Researching the Talent Management in Netflix

An organization’s success solely depends on the performance of its employees. Therefore, building employees’ talents and ascertaining their competencies speak loud as production is concerned. Managers and CEOs have the task of developing strategies and plans that assess and train employees to enhance success. Organizations have to address employee talents and development for better results. This essay is based on the employee talent approaches exhibited by Netflix company and suggests how various organizations could employ these steps to enhance success.

Netflix’s success has been realized following many factors, including marketing, advertisement, and efficient handling of employees. One strategy the company uses to identify competent employees is hiring, rewarding, and tolerating only a fully formed workforce. As the CEO explains, better results and workers’ performance are usually experienced when the company relies on logic and common sense rather than set company policies.

Netflix has resided on hiring employees that put their interests aside and concentrate and unanimously do the right thing under minimal supervision (McCord). Moreover, the statistics prove that employees with the understanding and desire for high-quality work performance will always adhere to the company rules besides delivering what is expected of them. Therefore, it is suggested that struggling companies try Netflix employee handling strategies by employing training programs and talent development to enhance their success.

Another plan exhibited by Netflix that has enhanced its success is telling the truth about performance to its employees. Rather than following formal reviews, the Netflix company, after a long practice, eliminated them as they proved to be too ritualistic and infrequent as workers’ performance is concerned. Instead, the company managers developed an open discussion forum where employees were expected to communicate and incorporate performance as the heart of company success. It encompasses all departments that work to see the company through its barriers. Traditional corporate employee performance review is built on the fear of litigation. The theory holds that dismissing an employee demands tracking their poor performance without considering their key achievements (Tran 350). Moreover, companies should teach their workers about the everchanging technologies that they adopt in their systems. Therefore, organizations should create an open discussion forum for individual employees to know exactly what performance means.

The CEO of Netflix company depends on the managers’ responsibility to build a stable and great workforce that enhances productivity. A company could have the best employees globally, but the force may be rendered useless without proper management and collaboration. As such, the managers of various departments are responsible for consolidating individual workers. This can be done by assessing areas of specialization to avoid assigning complex jobs to employees (Thibault et al. 230). Moreover, managers must develop appropriate training programs that aim at improving talents among employees. Therefore, other organizations could take note of this plan since the training of employees, besides motivating through gifts and promotions, builds an excellent working mood reflected in the higher production output.

Another critical value that determines the company’s success is leaders’ ability to create company cultures. In this sense, leaders are expected to lead their juniors as examples. For example, leaders should make it to work in time and be the last to walk out of the workplace. Moreover, leaders must always observe the companies’ policies and rules before calling the same from their juniors. With a good set example, the company would have an established culture where employees would require minimal supervision in a few months. Furthermore, there would be a culture where all employees know and understand the rules and what the company expects from them. Some of the benefits of well-established company culture are time management, codes of conduct, and workers’ activeness during the production process (Chowdhury et al. 1738). Therefore, company leaders should avoid laziness and be active in creating a culture that supports the goals and objectives of the company.

Netflix Case Study proved that good talent managers should act and think like business people and innovators to help improve and take the organizations to another height. In this sense, leaders should spend a lot of resources looking for opportunities and avenues that would help lift the company rather than assuming that the company is in a stable stance. The managers should try and understand what the company needs depending on the time of the year. This brainstorming helps the company leaders only procure the necessary programs that benefit the company rendering profits in the long run. Moreover, company leaders must set programs and clearly define each employee’s role in the company to form a driving force towards achieving the company’s goal (Burroughs 16). As it has worked for Netflix, I called upon managers and leaders of other companies to try this plan and register high worker performance, which improves production output.

In my opinion, I believe that the five principles practiced by Netflix company are pillars for success that many companies are looking for. As has been illustrated by Netflix, if appropriately and purposely adopted, the principles bring several changes in an organization that improves production output. The five principles improve a leader’s activeness and leaders roles and force managers to develop plans to enhance employees’ talents. Moreover, these plans exhibited by Netflix also define the responsibilities of every individual in the company. Therefore, these explained principles adopted by Netflix create a positive working environment and, as such, enhance the company’s existence.

Works Cited

Burroughs, Benjamin. “House Of Netflix: Streaming Media and Digital Lore“. Popular Communication, vol 17, no. 1, 2018, pp. 1-17. Informa UK Limited. Web.

Chowdhury, Reza et al. “Brand and Firm Values in Distinct National Cultures“. Asia Pacific Journal of Marketing and Logistics, vol 32, no. 8, 2020, pp. 1737-1758. Emerald. Web.

McCord, Patty. “How Netflix Reinvented HR“. Harvard Business Review, 2021. Web.

Thibault Landry, Anaïs et al. “Winning the War for Talent: Modern Motivational Methods for Attracting and Retaining Employees“. Compensation & Benefits Review, vol 49, no. 4, 2017, pp. 230-246. SAGE Publications. Web.

Tran, Sang Kim. “GOOGLE: A Reflection of Culture, Leader, And Management“. International Journal of Corporate Social Responsibility, vol 2, no. 1, 2017, pp. 323-350. Springer Science and Business Media LLC. Web.

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BusinessEssay. "Researching the Talent Management in Netflix." January 17, 2023.