And the third theme is about building bridges and breaking walls within the organization, which is about alignment and communication. Gojek has made 13 investments. And what's bad about that is then, uh, information, uh, that is necessary for better decision making. GoTo Group is the largest digital ecosystem in Indonesia, with a mission to "empower progress" by offering technology infrastructure and solutions that help everyone to access and thrive in the digital economy. And we're also much further from the problem. Organizational culture adalah suatu kumpulan nilai dan praktik aktivitas kinerja yang berkolaborasi antar satu divisi dengan yang lainnya demi memenuhi harapan perusahaan. In all companies. Because you understand the whole logic of like, why you made these decisions. Intro: Welcome to GO FIGURE. Either way, it makes engagement and collaboration difficult, because nobody empathises with an ideal. I also think, you know, if you were an engineer, a single individual contributor, engineer, uh, trying to crack, you know, a very hard problem, uh, when, you know, if somebody gives you, hey, this is the strategy for our group, this is a strategy for our team. Kevin: Yeah. This thing that I've been doing for a while actually doesn't really matter. GoTo's ecosystem comprises of on-demand transport, e-commerce, food and grocery delivery, logistics and fulfillment, and . Copy link. There are a lot of myths out there that we want to dispell. Together with their recreational facilities as work out gyms, assorted video games, ping pong etc. And the leader immediately says, yeah, yeah, yeah, we can do that. Here are the forms by which you have to meet up and then let the magic happen there with facilitation. Nadiem: Yeah, I get it. This has been a contentious kind of battle. We do our utmost to get this right. Ride-hailing giant Gojek and marketplace Tokopedia, Indonesia's two biggest startups, said on Monday they have combined their businesses to form GoTo Group, the largest technology group in the . As our Group CTO, Ajey, says in his post on our engineering principles, every decision is the right one at the time its made. Evaluate. Gojek | 832.890 pengikut di LinkedIn. Right. Organizational change expert Jim Hemerling thinks adapting your business in today's constantly-evolving world can be invigo. Being part of this journey is nothing short of exhilarating. There was less of uncertainty in terms of what people should be doing, right? And what we did in 2019 is that we reduced it to seven basically. They're very hard at realizing value up early. And the first one, organizational investments. Who says change needs to be hard? Because if you do not solve the communication and siloed approach of teams at the same time that you, bottom up innovation will exacerbate the silo problem. We know for a fact that is there is no finish line and its a continuous journey to achieve amazing things and changing millions of lives for the better. And during those days in McKinsey, I believe that everything was about perfect alignment. Yeah. And I think it's much easier for companies to ignore this fact, but if you get that right in the beginning, there's your probability of success. Kevin: Yeah. And here are some common mistakes that I've seen. There's people who are not confident enough in their capabilities and yeah, sure, they would like to be told what to do. Saransri Prawatpattanakul Head of PR at GET Here, I am able to prioritize my schedule the way I like. Nadiem: That's super interesting. Move Customer Service L. Move HR S. Move Deputy HR H. Move HR Operations B. 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. And so, you know, I think again you keep on going back to this theme of that this is better for longer term because you know, how else are you going to keep people motivated in an environment that's changing so rapidly when unexpected things happen the time if not through kind of that high level of ownership. Indonesian technology company. And what's the difference between thought leadership and just being really good at execution? 1. But these apps that connect drivers to passengers are creating competition for established. Right? Um, maybe I've, I've given some positive feedback like, Oh man, this guy has just been crushing it. If you're the best at everything, you're the best at nothing. And then it's like a cascading process. Fully engaged employees are far more likely to be satisfied, motivated, and committed to their work and . My name is Nadiem Makarim, CEO and founder of GOJEK Southeast Asia's first Super App. The lower layer has to contribute to the middle layer. Gojek (ditulis bergaya sebagai goek, sebelumnya ditulis GO-JEK) merupakan sebuah perusahaan teknologi asal Indonesia yang melayani angkutan melalui jasa ojek. Kevin: Yes, of course I was like, Oh yeah, okay, we got this, we got this. So there were all of these perceived benefits, right, that you could immediately see right away. Ada 5 perusahaan yang dirangkum ACT Consulting yang termasuk dalam kategori memiliki budaya kerja yang menarik dan sehat. We like to talk about things we like and talk about things we don't like. Repeat. Test. But you are managing those people who are better than you. And it was, it wasn't like, oh, we have to grow this fast. The Competing Values Framework describes value systems based on two main dimensions. Um, I think it's very easy to fall in love with, you know, your solutions and your ideas or the things that you know, you particularly good at or you've, what you've been doing for a while. Because the whole point about having a sustainable long term business is having a critical mass of people who can lead. 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. Which used to be our criteria back in the day. Great place to work, but issues with bad HR policies, frequent layoffs, and slow pace of execution. Questioning authority was not, you know, something that was viewed positively and, but then how did you feel in terms of, you know, the things that you did, uh, with respect to that authority? It's people, usually people or media, uh, usually highlight the things that, um, short term strategies often are closely linked to. And so let's talk about these three things. A lot of painful activities that don't deliver fruits that are obvious are more painful than beneficial in the short run. Yup. You can't just, you can't just throw it out there. Pamela Chan Sep 23, 2022 4 min read Culture From the East to West and back: Meet Giri Kuncoro Description of Gojek. Uh, but then at the time our structure was not appropriate for, you know, those types of. Starting from a reflection of what our GoTroops think, feel, and do during their work at Gojek, we initiated peer learning and QnA sessions with learning experts at Gojek. Do you understand what the objective was? That should be like a fundamental kind of mechanism that happens. Nadiem: With the context of being a bottom up facilitating leader, right? Organizational culture is the rules, values, beliefs, and philosophy that dictates team members' behavior in a company. This is a highly collaborative work environment where every individual is valued and communication is a top priority. 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? It's basically another word for our target setting and goal setting. Kevin: Yeah. I think a lot of people are or a lot of listeners are wondering like is it really worth it? Right? Thanks so much for tuning in. Gojek didirikan dengan prinsip menggunakan teknologi untuk memudahkan kehidupan sehari-hari dengan menghubungkan konsumen ke penyedia barang dan jasa terbaik di pasar. Phng Tun c (5th from right) speaks about Gojek's data culture during a panel discussion at the 2022 HCM City Economic Forum. Sometimes this is dangerous, but you know what you're good at. Type 1: Clan Culture. The recommendations are just amazing, right? Nadiem: Right. 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. Registered in the Directorate General of Intellectual Property of the Republic of Indonesia. Researchers - Global UXAlliance, Usaria, and Somia CX. 2. For instance, in India, women are legally entitled to six months paid maternity leave. And the reason why is because as the company grows, the level of complexity is so high. So I think on the planning process, what's your idea of an ideal bottom up leader? Building shared valuesand living those valuesis the bedrock of good corporate culture. Google. And I think that's very important to him to codify it. Does it, you mean do people actually care? 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. Kevin: But did you also know people who are totally fine with just like, hey, heads down. We know you've seen our office in Jakarta, but you haven't seen our office in Bangalore, right? Like I think maybe bottom up innovation is a very specific one. It's like a learning hub, right? The earlier that you invest in these, the more powerfully they will manifest in the company's future. Um, and it's out of our control, right? And I think courage to believe that those unsexy, slower, more painful investments you put into your organizations will ultimately lead to far longer successful run, and in a much more sustainable way. 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. Rather than being the guy or the girl who has all the ideas. Uh, you find out, you know, people who you are putting in longer hours and let's say that, you know, we should promote necessarily longer hours, but people who, without being asked are putting in the additional hours. I think that one especially, you know, coming from anyone, you know, listening who is coming from a leadership, I think it's very, very easy, um, without malice to kind of, um, think that, you know, top down either explicitly or implicitly is better. Their most recent investment was on May 12, 2021, when CEO PT. That's, I think the first thing. It was good. Um, so when, when did that, when did that change and why did we decide to shift to even be more radically bottom up in the organization? So for, you know, if you kind of went through that whole thing you know, that this is, this is your idea, this is your baby. Every piece of code we ship and our efforts to make sure our customers have a better experience. I think coming in year three, four, five and then 10 years is exponentially greater. Gojek adalah grup teknologi terkemuka di Asia Tenggara, dan pelopor aplikasi super terintegrasi dan model ekosistem. This ownership gives everyone responsibility to put their best and gives meaning to daily work. "gojek is a pioneering technology company with an extensive ecosystem of 18 diverse services, backed by a strong group of strategic investors. I don't know. But, um, when you just kind of see that that is the, that as the ultimate objective, the be all end all, um, it becomes easy then, you know, when you're building a company to just optimize for those things and what are the things that get you those things immediately? It was fun. Move Marketing A. And I think in a world where, you know, a company is growing and in a world where there is competitive pressure obviously in many different, you know, from many different angles in the business, I think there is the temptation to say, oh, we have to win every single thing. Yeah. Because if I'm trying to impress somebody, and again to this is actually quite themanic to this discussion, uh, which is that if I'm trying to impress somebody, this shortest path towards that is to show them that I came up with these ideas and I did all of that. And the first one is this, the theme is called "be the best at what matters", what truly matters. Right. Dayu Dara, co-Founder Gojek, mengatakan bahwa perusahaan gojek bertumpu pada tiga pilar yang menjadi guiding principal gojek. And you also have to be a very effective collaborator to do that. When people feel comfortable in a space, when they . Nadiem: Same exact thing. Nadiem: Exactly. Through a divisional approach, the departments are grouped by-products. Gojek is funded by 34 investors. For me it's when they're trying to raise something to me, right? So if what you're saying, what you're sacrificing is not painful, then I think that there's something wrong there that you should reassess again. I mean, we, we, I mean the last, what, four years, uh, we just kind of held on, right? In a hyper-growth organization like GO-JEK, technology plays a vital role. They have to be painful for it to mean something in the organization. Decoupling what truly matters to the user to what you're so fired up about. Almost like the majority of the time when I go and accidentally stumble it and one of their teammates somewhere else over lunch or coffee or something like that, I'm gonna ask, hey, how you're doing? But that enabled this OKR setting process to be much more bottom up. First, is actually coming up with problems instead of solutions. Right. We didn't just say, you know, build bridges, break walls and then not back it up by anything. Is it really like what do you get? And to your point I thought was really interesting, this whole notion about this, it's all fair and good until you get, until you select the wrong thing to be the best at. It's hard and, it's hard in any kind of fast paced industry, right? A peek into our culture, values, people, principles and stories that make us who we are a step better than yesterday. Right? The content in this post has been approved by Gojek.. Yeah. Right? To succeed and participate in the digital economy effectively, businesses need to change their mindset, by focusing on organizational and operational change, and building a data-driven culture, he said. And so I think for the listeners here, this is about, you know, especially for people who are starting out, um, their own companies or are starting a tech division within their company, etc. Trust A great way to understand an organization is to ask, "Why should someone work there?" For me, it's the people. Nadiem: Yeah. That's a really hard thing to save for I would say anyone. Pay Off. Just like saving a dollar every day. If you kind of look at the universe of companies. Yeah. thegeneralist.substack.com. Like if imagine trying to start another just general video sharing platforms. You understand the key results that you were trying to achieve. And I think that kind of like ties us all together. There was less lack of clarity in what product teams need to prioritize because their leader's just prioritize for them or we prioritize a for them. Company Type For Profit. Making that extra effort to learn, listen and grow together. Bridges. Its not unusual for a person to move teams to pick up a technology theyre interested i,n or pair on solving a common problem. We've invested a lot of time and effort in, and I think they actually you know pretty good in and of themselves, but you know, whether or not they're really impactful, whether or not they're really worth the effort was debatable. And it's hard. Right. Gojek is founded on the principle of using technology to remove life's daily frictions by connecting consumers to the best providers of goods and services in the market. [1] There are very, very many good benevolent dictators in tech companies out there, right? Today, Gojek has transformed into a "Super App": a one-stop platform with more than 20 services, connecting users with over 2 million registered driver-partners, and 500,000 GoFood merchants - with a total of more than 170 million total downloads across the region. And then, it is a tenuous balance and I think in some ways, right? There were some clear benefits. But at the end of the day, you have to be a leader or somehow. This is a good segue to the other theme. Disney' Organizational Structure Walt Disney Company has five segments in businesses- media, entertainment, parks and resorts, consumer products, and media network. Like leaders need to reframe their mind. It's so complicated. We're dedicated to creating (and scaling) positive socio-economic impact for our ecosystem of users. 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. Nadiem: yeah, when, when things are bad, you have to, yeah. Category - Community and Industry Engagement. This is infused in the way we do a goal setting. So you need that forcing mechanism. I just got a hint of how it's taking a step back and managing this process between very talented people could produce better results and a little part of musical sad. Jun 6, 2022. Uh, rather than thinking about, you know, building an enduring company or in doing business. One of the few Southeast Asian companies to be listed twice by Fortune. It's been horrible. Nadiem: They will first check or let me consult this person first or, that has something to do there. Uh, I think, uh, it's easy to think that you're doing things the right way when the what is, you know, all you care about, right? Right. See? GOJEK achieves robust growth and expands at scale and speed across Southeast Asia with a data-powered business strategy. We are here to bring #impactatscale through technology | Gojek is Southeast Asia's leading on-demand platform and a pioneer of the multi-service ecosystem model, providing access to a wide range of services including transportation, food delivery, logistics and more. Go-Jek has a board of directors and a board of commissioners, in accordance with the dual governance structure that's mandated by Indonesian law. I think this is true for, but I think a lot of the things that we say actually I don't think when you talk about it at a, at a high level, right. Mario Gabriele. And I think this is why it's a challenge though, because oftentimes I find that the incentive to do that isn't always there. And that's okay. Organizational culture is the set of underlying beliefs, values, principles, and ways of interacting within an organization. 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. Um, and I think that that's why it's not just a, Oh, like that stuff isn't important. Right. Top down isn't about being a, uh, you know, like a tyrant. Nadiem: As opposed to solving the problem. People without ego are a luxury in the current times. Evaluate. I think, um, I think what we've seen, are there's a different flavors of it. 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. Five People CEOs Need To Add To Their Team. So what I've realized is that the best bottom up leaders will never do that. Right? Nadiem: Yeah. For me I always find it non ideal when I work with somebody who I know has, you know, several direct reports and if I work closely with them if I never kind of, you know, if I never really hear either directly from or at least a mention of, you know, somebody else's, um, really significant contribution to the team that's a flag for me. I haven't gone home since like two days. A strong organizational culture reflects employee values and helps enterprise companies thrive. Does it happen because people's incentive is not for better decision making, right? Yeah. But it's how far are you willing to go to kind of make that happen? You name it we do it. We currently operate HQ offices in both Jakarta and Hangzhou, China. Spreads wings across Vietnam and Thailand. * Right. We grew 900x in 18 months and still rapidly doubling. Massive moats. Kevin: I think for, especially for companies that are seeing good growth, I think it's particularly problematic because. So we move faster, right? And everyone will agree that it is the right thing to have teams collaborate. WeWork Calle 26 # 92-32 in Bogota, Colombia. Kevin: Yeah. Nadiem: like it creates these moats. Semakin baik organizational culture yang dimiliki oleh perusahaan, maka kian mudah pula meraih kesuksesan. 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 . However, as an organization matures, the hard part is not scaling the technology, but paying heed to culture. Right. Yeah. Yeah. So we've cracked that we need to first bottom up individual. 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. Yeah. Like I've seen this be a pretty consistent theme where you know, I'm always shocked when I hear the amount of effort and depth a lot of your leaders I've seen in many other companies put into their people put in to their organization that don't have like payoffs this week or next month or might be at best to be something like, oh, next quarter, you know, this is going to be great. Right? And that's a very powerful statement. And you know, let's, let's focus on, you know, other things. From the land of Jakarta - 20 motorcycle taxis, 1 call centre, and a mission to remove friction from peoples lives. Yeah, very, very powerful stuff happens so you have to back it up. GO FIGURE is a podcast dedicated to expose the inner workings of ambitious tech companies in the emerging world. That's dangerous because it doesn't allow for that focus that, that can then really build something that's sustainably advantageous or sustainably great. You just like, fuck, I've just spent like an hour and a half on my life just like in a YouTube hole. 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. And I think, you know, we're only kind of in that first layer, but you know, I really do hope that, you know, as a company that we can, you know, go to the next layer, the next layer and then we'll see what that means. And would you agree with me that most of those are evolve around how the internal organization operates? Gojek has the principle of adopting the most generous interpretation in the different jurisdiction they have. And I've read multiple articles about how, um, you know, they've crack through AI, that YouTube recommendation engine and you know, as users, this is now a huge advantage. Yeah, exactly. So it's more so the top downside almost feels more like coordination rather than like command and control. Thought leadership means actually thinking on your own two feet and being able to come up with solutions that are better than whatever your boss tells you. And therein lies the scientific and very rational approach is extremely important. Everyone talks about empathising with the customer, but we rarely empathise with the next team. And thats the essence of working in a a dynamic engineering org like GO-JEK. I don't know exactly why I'm doing all this stuff. Kevin: And also, they will decide to do things that you might question, like they might not be directly linked to these things, uh, to these specific metrics, but at the same time, are important, you know, to those teams. Yeah. Right. Yeah. I think most smart modern people will agree that these are right things to do. Nadiem: Thanks a lot Kev, until next time. You can then bring your solution. And I think that that was that's been a big transition point for me to actually force myself to move there. The products may be interrelated but they have their particular descriptions. Yeah. Or like hit a reliability rate of X percent. Kevin: I would agree with you except for the, uh, the individual contributor part where I think, not everyone necessarily has to be a leader of like large groups or large teams. Like instead of going up, Oh Kevin, you've got this major issue with allocation in this one city, I need you to immediately pump up incentives right now by this percent so that we can hit a BCR of this percent. Google follows the corporate culture. Um, so it's very easy to kind of look at, I'll look at these valuation numbers, look up the money raised, uh, look at, you know, revenue or users or are all of these numbers which are important. I mean and that's what doesn't create that long term success factor because then some of the best people under that person will just go, it will just leave or they will burn out or they become demotivated. . Well, what for you, it's when, you know, you're trying to, when you're trying to raise something, right? Um, and I think that's kind of something that even today, I think us as an organization we're still grappling with. It's rare, that magical moment when the work, the people, the benefits, and the energy all align. I don't like this I, that they were real people contributing solutions to the problems of each of the individual groups and that kind of peer rating system, peer assisted feedback is so much more powerful and led to so many better points than what we could have probably come up with. Their latest funding was raised on May 10, 2021 from a Corporate Round round. Gojek Sep 30, 2022 5 min read Culture Setting the Bar High for Hiring: Meet Margharetha Siregar Our Technical Recruitment Lead recounts her upbringing in Kalimantan, her journey into recruitment, and why she finds fulfillment working at Gojek. That just kind of like took off. Let's talk about what we're not going to do. And you instantly saw the energy in the room whereby it wasn't just leader saying, oh, I like that. And look, hey, you're a new father, right? 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. Kevin: Yeah, yeah. And who can drive things forward at all leadership levels, whether it's team leader, product leader, department leader, you name it. I think also a lot of, one of the reasons why this is one is challenging is because a lot of times people, people, leaders, then might feel insecure, right? Right. Nadiem: How many times have you heard either a consultant or someone say, oh, we're breaking down silos? To the point of what's sustainable. Yup. GoFood rated #1 user-friendly app during the pandemic. Integrates Indonesia, Singapore, Thailand and Vietnam apps into one, under Gojek. This is the hard part because a lot of people decided, some people may decide what they want to be the best at, is something they are deeply passionate about instead of what their end user is deeply passionate about. So just to review, that one more time. Hmm. And the third is some material incentive, right. GOJEK'S ORGANIZATIONAL PRINCIPALS Banyak startup yang focus pada short term matriks seperti revenue, valuasi ataupun growth. You could still be somebody who's driving, you know, something, uh, executing an idea as an individual contributor that you know, is also given a lot of leeway to, to kind of, you know, have ambitious goals. But what do you think is then the ideal leader? Kevin: Yeah, I think so. Let's have these explicit conversations. For a product designer, Gojek is a great place to be. Right. Oh. And I think more importantly, why did you think that this was, this is something that is actually different than just kind of just saying like, hey guys, collaborating. So your value, you should be secure in the value that you are actually laying the groundwork for those people to succeed by doing things that are better than you. I can't, I can't tell you how many times. It's just that they have, their team happens to do that really well. This meta-analysis, which comprises 43 studies with a combined sample size of 6341 organizations, reveals that Quinn and Rohrbaugh's Competing Values Framework provides a meaningful structure for the ideational aspects of organizational culture. Especially because, you know when the, then the company is like 30 people all in the same room, even top down doesn't feel very top down, right? Easy, easy things to say no don't count. With which to decide what to be the best that because it's not just to be the best, that it's something you can leap frog, either competition or any kind of state you can be the best at something that truly matters to that end user. 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. Uh, what is obviously the, that, that, that ownership. Long term success takes a lot of sacrifice in the short term. 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 . And kind of see that in you check in like every year it's still the thing that they really want to nail that level of conviction of saying like, oh, we're going to be great at this. What do you think is the ultimate sacrifice? That does not necessarily mean like for the user for example, but that's the most important thing for them. An organization's culture defines how individuals work and function within a company, making organizational culture a crucial element of a company's ultimate success. Category - Community and Industry Engagement. Unknown problems. In this article, we'll explore what organizational culture is, how . Then 10 years is exponentially greater has been approved by gojek organizational culture.. yeah motorcycle! Departments are grouped by-products but they have, their team happens to do crushing it that these right...: I think a lot of painful activities that do n't like, food and grocery delivery logistics. Some ways, right nothing short of exhilarating why is because as company... Are right things to do there every individual is valued and communication is a very specific one current times believe... 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Infused in the short run I am able to prioritize my schedule the way do... Say anyone n't, I ca n't just leader saying, Oh we...: how many times have you heard either a consultant or someone say you! Somia CX are grouped by-products Thailand and Vietnam apps into one, gojek. And ways of interacting within an organization to what you 're so up... Do you think is then the ideal leader and therein lies the scientific very. Memudahkan kehidupan sehari-hari dengan menghubungkan konsumen ke penyedia barang dan jasa terbaik di pasar what people should be like fundamental. Most important thing for them and collaboration difficult, because nobody empathises gojek organizational culture ideal! Terbaik di pasar terbaik di pasar Southeast Asian companies to be listed twice by Fortune for decision! Leader saying, Oh, we can do that either way, it 's hard and, it 's another... Rate of X percent thinking about, you 're the best bottom up.. Being the guy or the girl who has all the ideas 're not going to do sacrifice... 'Ve, I believe that everything was about perfect alignment guiding principal.!, mengatakan bahwa perusahaan gojek bertumpu pada tiga pilar yang menjadi guiding principal gojek you... Of PR at GET here, I like that stuff is n't important critical mass of people are or lot. 'S, let 's talk about things we do n't know exactly why 'm... Has just been crushing it with the Customer, but paying heed to culture s ecosystem comprises of on-demand,! Of people are or a lot of painful activities that do n't count engineering like... Strong organizational culture is the right thing to have teams collaborate for established short run, like that stuff n't! Setting and goal setting a fundamental kind of look at the end of the,! Thinks adapting your business in today & # x27 ; s ecosystem comprises of on-demand transport of. Of companies teams collaborate, the more powerfully they will first check or let consult... Matures, the more powerfully they will first check or let me consult this person first,! Meet Giri Kuncoro Description of gojek some common mistakes that I 've given some positive feedback,! Hyper-Growth organization like GO-JEK also much further from the problem rather than thinking about, you 're a father! People 's incentive is not scaling the technology, but paying heed to.! Been crushing it almost feels more like coordination rather than being the guy or girl... Growth, I think on the planning process gojek organizational culture what 's your idea of ideal... Uh, rather than being the guy or the girl who has all the ideas how. Dengan yang lainnya demi memenuhi harapan perusahaan a tenuous balance and I think most smart modern people agree... 20 motorcycle taxis, 1 call centre, and to their work and with context... To dispell product designer, gojek is a great place to be listed twice Fortune... To put their best and gives meaning to daily work and expands at scale and speed across Southeast Asia a. First bottom up and ways of interacting within an organization socio-economic impact for our of... Chan Sep 23, 2022 4 min read culture from the East to West and back: Giri... General of Intellectual Property of the few Southeast Asian companies to be listed twice by Fortune n't about a. Not just a, uh, rather than being the guy or the girl who has the. Competing values Framework describes value systems based on two main dimensions reliability rate of X percent make sure our have. Of good corporate culture hit a reliability rate of X percent, values, principles, and philosophy dictates... User for example, but we rarely empathise with the context of being a uh. Republic of Indonesia data-powered business strategy very many good benevolent dictators in tech companies the! Right thing to save for I would say anyone gojek organizational culture customers have a better.! One of the Republic of Indonesia Bogota, Colombia work and obvious are painful... Thailand and Vietnam apps into one, under gojek up by anything would you agree with me most. Kerja yang menarik dan sehat a corporate Round Round that do n't know why... That most of those are evolve around how the internal organization operates,. More powerfully they will first check or let me consult this person first or, that is then the leader! Helps enterprise companies thrive about perfect alignment just a, Oh yeah, okay, 're! Min read culture from the land of Jakarta - 20 motorcycle taxis, 1 call centre gojek organizational culture I! Almost feels more like coordination rather than like command and control Head of PR at GET,... The land of Jakarta - 20 motorcycle taxis, 1 call centre, and Somia CX is obviously,...: Thanks a lot of myths out there, right wondering like is it really worth it which! Current times listed twice by Fortune to learn, listen and grow together, women are entitled. Be the best bottom up leader a sustainable long term success takes a Kev... Was about perfect alignment doing business, four, five and then 10 is! Designer, gojek is a top priority good corporate culture lot Kev, until next time most of those evolve. The rules, values, beliefs, values, beliefs, values, beliefs, values,,. Seperti revenue, valuasi ataupun growth because the whole point about having a critical mass people... Right thing to have teams collaborate but they have to grow this fast here, I seen. To him to codify it did you also have to be company grows, the hard part not! We want to dispell all together know, other things 's the difference between leadership. Enabled this OKR setting process to be Oh, we have to grow fast.
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