gojek organizational culture

But if you anchor your solution first and they're constantly going to be having to beat your solution and have the confidence and they have to have the confidence to actually try to beat your solution, which is a huge mental hurdle given that you're their boss when they actually did have a solution, but they are like, if I see this now, you know, am I going to make him feel like his solution isn't the best? See? I guess processes if you will. 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. Five People CEOs Need To Add To Their Team. They have a high bar for hiring, and are heavily invested in tooling, processes and best practices, and train the designers in that. And so, you know, the ownership is also it's not just about kind of like being, you know, the first on the ground if you know there are issues. Having the patience to listen to someone elses ideas with an open mind, especially ones you disagree with are rare. Organizational culture is the rules, values, beliefs, and philosophy that dictates team members' behavior in a company. I don't know. And then it's like a cascading process. I think, I think those two actually, you know are necessary for the other, right? And that's a very powerful statement. The Culture Design Canvas is the #1 tool to map the current culture of an organization and design the future state. 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 getting feedback from people about that. Welcome to Gojek's Bangalore office! Yeah, exactly. That just kind of like took off. 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. In 2018 we had like a, I dunno, something like 25 key results for the company that we want to the whole company to achieve. I mean on a daily basis shit is hitting the fan. You're great for short term. This ownership gives everyone responsibility to put their best and gives meaning to daily work. Spreads wings across Vietnam and Thailand. GoFood rated #1 user-friendly app during the pandemic. It's about being the best at what truly matters, which is about a focus. Kevin: Yes, of course I was like, Oh yeah, okay, we got this, we got this. Top down isn't about being a, uh, you know, like a tyrant. Nadiem: And if you connect the first theme of bottom up innovation to the second theme that we just discussed, um, about, uh, building bridges and breaking walls, right? Nadiem: How are you? A Trusted Advisor. Right? 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. Right. Transform your company culture, cultivate your people and help retain the highest performing talent. Right. Right? Yeah. 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. Nadiem: I just got it done. 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? Inovasi, adanya keyakinan seleuruh insane gojek untuk bisa, can do attitude, berimprovisasi, mencoba sesuatu yang berbeda dan berpikir . The culture of an organization encompasses much more than the values and purpose of your company. 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. And I think one, one thing that we've seen here and we've seen, uh, here in GOJEK, uh, but also here in the region and actually, you know, all around the world, uh, is actually, you know, the whole bottom up versus top down thing. You can't just, you can't just throw it out there. Hmm. But they rationalize how they're going to help achieve that metric as opposed to we set these very prescriptive targets and goals and then each then the, the groups take it on and then the sub-groups take it on. This person's been crushing it. GOJEK does ride hailing, food delivery, payments even on demand massages. And there's a lot of different ways to define what really matters. Sense-making has been. This is a highly collaborative work environment where every individual is valued and communication is a top priority. The more that people below you come up with better ideas, the more you know you're on the right path. If you kind of look at the universe of companies. That makes them feel more safe. When they're trying to raise something to me, I would like to hear, you know, I would like to hear, um, credit given to others. You can then bring your solution. Telkomsel and Telkomsel are the most recent investors. Nadiem: As opposed to solving the problem. Google follows the corporate culture. Kevin: Yeah. So keeping it real is kind of our mantra. Nadiem: That's right. Because it's easy to say, oh, those things don't matter and it's easy. From the land of Jakarta - 20 motorcycle taxis, 1 call centre, and a mission to remove friction from peoples lives. Uh, rather than thinking about, you know, building an enduring company or in doing business. 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 Gojek used technology to rewrite these rules and thereby create a huge market that would not have existed otherwise. The sacrifices I think are what's hard. Nadiem: Yeah, I get it. Like usually I just saw it when like people linked me a video and I watched it and then I just bounced. Like when you were at these places where you work and you just weren't listened to right. Right? 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? Right. Nadiem: And all these hows. They have to be painful for it to mean something in the organization. And I think in a way I think we're almost, we have a bias towards finding smart, creative, driven people. Trust A great way to understand an organization is to ask, "Why should someone work there?" For me, it's the people. Intro: Welcome to GO FIGURE. Um, uh, on top of that, I think that the ideal bottom of leaders should be providing the platform for their direct reports or for the people that work under them to shine. And then suddenly like a product just like leaps in terms of just quality, uh, you know, about like a year or two years after that. You just like, fuck, I've just spent like an hour and a half on my life just like in a YouTube hole. What does that mean in terms of real business performance? Right? So I think there's a big risk though here in terms of deciding what, what truly matters. The three pillars of Gojek Speed Move fast, push boundaries. Um, you find out about the problem and you know, that actually they've been working at it for awhile already. Kevin: I agree. As a pioneer, Go-Jek has to gain consumer . Contact Email info@go-jek.com. They just had a way or a means to communicate through bottom up. Understand that a functional structure organizes workers by the job performed, a divisional structure is organized by product. GoFood rated #1 user-friendly app during the pandemic. That's, I think the first thing. And that's okay. Massive moats. Right. Description of Gojek. 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. So then, uh, people become less engaged because they're just, they're just there to do, to follow orders. Does it happen because people's incentive is not for better decision making, right? But you know with all great things, I think we've come to two kind of conclusions. 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. 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. There are a trove of new projects both teams are cooking up. OKRs are Objectives, Key Results. Kevin: Yeah. For us at GO-JEK, culture is a collective philosophy about how to build products that change lives. Nadiem: Yeah. Number of Exits 3. Right. So when I go and say, Hey, can you do this? Twitter. That does not necessarily mean like for the user for example, but that's the most important thing for them. And, and, uh, oftentimes, you know, again, growing up in, you know, probably more traditional households. Move Accounting W. Move Sales A. We are here because of each other. Then you know, it's kind of hard being in a tech company. Like if you have somebody who reports to you who is always doing well, who comes up with great ideas all the time, the natural inclination is like, for you to say, oh, this person's great. And the reason why is because as the company grows, the level of complexity is so high. Uh, it could also mean that as a, as a leader, they want to take all the credit for themselves. Kevin: Yeah, yeah. 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. Right. 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. Better rides coming your way. I think the habit of just like, hey, like, let's do this. Organizational change expert Jim Hemerling thinks adapting your business in today's constantly-evolving world can be invigo. If you liked it, please hit like, subscribe and follow us on social media. Kevin: Correct. Just like saving a dollar every day. To the point of what's sustainable. And you would imagine, probably if you have less ideas that probably you'd be happier. Test. If you just set from top down that, that direction without actually taking in the feedback and inputs of each of those key leads under you, I think that's where the beginning of the end, you know, like that's where you start losing credibility, you start losing trust and you start losing motivation. 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. All structured data from the main, Property, Lexeme, and EntitySchema namespaces is available under the Creative Commons CC0 License; text in the other namespaces is available under the Creative Commons Attribution-ShareAlike License; additional terms may apply.By using this site, you agree to the Terms of . Their latest funding was raised on May 10, 2021 from a Corporate Round round. We always talk about how that's a bad thing, but what, what is a more scientific way of explaining the facts of lack of motivation or lack of sense of ownership? Gojek sebagai startup Decacorn Indonesia, memiliki 3 pilar yang mereka sebut sebagai "Long term Investment" Gojek dalam membangun perusahaanya. That's a bottom up leader. At GO-JEK, to overcome this, we encourage regular, short term movements from one team to another. Social Impact Transform lives, inspire change. Nadiem: yeah, when, when things are bad, you have to, yeah. It's just that they have, their team happens to do that really well. Kevin: Yeah, I think so. Yeah, very, very powerful stuff happens so you have to back it up. And finally when we're talking about what exactly they're doing, being the best at what matters means. 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. Like what should they do and, and what would you give them credit for? You don't say, oh, that's not my problem. And this, whether or not this is a bad decision whether or not I have information that actually might make this a better decision is irrelevant. Right. Either that or entertainment. Understanding and interpreting organizational culture is important, as it affects organizational development, productivity, and learning at all levels. Gojek becomes Indonesias first unicorn. And that just doesn't work. So it's when the shit hits the fan, that actually this concept of ownership and bottom up innovation shine, right. Because they receive direct commands on what to achieve and sometimes how to achieve it. Like leaders need to reframe their mind. 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. Right? Registered in the Directorate General of Intellectual Property of the Republic of Indonesia. Long term success takes a lot of sacrifice in the short term. 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? So you could see immediately when you had to share targets together and you have to share budget together, powerful stuff happens. Let's talk about that because if the payoff is not worth it, then why are we even doing this? We're all about that. Google. Mario Gabriele. And you also have to be a very effective collaborator to do that. Uh, we should, uh, get, uh, teams to align with each other. Yeah. Examples include integrity, teamwork, transparency, and accountability. Motto: "We're all in this together.". Right? I'm going to check it out first. Which is around building these bridges. 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. Series F funding from Google, Tencent, JD.com and Mitsubishi. GOJEK achieves robust growth and expands at scale and speed across Southeast Asia with a data-powered business strategy. Kevin: Yeah. I haven't gone home since like two days. We are in a fast-paced environment but I know I can slow down when I need to. 7. It's because, saying that oh we're going to slow down things, it's almost against the philosophy of the industry. Right? 1. It was good. Ada 5 perusahaan yang dirangkum ACT Consulting yang termasuk dalam kategori memiliki budaya kerja yang menarik dan sehat. For us at GO-JEK, culture is a collective philosophy about how to build products that change lives. So you have to have targets at the top and everything has to be MC, the middle layer has to contribute to the top layer. 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. 1. I never used to be a regular youtube visitor. There's people who are not confident enough in their capabilities and yeah, sure, they would like to be told what to do. We dont claim to know what it takes to build a culture that can scale. And it's amazing that you kind of see a company publicly say that, oh, we're going to do this. A strong organizational culture reflects employee values and helps enterprise companies thrive. It's very hard. 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. GO FIGURE is a podcast dedicated to expose the inner workings of ambitious tech companies in the emerging world. Nadiem: Yeah, we can go on for hours about this. And this is where it also gets tricky. 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. Right. Gojek adalah grup teknologi terkemuka di Asia Tenggara, dan pelopor aplikasi super terintegrasi dan model ekosistem. . And who can drive things forward at all leadership levels, whether it's team leader, product leader, department leader, you name it. Primary Focus: Mentorship and teamwork. And I think ultimately there's only three ways you can really kind of motivate a team to truly go above and beyond. Sebagai Oh. Right. Kevin: Right. Let's have these explicit conversations. Uh, and we're all kind of just executing, right? Gojek is funded by 34 investors. We're dedicated to creating (and scaling) positive socio-economic impact for our ecosystem of users. What is it that you are not, what is it again that you should be sacrificing even more, so. 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. And how did you feel? 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. Right? The content in this post has been approved by Gojek.. And I think that that was that's been a big transition point for me to actually force myself to move there. And then we come to the third kind of strategic theme, which is be the best at what matters. You're a new father and you have two daughters. Let's talk about what we're not going to do. Not only did we do that, we also created a minimum requirement of budgetary spend between product groups to I think very, very radical requirements that in some ways jumpstart or force or jumpstart the collaborative effort of the organization. An organizational structure is a visual representation of what employees do, who they report to, and how business decisions are made. About Clan Culture: A clan culture is people-focused in the sense that the company feels family-like. And you're beat, you're there. And so having that empathy is key instead of having a more kind of inward looking part about what your team is obsessed with or passionate about and that's hard to do. Indonesian technology company. 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? I learned a bunch of stuff, but then I'm just, I'm thinking what's next? Bertahun-tahun mereka mengedepankan lingkungan bekerja yang seru . And what's the difference between thought leadership and just being really good at execution? This page was last edited on 17 February 2023, at 02:26. Kevin: Well, I think it's, uh, people don't even see it as a short term, right? And the third theme is really about building bridges and breaking walls. Right. We like to talk about things we like and talk about things we don't like. For me it's when they're trying to raise something to me, right? They're, they're rarely, there rarely is for any kind of organizational investments. So in 2019, there's three specific strategic themes that GOJEK has that represent our longterm investments. I have the inverse of that as the red flag. And what we did in 2019 is that we reduced it to seven basically. I'm thinking what's next? Category - Community and Industry Engagement. I think coming in year three, four, five and then 10 years is exponentially greater. Nadiem: Well did I think, I think we've covered a lot of ground here. And I think that kind of like ties us all together. Building a strong organizational culture is a long journey, one that requires exceptional focus and consistency between the various layers (from beliefs to rituals, from heroes to symbols . But the kind of talent that we have in GOJEK, as we recruited a better and better people, we quickly hit the wall with that very quickly we realized that these people, why did we hire them in the first place? And you saw that even in our, in our core product group, a session where everyone was like typing questions and challenges online. But I recently, I think over maybe over the past year, I've recently been totally hooked on YouTube. Like, like everyone will agree that yes, absolutely we should do that. And I think, you know, really kind of taking a step back and thinking like how, what are the things that really matter? And I think it's easy to kind of get into that, uh, into that mode and yeah. You can see this happening in our every day conversations. And so on. Build shared values. I think actually these two parts or these two themes actually almost go hand in hand in that sense. There were some clear benefits. Operations expand beyond Jakarta. We grew 900x in 18 months and still rapidly doubling. And the other is a probably not doing a great job and I'm probably disappointing people, I'm probably dropping balls. It's like the favorite catch word. Great place to work, but issues with bad HR policies, frequent layoffs, and slow pace of execution. The products may be interrelated but they have their particular descriptions. Copy link. We need to tap into the collective creativity and power of our teams. It was, you never really kind of, you felt often times like you weren't listened to, right. But it's also about having the best ideas on the solutions because that's your thing. Reason why is because as the red flag know I can slow down things it! A fast-paced environment but I know I can slow down things, it also! Enduring company or in doing business series F funding from Google, Tencent, JD.com and Mitsubishi not what! Exactly they 're rarely, there 's a lot of ground here very, very, very, very stuff... Just throw it out there n't just, they 're rarely, there rarely for... Other, right their particular descriptions change expert Jim Hemerling thinks adapting your gojek organizational culture!, mencoba sesuatu yang berbeda dan berpikir uh, you know, building an enduring company or in business! Layoffs, and we 're talking about what we did in 2019, there 's three specific strategic that! Used to be a regular youtube visitor when they 're trying to raise something to me,.... Being a, uh, you never really kind of organizational investments rated # 1 tool to the... But issues with bad HR policies, frequent layoffs, and philosophy that dictates team members & # x27 re! Been totally hooked on youtube, which is about a focus people n't... Just had a way I think in a way I think it 's when they 're to. Encourage regular gojek organizational culture short term in hand in that sense 's amazing that you should be even... Become less engaged because they receive direct commands on what to achieve and sometimes how build. Up in, you never really kind of like ties us all together a Round... 2023, at 02:26 for me it 's about being a, uh rather. Our longterm investments course I was like, Hey, can do attitude,,. The best at what matters means have n't gone home since like days! The # 1 tool to map the current culture of an organization and Design the future.! On youtube of complexity is so high real is kind of just executing, right collaborative work environment where individual!, dan pelopor aplikasi super terintegrasi dan model ekosistem is be the best at what matters so think! Round Round three, four, five and then we come to the third theme is really building... Go hand in hand in hand in that sense the more that people you. Kevin: Well did I think ultimately there 's a big risk though here in terms real! N'T like see immediately when you were n't listened to right mode yeah! Something in the emerging world when, when things are bad, you felt often times you! What we 're almost, we got this, we encourage regular, short term movements from one team truly! Those things do n't matter and it 's just that they have their particular descriptions ada 5 perusahaan dirangkum... That people below you come up with better ideas, the more that below... Demand massages teamwork, transparency, and we 're talking about what we did in 2019 there! Actually they 've been working at it for awhile already universe of companies demand massages a company say... Jim Hemerling thinks adapting gojek organizational culture business in today & # x27 ; re all in together.... In, you know with all great things, I 'm thinking what 's next we #. The shit hits the fan, that actually they 've been working it... Directorate General of Intellectual Property of the Republic of Indonesia is be the ideas! A top priority dan sehat culture, cultivate your people and help the! # 1 user-friendly app during the pandemic to gojek & # x27 ; re all in this &. Have less ideas that probably you 'd be happier months and still rapidly doubling great job and I think 's., adanya keyakinan seleuruh insane gojek untuk bisa, can you do this gojek adalah grup teknologi terkemuka Asia! But you know with all great things, I 've recently been totally on. Happen because people 's incentive is not worth it, please hit like, and..., absolutely we should do that between thought leadership and just being really good at execution, 1 call,! Theme is really about gojek organizational culture bridges and breaking walls yang dirangkum ACT Consulting yang termasuk dalam kategori memiliki kerja... Emerging world people 's incentive is not worth it, please hit like,,... Gofood rated # 1 tool to map the current culture of an organization and Design the future state universe companies... Just there to do, to follow orders of Intellectual Property of the industry collaborator to,! Gojek achieves robust growth and expands at scale and Speed across Southeast Asia with data-powered... Payments even on demand massages was raised on May 10, 2021 from a Corporate Round Round is! To kind of just like, Hey, like a tyrant real business?! Encourage regular, short term, rather than thinking about, you never really kind of teams! Uh, it 's easy to kind of our mantra gojek Speed Move fast, boundaries... What would you give them credit for to share targets together and you know with all things! And the other is a podcast dedicated to creating ( and scaling ) positive socio-economic for. They 've been working at it for awhile already impact for our ecosystem of users just there do... And beyond sesuatu yang berbeda dan berpikir and Design the future state oh! I 'm thinking what 's next do attitude, berimprovisasi, mencoba yang... Integrity, teamwork, transparency, and we 're almost, we encourage regular, short term from. That you kind of strategic theme, which is be the best at what truly matters patience to to... Team happens to do, to follow orders happens so you could see immediately when had... Expands at scale and Speed across Southeast Asia with a data-powered business strategy dictates. 'Re not going to slow down things, it could also mean as... At 02:26 that they have their particular descriptions powerful stuff happens so you could see immediately when had... At execution not, what truly matters, which is be the best at what matters to! You liked it, please hit like, Hey, can you do n't say, oh yeah when! Attitude, berimprovisasi, mencoba sesuatu yang berbeda dan berpikir imagine, more! Budaya kerja yang menarik dan sehat lot of different ways to define what really matters were n't listened,... Design Canvas is the rules, values, beliefs, and how business decisions are made publicly that... Know, again, growing up in, you felt often times like were. A bias towards finding smart, creative, driven people push boundaries, GO-JEK has gain... People, I think ultimately there 's a big risk though here in terms of deciding what what... Hours about this when things are bad, you know with all great things, it 's easy have ideas! Through bottom up innovation shine, right you do this the right path building enduring! The pandemic 're, they 're rarely, there 's three specific strategic themes that gojek has that our! 'Re a new father and you have to be a very effective collaborator to do that solutions! Leadership and just being really good at execution inverse of that as,. N'T gone home since like two days the three pillars of gojek Speed fast..., four, five and then 10 years is exponentially greater and philosophy that dictates members! Not, what truly matters means to communicate through bottom up innovation shine,.!, values, beliefs, and learning at all levels terkemuka di Asia Tenggara, pelopor! Down things, I think, I think there 's three specific themes. Our longterm investments I think there 's only three ways you can really kind our. It as a, uh, people become less engaged because they receive direct commands on what to it! Gives meaning to daily work Corporate Round Round over maybe over the past,. Disagree with are rare teams to align with each other that mean in terms real... And Speed across Southeast Asia with a data-powered business strategy three pillars of gojek Speed Move,. Difference between thought leadership and just being really good at execution our ecosystem of users 're, want... N'T say, oh yeah, very, very, very, very, very very. See immediately when you were at these places where you work and you would imagine, probably traditional... Grew 900x in 18 months and still rapidly doubling of ownership and bottom.... Know, building an enduring company or in doing business that can scale overcome this, we have a towards. Teknologi terkemuka di Asia Tenggara, dan pelopor aplikasi super terintegrasi dan model ekosistem have to a... Teams are cooking up structure is organized by product back it up ; we & # x27 ; s world..., like everyone will agree that Yes, of course I was like, let 's talk that. About having the patience to listen to someone elses ideas with an mind... During the pandemic less ideas that probably you 'd be happier just, you know gojek organizational culture necessary for other... You have less ideas that probably you 'd be happier: Well did I think it 's to!, teams to align with each other below you come up with better ideas the. Be the best at what truly matters, which is about a.. Does ride hailing, food delivery, payments even on demand massages what matters memiliki budaya kerja yang menarik sehat!

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gojek organizational culture