Transform your company culture, cultivate your people and help retain the highest performing talent. And, and, uh, oftentimes, you know, again, growing up in, you know, probably more traditional households. I think there's also oftentimes that question from, from a lot of folks who then, you know, or might be resistant towards this idea, it inherently kind of challenges, um, maybe, you know, traditional notions of what somebody in a leadership position should be doing. Whether you're looking to get across town, or even earning on the road, choose Gojek - we're the city's latest ride-hailing app dedicated to making your commutes all that much better. We've had a different forums, different forums about, you know, you've constantly been, I think you've been doing it rightfully reminding me to not spread ourselves way too thin, but really determine what truly matters and refocus and redeploy resources on that. And I think what ended up happening was a lot of people ended up becoming more or less engaged. GET allows me to have initiative and be creative. Adaptive Organizational Culture Unadaptive Organizational Culture Visible Behavior Pemimpin mencermati semua yang mendukung mereka, terutama pelanggan, dan memprakarsai perubahan bila diperlukan untuk melayani kepentingan mereka, sekalipun hal tersebut beresiko Manajer cendrung bertingkah laku agak picik, berbau politis dan birokratis. Do you understand what the objective was? I think in many ways we have to sacrifice the concept of overly, number one, overly rewarding teams for their achievements of their own team only instead of the bigger group or the bigger company for that reason. This page was last edited on 17 February 2023, at 02:26. For me it's when they're trying to raise something to me, right? I think coming in year three, four, five and then 10 years is exponentially greater. Like nothing is ever on fire and then you, oh, you have to do these things now. So when I go and say, Hey, can you do this? Um, and I actually think that, um, it's not just realizing it late and it's not just that I think it doesn't happen frequently enough. And it just shows that there, there are some of these like achiever showers or, uh, you know, uh, leaders that yes, they do, they hit those milestones, but at what cost? Just that, that little tell. And they adopted that policy around all of our markets. You can see this happening in our every day conversations. And that just doesn't work. WeWork Calle 26 # 92-32 in Bogota, Colombia. Ada 5 perusahaan yang dirangkum ACT Consulting yang termasuk dalam kategori memiliki budaya kerja yang menarik dan sehat. I think results in, you know, if you want that pace to happen results and just saying, telling people at some point just do it. Culture matters because it boosts productivity, agility, employee engagement, and innovation. We're all about that. If we're just going to tell them what to do. It's going to do, you know, I'm going to do whatever, you know some, someone told me and, and I think you know, you, you also have smart people who kind of, or smart people who also fall in that category. Once, because most problems are unknown problems. Right? Gojek has raised a total of $5.3B in funding over 13 rounds. Instead going, look, I've noticed that we have an acute allocation, we have an acute supply problem in this specific geography, can you please take a look at it and come up with some solutions on what you think we should do here? And you also have to be a very effective collaborator to do that. Instead of creating flexibility within each of the teams to determine how they want to decide and which ones they want to decide to contribute instead of just getting cascaded like a mathematical formula. Um, and I think when you kind of, we grew so quickly and all these people came on and like, we had to have more organizational structure and more layers. What do you think is the ultimate sacrifice? It's hard and, it's hard in any kind of fast paced industry, right? GoTo Financial's Head of HR, Renee Kida, combines her passions, strengths, and persistence in sailing towards unchartered waters. Uh, you know, people. Nadiem: How are you? Series F funding from Google, Tencent, JD.com and Mitsubishi. Let's talk about that because if the payoff is not worth it, then why are we even doing this? It can be anyone who just wants to have a sense of contribution. Perusahaan teknologi yang sudah sangat dikenal ini percaya bahwa bekerja secara produktif dan serius tidak harus mengenakan jas rapi. Right. The products may be interrelated but they have their particular descriptions. "gojek is a pioneering technology company with an extensive ecosystem of 18 diverse services, backed by a strong group of strategic investors. Even even current employees of tech companies, etc, thinking about these long term organizational investments, they're just like savings. From my personal experience, a lot of companies talk about being people first, but most dont practice the mindset of what it takes to be truly people first. Semakin baik organizational culture yang dimiliki oleh perusahaan, maka kian mudah pula meraih kesuksesan. I mean, I think, I mean without naming, you know, specific things that we've done, there's definitely been a few big things that we've done. Um, and I think that's kind of something that even today, I think us as an organization we're still grappling with. And look, hey, you're a new father, right? Kevin: Yeah, yeah. Strong Communication and teamwork trans-sectored is wanted in the Corporate Culture at Google. Nadiem: And why is that a bad thing? This has been a contentious kind of battle. And that when things don't, when things don't go wrong sorry when things don't go right or when things go wrong, you don't blame other people, right? Right? And we did this right in our, in our recent kind of OKR setting exercise, instead of, you know, us as co-founders, kind of just challenging targets, etc. Should we go one by one and talk about it? I think the second thing is making sure that you talk to those leaders, talk to their subordinates during the planning and OKR setting. It is the hardest thing to do to focus on what truly matters because what it does require is for you to sacrifice something. It's also because they are inherently hard decisions and, and um, it'll never, these things will never seem kind of urgent to implement. So we've cracked that we need to first bottom up individual. Uh, but then it just didn't, it, it didn't matter. Right and we made the requirement that product groups, my share with other product groups and then functional groups, my share with other functional groups and there was a minimum requirement. And then I left after a while, right? Nadiem: They will first check or let me consult this person first or, that has something to do there. Di antaranya : 1. They break it down into the core values to help the employees reflects on the behaviour. Series A funding flows in. And I know that, you know, out of those things, like I'm probably doing like, I don't know, like four or five of those things pretty, pretty okay. Just a little sad because, because it's like I used to deliver good results, but when realizing at a certain scale when a leader realizes, you just can't, you cannot compete with the collective creativity of your teams. And then it's like a cascading process. Nadiem: Same exact thing. Um, maybe I've, I've given some positive feedback like, Oh man, this guy has just been crushing it. Contact Email info@go-jek.com. Nadiem: Right. Yeah, just can't do everything. They have to be painful for it to mean something in the organization. Gojek didirikan dengan prinsip menggunakan teknologi untuk memudahkan kehidupan sehari-hari dengan menghubungkan konsumen ke penyedia barang dan jasa terbaik di pasar. Does it happen because people's incentive is not for better decision making, right? And you see this in product teams all the time, right? So make those painful moves early. And we're going to mention, uh, I think we're going to go deep into three things, which are some of our strategic themes for this year. Category - Community and Industry Engagement. Uh, yeah. As a tech startup in Indonesia, there are a lot of challenges that Go-Jek has to face regarding the culture and competition in this on-demand service industry. Um, and I think that that's why it's not just a, Oh, like that stuff isn't important. Type 1: Clan Culture. According to MomentumWorks, this is the structure of the board of directors: Founders CEO and founder Nadiem Makarim who holds 58,416 shares, accounting for 4.81% of the total shares. For us at GO-JEK, culture is a collective philosophy about how to build products that change lives. [3] [4] Saat ini, Gojek telah tersedia di 50 kota di Indonesia. GoFood becomes the world's most helpful and user-friendly app during the pandemic. Pamela Chan Sep 23, 2022 4 min read Culture From the East to West and back: Meet Giri Kuncoro And I think the good sign of a bottom up leader is one that is secure in knowing that their job is to provide the platform and distill from their team, you know, the best ideas. It defines and creates a unique environment to work in. Gojek Engaged Employer Overview 1.1K Reviews 48 Jobs 796 Salaries 301 Interviews 323 Benefits 16 Photos 545 Diversity + Add a Review Gojek Employee Reviews about "org structure" Updated Oct 28, 2021 Find Reviews Clear All Full-time, Part-time English Filter Found 15 of over 1K reviews Sort Popular Popular COVID-19 Related Highest Rating Kevin: I think for, especially for companies that are seeing good growth, I think it's particularly problematic because. And the what you know, is easy to validated are those, you know, those numbers, uh, those, uh, those media stories are easy to kind of, um, it's easy to see that, oh, that's kind of the, uh, the, the objective. While Indonesia's digital economy is predicted to rise to $124 billion by 2025, according to a 2020 research by Google, Temasek Holdings, and Bain & Company, the country's 18,000 islands are spread across a region larger . Bridges. Nadiem: Well did I think, I think we've covered a lot of ground here. Established in 2010 as a motorcycle ride-hailing mobile service in Indonesia, GOJEK has since evolved into a multinational tech company providing on-demand transport . As Gojek continues to scale, readjust, and evolve, the Workplace Management and Community Experience functions will continue to play a vital role in preserving Gojek's history and culture and maintaining a conducive work environment for our GoTroops to call home. Nadiem: I think that's what, that's the theme that we wanted to talk today. Um, got everything done on time and really over, uh, over achieved on, on the targets, um, and was constantly being yes, man throughout that whole process. Kevin: Well, I think a few things, right? Telkomsel and Telkomsel are the most recent investors. Like the end, Oh, you had all these ideas. Every piece of code we ship and our efforts to make sure our customers have a better experience. Yeah. It's so easy to say, you know what, it's not worth it. Um, that process not involving your one downs in that process is basically the first, it's like the original sin. Maybe it's your idea, you thought about this whole thing, uh, you pitched this whole thing, um, you convince somebody that this is the right path and now you're doing it right. Even if you're not leading a team, you need to have thought leadership. The Culture Design Canvas is the #1 tool to map the current culture of an organization and design the future state. I think that's dangerous, right? Nadiem: Yeah, we can go on for hours about this. Uh, it could also mean that as a, as a leader, they want to take all the credit for themselves. So I think there's a big risk though here in terms of deciding what, what truly matters. Nadiem: Yeah. Implement. Kevin: Yup. Right. The app is used for food ordering, commuting, digital payments, shopping, hyper-local . 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