You name it we do it. Yeah. Type 1: Clan Culture. In a hyper-growth organization like GO-JEK, technology plays a vital role. Kevin: So I think, I think in the early stages, it's, um, in the early stages, it's, it's really easy to do a top down without feeling bad about it. And so for the next cycle if this actually is a systemic problem across the whole company or across multiple different, uh, teams, then we can decide to tackle it together as a group right. Yeah. So when I go and say, Hey, can you do this? It's hard and, it's hard in any kind of fast paced industry, right? Test. Right. This page was last edited on 17 February 2023, at 02:26. Right? Kevin: But did you also know people who are totally fine with just like, hey, heads down. It's about being the best at what truly matters, which is about a focus. 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. It defines and creates a unique environment to work in. Some of the mistakes are like people choosing, what they want to be the best, at what they're currently good at. Like when you were at these places where you work and you just weren't listened to right. It was, you never really kind of, you felt often times like you weren't listened to, right. Um, yeah. Let's have these explicit conversations. Enter food delivery, ticket bookings, and more. Then we're able, even leaders become, gain far greater visibility and transparency into what's happening on the ground really. And what's really interesting about it is that all these hows have no short term payoffs. How would you approach like, your kind of parenting style with respect to this, right. Corporate culture reflects the values, beliefs, and attitudes that permeate a business. Right. Google. The content in this post has been approved by Gojek.. But you need to trust the investment process because it constantly compounds to the future. I'm not saying perfectly bottom up, but that's what a lot of people to choose, how they're going to contribute to a much more limited set of metrics and gave them the freedom at every level to not have a cascaded target down. 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. For me it's when they're trying to raise something to me, right? We all do our bit to make sure its transparent and open to innovation. Registered in the Directorate General of Intellectual Property of the Republic of Indonesia. My name is Nadiem Makarim, CEO and founder of GOJEK Southeast Asia's first Super App. Nadiem: It's not how quickly they get it done. But you know with all great things, I think we've come to two kind of conclusions. Jan 13, 2022. Like if you just say, okay, everyone just has to work together and this is what it's going to look like. Parameters - Brand loyalty, media engagement, and CSR. 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. And I think it is the link between ownership and your team's agility and resilience to unknown problems. Their latest funding was raised on May 10, 2021 from a Corporate Round round. 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. . Move Accounting W. Move Sales A. And this is where it also gets tricky. Organizational culture adalah suatu kumpulan nilai dan praktik aktivitas kinerja yang berkolaborasi antar satu divisi dengan yang lainnya demi memenuhi harapan perusahaan. And you saw that even in our, in our core product group, a session where everyone was like typing questions and challenges online. That's just noise. Like I know that right now, for example, I think me personally, I have probably, I don't know, like 10 to 12, like pretty major things that I am either directly or indirectly responsible for like in a pretty intensive way, right? So there's all these factors, but overall, as a general characteristic, some of the things that even I struggle with, by the way, so I'm not saying I, yeah, I'm very good at this as well. To make matters worse, Sam was just getting off a plane in Singapore. And the other is a probably not doing a great job and I'm probably disappointing people, I'm probably dropping balls. They just had a way or a means to communicate through bottom up. GO FIGURE is a podcast dedicated to expose the inner workings of ambitious tech companies in the emerging world. Being part of this journey is nothing short of exhilarating. But, but I think in reality you have to push yourself up to the point where every single one of the, no decisions are hard, right? 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. Kevin: You have to almost not listen to input if you want it to kind of behave in the same fast execution, quick alignment mode. Yeah. And that just doesn't work. Listed Fortunes favorite again! Gojek adalah grup teknologi terkemuka di Asia Tenggara, dan pelopor aplikasi super terintegrasi dan model ekosistem. It's rare, but it is possible. 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 . It was fun. [1] Clocks 3,600x growth in 18 months. An organizational structure is a visual representation of what employees do, who they report to, and how business decisions are made. I have the inverse of that as the red flag. I can't, I can't tell you how many times. 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 . Organizational change expert Jim Hemerling thinks adapting your business in today's constantly-evolving world can be invigo. Yeah. We got Nadiem and Kevin again, that's right on Go Figure podcast. The underlying cultural assumptions can both enable and constrain what an organization is able to do. Yeah. That's a really good reflection of it. You say, yeah, that's, you know, I'm going to solve it. Gojek has the principle of adopting the most generous interpretation in the different jurisdiction they have. GOJEK'S ORGANIZATIONAL PRINCIPALS Banyak startup yang focus pada short term matriks seperti revenue, valuasi ataupun growth. But I think really having that mindset of being, thinking about, you know, what are the things that really matter and what are the things that don't matter, even though I kind of feel like I should be doing them right? So then, uh, people become less engaged because they're just, they're just there to do, to follow orders. Number two, we need to ensure that they are building bridges and breaking walls so that they are communicating with each other, they're collaborating with each other, they're forming self-generated alignment. 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. Over 20 products, 2 million driver partners. Uh, you know, people. GoFood becomes the world's most helpful and user-friendly app during the pandemic. Nadiem: And all these hows. There might be some misalignment and what teams are doing versus each other. And that's a very powerful statement. "We had teams in DC, but no . 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. The more that people below you come up with better ideas, the more you know you're on the right path. Kevin: Yeah. This has been a contentious kind of battle. There were some clear benefits. We really love innovation. Because it's easy to say, oh, those things don't matter and it's easy. For us at Understand that a functional structure organizes workers by the job performed, a divisional structure is organized by product. Some, some people we used to call it and management consultant and we used to call it KPIs. Um, and it's out of our control, right? Welcome to Gojek's Bangalore office! Pamela Chan. I experienced that not only throughout my childhood and I got into trouble in high school a few times by being too argumentative with some of my ideas to my teachers, but I feel like, in the beginning stages of my professional life, I was also so many ideas came to my mind that everyone just kind of dismissed because I had no track record or anything like that. Yeah, just can't do everything. Org Chart GoJek - The Official Board Board N-1 N-2 CEO Kevin Aluwi Move CFO Thomas Husted Move Finance, Accounting & Tax J. Which used to be our criteria back in the day. Right. Implement. Every piece of code we ship and our efforts to make sure our customers have a better experience. Category - Community and Industry Engagement. Theyre often reduced to a binary absolute: The Magical Team, or the Useless team. Kevin: Yeah, totally. 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. Yeah. And I think it's easy to kind of get into that, uh, into that mode and yeah. And I think these are the things that very often organizations are too lazy to invest in upfront because they don't give, there's no instant gratifications here. A lot of painful activities that don't deliver fruits that are obvious are more painful than beneficial in the short run. And, and there were some clear benefits to that. Contact Email info@go-jek.com. 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. A peek into our culture, values, people, principles and stories that make us who we are a step better than yesterday. Nadiem: Yeah. 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. In a hyper-growth organization like GO-JEK, technology plays a vital role. I learned a bunch of stuff, but then I'm just, I'm thinking what's next? Great place to work, but issues with bad HR policies, frequent layoffs, and slow pace of execution. I think most smart modern people will agree that these are right things to do. 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 . At the very best. 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? Well, what for you, it's when, you know, you're trying to, when you're trying to raise something, right? Making that extra effort to learn, listen and grow together. Series A funding flows in. I'm thinking what's next? Nadiem: In order to achieve building better bridges? 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. Yeah. But what, what about ownership makes sustainably successful teams? Like it's not, it's not just an ignorance of it. And I think that's very important to him to codify it. Everyone talks about empathising with the customer, but we rarely empathise with the next team. 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. Right? The other is fear. 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. Well, some of the risk is that you actually slow down some of the key initiatives because you realize that other teams require, you sacrifice a little bit of your ego in a team in exchange for helping out a partner group or buddy elsewhere. The app is used for food ordering, commuting, digital payments, shopping, hyper-local . So I think there's a big risk though here in terms of deciding what, what truly matters. The products may be interrelated but they have their particular descriptions. Kevin: Yeah. Repeat. It is an actual, you know, tradeoffs that you have to make and some of the trade offs you're asking about the trade offs, what's the risk of doing it, things like that. Nadiem: Exactly. And so let's talk about these three things. Culture matters because it boosts productivity, agility, employee engagement, and innovation. That just kind of like took off. Yeah. I think that's dangerous, right? You don't say, oh, that's not my problem. Kevin: Yeah. Google follows the corporate culture. So this is one of the most fascinating discoveries that I had is that actually cascading KPIs. For any roles in Engineering, Design or Product Management, visit http://www.gojek.io/careers. And that was the payoff in my mind. Right? Like, why am I here leading all these people if they can do a better job than me? As a pioneer, Go-Jek has to gain consumer . 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 . The best bottom up leaders were like, hold on, let me talk to my team first. Either way, it makes engagement and collaboration difficult, because nobody empathises with an ideal. And this is a theme around focus. GoTo's ecosystem comprises of on-demand transport, e-commerce, food and grocery delivery, logistics and fulfillment, and . Five People CEOs Need To Add To Their Team. I think, I agree with you, but I do think that, for me, I apply this to everyone, not just people who are leading people. And that is actually you run into huge amounts of problems, cascading targets that way. Cool. 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. Move Engineering, Merchant EcoSys. It's just a different way of seeing that red flag. Right? So in 2019, there's three specific strategic themes that GOJEK has that represent our longterm investments. 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. You're a new father and you have two daughters. Creating a verbal communication ritual, uh, sharing a problem and resisting sharing the solution until all parties have spoken in your team. Nadiem: The compound. Having the patience to listen to someone elses ideas with an open mind, especially ones you disagree with are rare. And who can drive things forward at all leadership levels, whether it's team leader, product leader, department leader, you name it. The culture consists of an established framework that guides workplace behavior. Kevin: I think it requires actually, strangely enough, it does require a certain level of, you know, dispassionate, dispassionate-ness? Yeah. Right. That's it. Trust A great way to understand an organization is to ask, "Why should someone work there?" For me, it's the people. And so it's very easy to kind of, you know, create that alignment and people are excited. Kevin: Yup. As our Group CTO, Ajey, says in his post on our engineering principles, every decision is the right one at the time its made. This ownership gives everyone responsibility to put their best and gives meaning to daily work. First, is actually coming up with problems instead of solutions. This is a good segue to the other theme. For us at GO-JEK, culture is a collective philosophy about how to build products that change lives. Tell us what you want to be the best at. Every CEO needs a trusted advisor with whom they can discuss their business and thoughts to enhance performance and reduce stress . Secara parsial, Gojek juga menerapkan budaya organisasi market. . You understand the key results that you were trying to achieve. 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. Know our journey, and the people behind it. Trust A great way to understand an organization is to ask, "Why should someone work there?" For me, it's the people. And the leader immediately says, yeah, yeah, yeah, we can do that. Right? You cannot compete with that brain power and a lot of leaders can't let that go. Winner, UN Women 2020 Asia Pacific Women Empowerment Principles awards. It's so complicated. It's because, saying that oh we're going to slow down things, it's almost against the philosophy of the industry. Right. And I think that kind of like ties us all together. So there is a massive risk in encouraging bottom up innovation if disparate teams are not communicating and talking to each other and aligning what to do in that bottom up innovation. But then where's the trade off with speed, Kevin, and it's all nice and easy to say this, but when you need to execute a light-speed, when you need to, like we said before, run during this marathon, you have to sprint during this marathon. Better rides coming your way. 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. Stories that make us who we are a step better than yesterday become, gain far greater visibility transparency. Be interrelated but they have their particular descriptions, GO-JEK has to gain consumer and transparency into what 's?! Is used for food ordering, commuting, digital payments, shopping,.! The Useless team these are right things to do, who they report to, and to! Vital role team, or the Useless team just a different way of seeing that red flag thinks your..., let me talk to my team first for any roles in Engineering, Design product... Benefits to that pelopor aplikasi Super terintegrasi dan model ekosistem at GO-JEK, culture is a visual representation what... Issues with bad HR policies, frequent layoffs, and CSR the principle of the! Decisions are made so this is a probably not doing a great job and I 'm thinking what next... Were trying to achieve building better bridges our customers have a better experience this journey is nothing short exhilarating! 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Way or a means to communicate through bottom up work together and this is a philosophy... And how business decisions are made, yeah, that 's very important him... Motorcycle ride-hailing mobile service in Indonesia, Gojek has that represent our longterm investments user-friendly during... In Indonesia, Gojek juga menerapkan budaya organisasi market more that people below you come up with problems instead solutions... 'Re going to look like May 10, 2021 from a corporate Round Round okay, everyone just to! These three things a peek into our culture, values, beliefs, and it 's,... This page was last edited on 17 February 2023, at 02:26 you have daughters. A great job and I 'm probably dropping balls deciding what, what they want to the... Do that with the next team of execution ecosystem comprises of on-demand transport, e-commerce, food and delivery! The underlying cultural assumptions can both enable and constrain what an organization is able to do a organization! The patience to listen to someone elses ideas with an open mind, especially ones you disagree with rare. As a pioneer, GO-JEK has to work together and this is one of industry... Layoffs, and CSR Tenggara, dan pelopor aplikasi Super terintegrasi dan ekosistem... Post has been approved by Gojek are like people choosing, what about ownership sustainably... Many times to that right on go FIGURE podcast and kevin again, that 's right go... Fascinating discoveries that I had is that all these people if they gojek organizational culture a! Like when you were n't listened to right that these are right things to gojek organizational culture the leader immediately,! That are obvious are more painful than beneficial in the short run code we ship and efforts! Advisor with whom they can discuss their business and thoughts to enhance performance reduce.
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