的雇员已经做好准备，去适应公司那明确而清晰的文化氛围 ，并在这种氛围下不断取得进步。

【Course】

【课程】

Vetthe candidates

对候选人的审核

We really know that you can’t measure a human being perfectly how they’re going to perform in one environment versus how they’re going to perform in an interview environment. But we do we talk to people, we do a couple of rounds, we do do our due diligence around checking references, which we think is important. But there’s certain things we’re looking for. Obviously we’re looking for expertise in whatever domain they’re in. So whether it be engineering, design, project management, whatever field they’re in, consumer insights, we want someone who has real experience and real expertise about what they’re doing. That, of course, is table stakes. But then pass that, like any company, Netflix has a particular culture and we want someone who’s going to fit in the culture here. We’re very non-political. So I see this all the time and it’s surprising, when you’re interviewing someone and they’re playing up the things like the following, they’ll say yeah I was able to take this project and I was able to convince senior management we should try it and I was able to convince all these people to work on it and I was able to pass it through this system and make it jumped through this hoop and twirl in this way, that sounds like they got really a lot of a high degree of political savvy. And that’s not particularly what we’re looking for, we’re looking for someone who just knows how to curate great ideas, able to bill or design what will work and try to avoid the politics because the politics are an extra tax that we’re really trying to offload as much as possible.

我们非常清楚，在面试中对一个人进行评估，所得到的结果并不能完全代表这个人在实际工作中的表现。尽管如此，在面试的时候，我们仍然会和候选人进行好几轮交谈，并向证明人核实情况，完成背景调查，这对我们来说很重要。不过除此之外，我们确实也想通过面试在候选人身上寻找一些特质。首先，不论候选人从事哪个领域，我们都会考察他们在这个领域的专业知识。不论是工程、设计、项目管理，还是消费者观察，我们都希望能够雇佣一位在工作领域拥有充足知识与高超技术的员工。这些东西当然也是面试中的筹码。此外，就像任何其他公司一样，网飞拥有自己独一无二的文化，而我们也希望找到那些可以适应我们文化的员工。

网飞是一家非常重视“去政治化”的公司。我始终都会牢记这一点，然而令我惊讶的是，每当我们进行面试时，总有些人会像下面这样去表现自己。他们会说，“是的，我曾经成功拿到了这个项目，然后我成功说服公司的高管，去尝试这么做；接下来我又搞定了所有人，让他们把这个项目落地。。我让这个项目在体系中畅行无阻，然后用了这样和那样的手段成功绕开了一切监管和麻烦”。

听起来，这样的面试者很有政治头脑；但这可不是我们想要的员工类型。我们要寻找的人，关心的是如何把好主意变成现实，如何能够设计出可行的方案或为此提供支持，他们努力避免在工作中“搞政治”。为什么呢？因为对我们来说，办公室政治是额外的负担，自始至终，我们都在尽可能地卸下这些负担。

So different skills will work in different places. Because we’re such a debate-ful culture I want people to be comfortable speaking their minds. I want people to be comfortable to give feedback to others in a very open way and not try to couch it in certain ways to some people than others. We don’t want people obviously to be saying certain the right thing to a certain person and then behind their back they’re saying something else.

所以，不同的技能适合不同的地方。因为我们公司非常鼓励辩论的文化，所以我希望员工们能够自由地表达自己的观点，能够用开诚布公的方式向他人提供反馈意见，并且不会因为对方是某种身份就区别对待或有所隐瞒。坦白来说，我们并不希望人们在某些人面前用一套说法，而在背后却用另外一套说法。

Instill a growth mindset

灌输发展式的理念

When I got to Netflix we were a much smaller company. The company is a magnitude or if not more bigger now than we were then. And the concern always year over year is do you grow into this slow moving creature that eventually becomes a dinosaur and then you’re hit in the head with an asteroid and it’s all over? So you want to avoid that and so you do everything you can to keep on driving up the talent density, keep on hiring new blood and challenging them and challenging yourself and don’t get mixed up in old doctrines, don’t get mixed up in what might drag you down, but keep things fresh and alive. So, driving debate helps that as you grow so you’re not sluggish or you’re not going to weigh yourself down.

在我加入网飞的时候，我们还只是一家小公司，跟现在没法比。如今，我们公司的体量已经变得相当庞大。每年我们都会担心公司是否正在变成着一个行动迟缓的庞然大物，就像一头恐龙一样，一旦被某颗小行星打中脑袋，就一下子走向灭绝了？所以如果你希望避免这种情形，就就要持续不断地去扩大人才密度，不断雇佣新的生力军加入公司。然后，要给他们、同时也给你自己提供挑战；你得摆脱陈规的束缚，不要让那些陈旧的条条框框拖累你，尽量让一切都保持新鲜和活力。所以，鼓励公司内部的辩论，能够在你公司成长的过程中帮助你保持活力，，防止你的公司变得迟缓，或者是因为负担太重而跟不上节奏。

Leaning forward, you know, what I’m fond of saying, what I say to new employees when they come to Netflix and I give a little speech to them is I show them slide decks, some history of Netflix, where we’ve been, where we’re going and so forth. But I tell them the most important slide is this little cartoon I show of a guy laying on his face. And basically falling on your face is important and if you don’t fall on your face and if you don’t have – if you don’t create a safe enough culture of innovation where falling on your face is actually respected and you dust yourself off and you get up and you try something else, then you’re not going to have an innovative culture.

每当新员工来到网飞，我就会跟他们说，“你得保持身体前倾，为跌倒做准备”，你知道的，我喜欢类似的说法。面对新员工，我会进行一段简短的演讲，展示一些幻灯片，谈谈网飞的历史，比如我们曾经做过些什么，我们打算去做什么，如此等等。但是，我会告诉他们，在这些幻灯片中最重要的是一幅小漫画，在漫画里，我展示了一个脸朝下摔倒在地的人。我主要是想说，跌倒是一件非常重要的事，假如你没有机会摔这么痛，假如你所在的公司没有建立起这样一种文化，让失败变得足够安全、乃至受到尊重，让人们在摔倒之后，可以掸去身上的尘土，重新站起来进行其他尝试；假如你做不到这一切，那么这家公司就不可能拥有创新的文化氛围。

【Summary】

【总结】

在这节课里，托德·耶伦结合了实际案例，向我们介绍了网飞是如何在面试中发掘人才，并帮助他们在工作中不断取得进步的。

在你自己的工作中，这样的思路说不定也会有所帮助；

Vet the candidates - Most desired new hire traits:

·     Expertise in field

·    Good fit culturally (Don’t be tempted by boasting of political savvy)

·    Great idea curators

·    Ability to execute on ideas that add value

·    Comfortable giving and receiving honest criticism

假如你从事人力资源工作，或者肩负着管理者的责任，那么在对候选人进行审核时，可以留意一下这几条新员工最理想的特质：

1.     具备某一领域的专业知识；

2.     有优良的文化适应能力，面试官不能被迷惑，不应该去选择那些炫耀办公室政治心得的候选人；

3.     能把好主意变成现实；

4.     有足够的执行力，将有价值的想法变成现实；

5.     能很好地提出或接受诚恳的批评。

Instill a growth mindset

·    Continue expanding your talent density

·    Be open to defying old doctrines

·    Maintain your debate-ful culture

·    Make sure that falling on one’s face is not only safe, but respected

在管理公司时，要向员工灌输一种发展式的理念，这包括以下几个方面：

第一，要持续扩大人才密度；

第二，要让员工愿意突破陈规；

第三，在公司内部鼓励辩论文化；

第四，容许并尊重员工的失败；

本节目英文版音频和视频均由美国Big Think Edge 独家授权，中文版由喜马拉雅制作播出。感谢收听，我们下集节目再见！