《黑神话：悟空》最受好评、最喜爱单机游戏没悬念

　　Sorry to interrupt， Maybe our audience are not familiar with Netflix’s 4A feedback guilelines.The 4A feedback guidelines are Aim to assist； Actionable， Appreciate；Accept or discard.Now lets give time to Reed， pls answer Qi’s question．

　　哈斯廷斯：我想说，奇，关键是要不同于社会常规。在生活中，我们做到尊重别人，对别人有礼貌。工作中，我们需要打破常规，这样才能学到更多东西。我们相互批评。一开始这会让人很不舒服，但是就像锻炼肌肉力量。每天听到人们说“请给我一些建议”，慢慢的这种建议就是非常自然的了。可能在会议结束时，有人告诉你说：“会开得很好，但这个话题太大，应该留在今后讨论。”提批评建议不是抗拒或不尊重，反而是善良和诚实的体现。善良和尊重都很重要。

　　但是如果我们能够直言，也就是更坦诚，我们的组织会更好。我们所讨论的坦诚是指工作上的坦诚，不是对别人说我不喜欢你的穿着，或者被你吸引等等，这些与工作无关。我们谈的是工作上的坦诚，这不仅让公司，最终也让产品、服务更上一层楼。

　　I would say Qi， it‘s about giving each other permission to be different than the normal social contract． In human life， you know we have ways of being respectable and polite． We have to explicitly say we are going do it differently at work， because we can learn more． And let’s practice and give each other feedback． That‘s， you know，uncomfortable at first． And so you can develop the muscle， and then everyday heard people say “give me some feedback please，” you make it like you normalize but doing it， you know， more often than you need to． So it’s deadly learning so that they become comfortable at the end of the meeting， to say， you know， I thought the meeting went well， but you know we really didn‘t get to this big topic which we should do it in future topic． You know that’s not confrontational or disrespectful． So it‘s， often these things are attention of two goods． We admire kindness， and we admire honesty． We have to say， look into our attention， and normally we go by kindness and respect．

　　But it will be better for our organization if we go more honestly． So please can we all agree that what will be now is productive honesty， you don‘t want people say they don’t like how you dress or I‘m attracted to you， you know， there’s some other unprofessional honesty we are not talking about． We are talking about professional honesty to make the organization， then ultimately the product， your service better．

　　张一甲：没错，坦诚很重要，坦诚是今天的高频词。事实上，坦诚是很多一流企业家的共识。

　　比如，字节跳动创始人、CEO 张一鸣非常推崇杰克韦尔奇的《赢》这本书，尤其是里面的“坦诚”二字。他认为企业成长的大敌，就是缺乏坦诚。

　　关于坦诚的重要性，张一鸣不断强调。他说过：“在商业生活中不坦诚实际上是一种自私的表现，为了让你自己的生活工作更加轻松，而这种以为却常是缺乏远见的。”

　　随着初创公司的规模越来越大，协作的重要性也愈加凸显。人多了就需要沟通，然而语言本身所能传达的信息就很有限，再加上我们会有所隐瞒，不够坦诚的话，初创公司就很难存活。

　　Well-said！ Being frank is really important！Nowadays， honesty is a popular word and in fact， it also wins consensus among many leading entrepreneurs．

　　For example， the founder and CEO of ByteDance Zhang Yiming． He really admires the book Winning by Jack Welch． Especially the parts that emphasize the importance of honesty．

　　Nowadays， team work is becoming more and more important， your achievements are based on the supports of others． If you are not honest， you will hurt everyone including your self．

　　陆奇：没错，你说得对。下一个问题是，回顾网飞企业文化创立和实施的精彩旅程，你一直努力给员工提供更多的自由，让员工承担更多的企业责任。我和别人谈到这个，都觉得这种做法很有趣。但人们对很多潜在的问题存在焦虑。你能否和我们分享，当你开创网飞时所遭遇的陷阱和问题。给员工越多自由，这种焦虑程度就越高。如果你能分享一些你的经验，会对读者很有帮助。

　　That‘s right， the next question is， look out to the overall journey of implementing or creating Netflix wonderful creature， what you really centre around giving employees more freedom and enable employees take more corporate responsibilities． There’s a lot of interest I would say， based on even my interaction with people that I know about． But people also have anxieties， if Iwere to follow some of the suggestions， potential problems stay if I‘m into． So the question is for you to share， when you are practicing， pioneering that culture in Netflix， all there any pitfalls you’re into， potential hidden problems you didn‘t forsee when you’re into and you have to adjust． Because as there‘s more interest in practicing this， the higher level of anxieties． If you can share some of the things you’re into and you need to adjust would be wonderful， and would be very helpful for the readers．

　　哈斯廷斯：这种焦虑是有道理的，因为任何一个组织都是一个复杂的系统，有一批相互关联的人，所以你需要有一个很高的人才密度，才能有自由，否则人们只会做出很多不好的选择。你需要定一个方向，那就是认同一致松散耦合，所以人们知道我们要用什么样的方式来服务客户。

　　有很多相互联系的部分，你不能只拿一个元素说它会起作用，因为脱离情景它可能不会起作用。

　　因此，一点一点地建立起信心，目标不是管理，而是激励人，所以把它看作是一点一点地学习如何通过激励来领导，而不是通过管理来领导或告诉人们该做什么。你知道工厂对我们的文明是如此重要，如此富有成效，所以工厂的精神模式延伸到许多其他领域，而创造性的努力与工厂不同，不能还让让老板自上而下地告诉工人们该做什么。所以要再想想，从管理到激励的转变。

　　The anxiety is sensible， because think of any organization as a complex system with a batch of inter-dependents， so you need to have a great talent density， to be able to have the freedom， or else people just make a lot bad choices， you need to be setting direction that‘s the highly alligned loosely couple， so people know in what way are we trying toserve the customer．

　　So you know there‘s a lot inter-connected parts， you can’t just take one element and say that‘s going to work ’cause out of the context it probably won‘t work．

　　And so it is building up confidence bit by bit that the goal is not to manage people， the goal is not to manage， that the goal is to inspire people instead， so think about it as bit by bit learning how to lead by inspiration， instead of lead by management or telling people what to do． You know the factory has been so important to our civilization， so productive， so the mental model of the factory beleads into many other areas， and creative endeavors are just different from the factory． And we still have the boss top down tell the workers what to do or orientation． so again think of the shift being moving from management to inspiration．

（编辑：怀化站长网）

【声明】本站内容均来自网络，其相关言论仅代表作者个人观点，不代表本站立场。若无意侵犯到您的权利，请及时与联系站长删除相关内容!