you look beyond short term fixes in favor of long term solutions; you make wise decisions despite ambiguity; you use data to inform your intuition
You are smart when you make decisions and use data to do so.
13 Matching Annotations
- Last 7 days
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you are vulnerable in search for the truth; you are willing to risk failure, or challenge the status quo, in the pursuit of excellence
You are willing to take risks to succeed.
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you welcome new ideas; you are passionate and persistent in pursuit of more innovative solutions; you value artistic expression
you have an easy time coming up with decisions and welcome new ones.
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you recognize your biases and work to counteract them; you try to ensure everyone at Netflix can do their best work, whatever their culture, identity or background.
You try to be fair and do the best you can
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you learn rapidly and eagerly; you are more interested in other people’s ideas than your own; you’re humble about what you don’t yet know
You like to learn fast and like to listen to ideas of others
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Furthermore, people who buy in to the ideal-worker culture find it difficult to understand those who do not. As a result, accepters can become the main drivers of organizational pressure for round-the-clock availability
Workplaces that reward time logged instead of real results force employees to sacrifice their outside lives
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In our research we found that people typically rely on one of three strategies: accepting and conforming to the demands of a high-pressure workplace; passing as ideal workers by quietly finding ways around the norm; or revealing their other commitments and their unwillingness to abandon them.
In a lot of companies, bosses judge people by how long they sit at their desks rather than how well they do their jobs
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Is it beneficial to weave ideal-worker expectations into a company culture? Is it necessary, at an individual level, to meet those expectations?
I think every worker is different and most shouldn't be held to typical standards.
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Other policy changes can be made even more easily. One employee we interviewed remarked that her current boss differed from her old one because he believed late nights were a sign that she was working inefficiently, and he discouraged them.
This suggests working long hours makes the employee work poorly.
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Minimize time-based rewards. Employees who choose a passing strategy do so in part because it’s common to evaluate how much people work (or seem to), rather than the quality of their output.
Prizes/awards are given to employees based on how long they have been there rather than how good they are.
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- Oct 2026
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Implement frequent pulse surveys to capture real-time feedback on specific HR initiatives or changes within the organization
I can see how this would be beneficial to some, however I feel like if I got these often, I would just run out of things to say or if I were in a hurry I would just say something random.
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When employees feel valued, supported, and empowered, they are more likely to be engaged in their work
I can relate to this. When I was at work the other day, I was very unmotivated and just going through the motions and my coworker told me to keep up the good work and it motivated me to try harder.
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Students may not post, transmit, promote, or distribute content that is racially, religiously, or ethnically offensive or is harmful, abusive, vulgar, sexually explicit, otherwise potentially offensive
The big picture here is to be smart and think about what you post and say on the internet.
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