“Culture eats strategy for breakfast.”
Peter Drucker
We’ve all heard this famous quote.
It’s a powerful statement that resonates now more than ever. While strategy is of course important, it’s culture that drives execution and, ultimately, success. You can have the best strategy in the world, but without a strong, thriving company culture to support it, that strategy will fall flat.
Why? Because culture is what defines how your people work, innovate, and collaborate. It’s the invisible force that determines whether your team feels motivated or disengaged.
At Let’s Talk Talent we work closely with businesses to help them shape their culture, and I can tell you that companies with a strong culture consistently outperform those that ignore it. In fact, a Gallup study found that organisations with highly engaged employees see up to 23% higher profitability.
But it’s not all about the profits, culture drives retention, job fulfilment, career development and enhances your employer brand – it’s a win/win!
Culture isn’t a “nice-to-have”—it’s critical for business.
Recently, I watched an interesting interview compilation with Reed Hastings, Netflix’s co-founder and Executive chairman, and it reinforced my belief in the power of culture. Netflix’s rapid growth is no accident; it’s a direct result of their intentional focus on creating a high-performance, values-driven culture.
Hastings shared some key elements of Netflix’s culture that can be adapted to almost any business. I regularly share these insights with my clients to help them strengthen their own cultures. Now, I’m not saying every business should copy Netflix exactly, but there’s a lot to learn from how they’ve built such a strong, high-performing culture—and how they’ve made it work for them.
I’ve pulled out a few of the principles to show you how you can implement them in your own organisation.
Principle 1. “Values are what we value”
At Netflix, values are more than just words—they guide every decision. As Hastings said, “Values are what we value.” It’s a simple yet profound distinction. Many companies have values, but do their actions reflect them?
Values must be actionable. You can’t just talk about integrity or innovation—you have to live those values every day. Deloitte’s research shows that purpose-driven companies have 30% higher levels of innovation. It’s no surprise that Netflix, with its clear, embedded values, is one of the most innovative companies in the world.
Ask yourself: Are your values influencing the way your team works? Do they guide your decision-making process?
Principle 2. High performance, high accountability
“It’s about performance – it’s not about politics, it’s not about seniority! Our culture is not for everyone”
Netflix is relentless in maintaining a high-performance culture. “We keep only our high performers,” said Hastings. It’s not about being harsh; it’s about setting and maintaining high standards.
Accountability is essential for building a performance-driven culture. It’s not about punishing people—it’s about supporting your team and ensuring everyone is contributing at their best. Netflix holds employees to high standards, but they also provide the resources and feedback needed to help them succeed.
For managers: Do you have a system of accountability in place that helps people perform at their best while maintaining fairness?
Principle 3. Freedom & responsibility (context, not control)
Hastings also highlighted the importance of giving employees freedom. “We don’t micromanage,” he explained. “We trust our people to make good decisions.” Netflix pairs freedom with responsibility, and this balance creates an environment where creativity can thrive and people can think for themselves.
I often discuss the power of flexibility with clients, particularly in today’s evolving work environment. At Let’s Talk Talent, we’ve embraced flexible working, and I’ve seen firsthand how it empowers teams to deliver their best work.
Research confirms this: companies with high levels of trust and flexibility see 50% higher productivity, according to Harvard Business Review.
Think about it: Are you giving your team the autonomy they need to succeed? Or are you unintentionally holding them back with too many controls?
Principle 4. Highly aligned, loosely coupled
Another key principle from Netflix’s culture deck is being “highly aligned, loosely coupled.” This means setting clear goals while allowing teams the independence to achieve them in their own way – there is a strong sense of ownership.
One thing that really stands out about Netflix is their commitment to being brutally honest, but in a way that’s respectful. Honesty and feedback are baked into everything they do—it’s how they stay aligned. But they make sure it’s about helping people improve, not tearing them down.
Alignment is crucial, but so is autonomy. Micromanagement kills creativity. When you align teams with company goals and then step back, you give them the freedom to innovate.
Ask yourself: Are you providing clear direction without stifling your team’s ability to take ownership of their projects?
Principle 5. Promotions and development
Netflix has a different take when it comes to career growth. They don’t rely on traditional career ladders or predefined promotions. Instead, as Hastings put it, “We develop people by giving them the opportunity to develop themselves—by surrounding them with stunning colleagues and giving them big challenges to work on. Career ‘planning’ isn’t for us.”
What they’re saying is: growth happens naturally when you challenge talented people and let them take charge. Instead of focusing on titles and structured plans, Netflix prioritises giving employees real opportunities to develop through their work.
Promotions come from performance, not how long you’ve been there or office politics.
When I talk to clients, I always recommend creating an environment where people can grow through the three E’s: Experience, Exposure & Expertise – rather than sticking to rigid plans.
People want opportunities to learn, expand their skills, and make an impact. If you give them meaningful projects, surround them with inspiring colleagues, and let them figure things out, they’ll grow on their own terms—and your company will benefit, too.
It’s also important to have ongoing feedback. Netflix doesn’t wait for annual reviews. Feedback is a constant part of their culture, which helps people know how they’re doing and where they can improve in real time. That way, employees aren’t left guessing.
Leaders, ask yourselves: Are you offering enough opportunities to challenge your team? Is feedback part of your day-to-day culture, helping people improve on the go? Are you thinking more about how your team can grow through experience instead of just following a set career path?
By shifting away from rigid career structures and giving your people the chance to develop through real, hands-on challenges, you’ll create a culture of ownership, innovation, and high-performance.
Culture is key to sustainable growth.
If Netflix has shown us anything, it’s that culture isn’t just an add-on—it’s the fuel behind your strategy. Even the best plans will fail if the culture isn’t there to support them. When I work with clients, I always remind them: You’ve got to be deliberate about your culture. It’s not just about the perks, but how your team feels, works, and performs every day.
So, take a moment to think: What kind of culture are you building? If it’s time to make some changes, now’s the time to start applying these principles. Your business—and your people—will be better for it.
And if you’re not sure where to start, talk to me about our Culture Audit. We’ll work together to uncover what’s working, what’s not, and how you can build a culture that drives real results. Learn more here.