Reed Hastings, presidente de Netflix, explica en el libro “Aquí no hay reglas” el éxito de la empresa.

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El menor número de normas posible y la mayor libertad que se pueda para sus empleados. Ese es el credo de Netflix según su presidente Reed Hastings, que en el libro ‘Aquí no hay reglas’ explica el exitoso y casi anárquico método del gigante digital para ‘inspirar a personas en lugar de supervisarlas’.

‘Así tienen sus propias ideas, que es lo que hace que la compañía siga innovando. Y la libertad es el modo en que lo hacemos. Nos enfocamos de verdad en darle a los empleados una increíble cantidad de libertad’, explicó Hastings en un encuentro con unos pocos medios en el que participó Efe.

‘Y luego, si la gente tiene mucha libertad y no tiene reglas, tienes que encontrar otras cosas como el contexto, la densidad de talento y el resto de elementos de apoyo. Pero fundamentalmente, se trata de tener un lugar que los empleados encuentren alegre y emocionante y donde puedan contribuir a que la experiencia del consumidor sea mejor y ayudar a que crezca la compañía’, añadió.

Cofundador de Netflix y uno de los principales responsables de que esta empresa de alquiler de DVD se convirtiera en un monstruo de la industria audiovisual, Hastings presenta en ‘Aquí no hay reglas’ (disponible como ‘ebook’ en español desde el jueves) una mezcla de relato autobiográfico y manual de empresa sobre el funcionamiento de este plataforma digital.

Escrito junto a la profesora de negocios Erin Meyer, el libro plantea que la ausencia de reglas estrictas, unida a una cultura de responsabilidad, estimula la creatividad en una compañía como Netflix.

‘Tradicionalmente, la mayoría de los negocios son como fábricas. La gente hace muchas cosas de forma similar y las fábricas han sido mayoría en la economía. Y eso gira en torno a seguir las reglas, replicar (los procesos), el jefe en lo más alto diciendo a los empleados qué hacer…’, enumeró Hastings.

‘Pero el trabajo creativo en el que estamos nosotros es diferente’, aseguró.

‘Aquí no hay reglas’ detalla cómo alcanzar esa cultura corporativa posindustrial, un recorrido que incluye pasos relativamente predecibles, como captar el mayor talento posible para tu empresa o favorecer la honestidad y franqueza dentro de la compañía; pero también algunos más sorprendentes, como no poner límites a las vacaciones o no exigir explicaciones por gastos de viaje o dietas.

‘Hicimos esto poco a poco. Si empiezas desde cero y tratas de adoptar todo esto, probablemente será muy muy desafiante’, dijo.

‘En nuestro caso, creció de forma natural y continúa cambiando y mejorando. Ahora en Netflix estamos mejor (en funcionamiento interno) que cinco años atrás, estamos mejor en inclusión, estamos mejor en ser globales y menos estadounidenses’, opinó.

La exigencia de un deportista

Pagar a tus empleados mucho más que lo que esté ofreciendo la competencia o eliminar los controles jerárquicos en la toma de decisiones son otras claves del funcionamiento de Netflix.

Pero otros aspectos pueden resultar más controvertidos.

Por ejemplo, Netflix aplica lo que llama The Keeper Test, que consiste en preguntarse esto de manera constante: ‘Si una persona de tu equipo renuncia mañana, ¿intentarías que cambiara su decisión? ¿O la aceptarías, quizá con un poco de alivio? Si es lo segundo, deberías darle ya una indemnización por despido y buscar a una estrella, a alguien por quien lucharías para que se quedara’.

The Keeper Test apuesta por la autoevaluación constante, pero cabe preguntarse si eso no estimula un ambiente de miedo y presión entre los trabajadores ante el riesgo permanente de poder quedarse sin empleo.

‘Uso a menudo la metáfora del atletismo’, argumentó Hastings.

‘Cuando eres un atleta profesional, cada vez que compites puedes tener una lesión que te deje fuera el resto de la temporada o incluso más tiempo. Pero los atletas no piensan en eso: están enfocados en la alegría, en ganar, en ser parte del equipo. Si te enfocas en lo negativo como atleta no puedes rendir a tu mejor nivel’, dijo.

‘Es lo mismo para nuestros empleados. Por supuesto, es verdad oficialmente que se puede echar a cualquiera, pero también ven muchos trabajadores que llevan mucho tiempo en Netflix’, agregó.

Hastings rebatió que en Netflix se trabaje ‘las 24 horas del día, siete días a la semana’ como en ‘una sala de urgencias’, pero admitió que formar parte de su compañía es ‘desafiante’.

‘Si quieres ganar un Mundial de fútbol, requiere mucho trabajo. Es muy intenso pero también hay una sensación positiva de contribución. Intentamos ser muy honestos sobre lo que tratamos de ser aunque puede que no sea lo adecuado para todos’, explicó.

Por último, Hastings se mostró contrario al teletrabajo como sustituto del contacto personal (‘tenemos que encontrar un equilibrio’) y se mostró convencido de que su modelo de negocio goza de buenas perspectivas.

‘Algún día, las películas y las series quizá sean algo bastante pequeño en la cultura, como son las novelas hoy en día. Pero al menos en los próximos cinco o diez años, nuestra forma de arte parece bastante fuerte’, finalizó.

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