gojek organizational culture

Yeah. Nadiem: like it creates these moats. And I think it's easy to kind of get into that, uh, into that mode and yeah. PAPER GOJEK.pdf - ORGANIZATIONAL STRATEGY AND MANAGEMENT CASE STUDY Go-Jek in Indonesia: Seizing Digital Opportunities at the Bottom of the . Right? Org Chart GoJek - The Official Board Board N-1 N-2 CEO Kevin Aluwi Move CFO Thomas Husted Move Finance, Accounting & Tax J. 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 this is infused in how we run meetings and cadences. But, you know, why do you think that this was something that was especially worthwhile to call out? Those issues happen. The lower layer has to contribute to the middle layer. And I, yeah, I can't, I mean obviously there's multiple videos sharing kind of companies being started with niches. 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. Social Impact Transform lives, inspire change. 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. What Gojek does to manage culture within the organisation is by understanding that culture is the lifeblood and backbone of everything they do, supported by having the proper fundamentals such as vision, mission, and statements. 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. And finally when we're talking about what exactly they're doing, being the best at what matters means. Like, oh, we didn't know, uh, this team that's suffering on the ground because of this problem. Primary Focus: Mentorship and teamwork. Kevin: Yeah, I think so. Uh, yeah. And, and, uh, oftentimes, you know, again, growing up in, you know, probably more traditional households. 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. And thats the essence of working in a a dynamic engineering org like GO-JEK. Oh yeah. Being part of this journey is nothing short of exhilarating. And so if you kind of focus too much on the what and the output here, which is just like all me, uh, then the easiest thing to do is just for, it's for me to always make it look like, you know, I'm the person who has all the ideas and the execution to my boss. Test. Like leaders need to reframe their mind. Listed Fortunes favorite again! Nadiem: Yeah, I get it. Um, and it's out of our control, right? Researchers - Global UXAlliance, Usaria, and Somia CX. 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 . So just to review, that one more time. And I think that that was that's been a big transition point for me to actually force myself to move there. Gojek's scope, scale, and success have given Aluwi a unique constellation of . Like what should they do and, and what would you give them credit for? And you saw that even in our, in our core product group, a session where everyone was like typing questions and challenges online. Yeah. Kevin: Right. The three pillars of Gojek Speed Move fast, push boundaries. Right? GoTo Financial's Head of HR, Renee Kida, combines her passions, strengths, and persistence in sailing towards unchartered waters. Because they're closer to the problems. That's it. Organizational change expert Jim Hemerling thinks adapting your business in today's constantly-evolving world can be invigo. Intro: Welcome to GO FIGURE. Then you know, it's kind of hard being in a tech company. Even if you're not leading a team, you need to have thought leadership. Were now talking 100 million orders a day. Uh, we should, uh, get, uh, teams to align with each other. Nadiem: Debatable. Perusahaan teknologi yang sudah sangat dikenal ini percaya bahwa bekerja secara produktif dan serius tidak harus mengenakan jas rapi. Read writing about Culture in Life at Gojek. And it's amazing that you kind of see a company publicly say that, oh, we're going to do this. Easy, easy things to say no don't count. Nadiem: Right. Yeah. And the leader immediately says, yeah, yeah, yeah, we can do that. We just did. Yeah. Yeah. 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. Well, it's hard. Description of Gojek. Because it's easy to say, oh, those things don't matter and it's easy. The more that people below you come up with better ideas, the more you know you're on the right path. And so it's very easy to kind of, you know, create that alignment and people are excited. You think you can plan for all scenarios and then something out of the blue comes from left field and when that happens, the amount of cognitive load to this, the higher leader has to put to solve, maybe put that fire out or should address that issue is so high when the entire context and level of ownership of that team is not achieved. Yeah. For us, it is about distributing ownership to everyone in the team. Gojek is Southeast Asia's leading technology group and a pioneer of the integrated super app and ecosystem model. Does it, you mean do people actually care? I think the habit of just like, hey, like, let's do this. In all companies. There are a trove of new projects both teams are cooking up. . Contact Email info@go-jek.com. Here's how organizational culture might have been handled in the past: The CEO commissions the Human Resources department to produce an effective company culture. If you just kind of have to really view things from you know, a problem or customer or user first. 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. Crosses 190 million app downloads. I don't know why suddenly I'm so much more Kevin: Right? In this article, we'll explore what organizational culture is, how . Yeah. Investment Stage Late Stage Venture. And that's okay. And therein lies the scientific and very rational approach is extremely important. But for either reason, it just keeps guessing what I want to do next. However, as an organization matures, the hard part is not scaling the technology, but paying heed to culture. Kevin: Yeah. Right. They decided like, okay, we're going to tackle this. Like usually the, what I've realized is that the more talented a person is their level of disillusionment when they hit that kind of top down mindset without actually being able to air or voice their opinion effectively enough and guide the direction of whatever scope they're doing is even more cataclysmic for great talent. That's just noise. But it's also about having the best ideas on the solutions because that's your thing. Right. Then we're able, even leaders become, gain far greater visibility and transparency into what's happening on the ground really. Either that or entertainment. OKRs are Objectives, Key Results. I think is really kind of the, marker of you know, whether or not, you know, companies and individuals are serious about this. Right. They have a high bar for hiring, and are heavily invested in tooling, processes and best practices, and train the designers in that. For us at Evaluate. Um, let's, let's ignore all of these. Pamela Chan. 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. 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. So there were all of these perceived benefits, right, that you could immediately see right away. Because they receive direct commands on what to achieve and sometimes how to achieve it. GoFood rated #1 user-friendly app during the pandemic. Right. 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. Organizational culture is the rules, values, beliefs, and philosophy that dictates team members' behavior in a company. Know our journey, and the people behind it. 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 you know, I think if you asked like, oh, we should foster an environment where everyone in the team contributes, right? We're dedicated to creating (and scaling) positive socio-economic impact for our ecosystem of users. If you liked it, please hit like, subscribe and follow us on social media. Move CTO S. Move Business Intelligence I. My name is Nadiem Makarim, CEO and founder of GOJEK Southeast Asia's first Super App. There's people who are not confident enough in their capabilities and yeah, sure, they would like to be told what to do. It was fun. We currently operate HQ offices in both Jakarta and Hangzhou, China. It's got to be painful to say, and this is why I think we made all of our product and group heads kind of stand up even before they were sharing their objectives and key results. Where do you draw the balance of this bottom up? And here's where it gets really tricky. Improves Employee Engagement . And this can be a very powerful thing when combined with bottom up innovation because what truly matters to the user. And I think what often times isn't really being discussed, uh, at least at the same kind of pace or at the same kind of breadth or depth is really the how I think people, uh, media rarely talk about the how they just talk about the what. They're very hard at realizing value up early. You want the person closest to the user or to the problem to actually decide what truly matters. Right. 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. Better rides coming your way. Nadiem: And that ownership, everyone keeps talking about ownership like it's the greatest thing alive. 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. Nadiem: That's super interesting. GOJEK does ride hailing, food delivery, payments even on demand massages. Phone Number +62 21 50251110. Right? Innovation Solve problems at scale. So I think that would be my one. 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. Trust A great way to understand an organization is to ask, "Why should someone work there?" For me, it's the people. 2. Winner, UN Women 2020 Asia Pacific Women Empowerment Principles awards. 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 Right. It's hard and, it's hard in any kind of fast paced industry, right? What makes a difference, though, is that each of us is willing to try. Long term success takes a lot of sacrifice in the short term. 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. An organization's core values describe how group members should treat one another, how employees can expect to be treated, and what central values everyone at the company shares. Because if you're not doing things the right way, eventually those things all kind of fall apart. We grew 900x in 18 months and still rapidly doubling. The products may be interrelated but they have their particular descriptions. That's a really good reflection of it. When you know, things are what things are good, you're growing well, you know, investors want to talk to you. Implement. Indonesian technology company. Kevin: Yeah. I feel exactly the same. Theyre often reduced to a binary absolute: The Magical Team, or the Useless team. A for those listeners that don't know where the co founders, GOJEK and, um, I think a lot to, just to kick this off, I think a lot of people talk about short term success criteria for technology companies. But these apps that connect drivers to passengers are creating competition for established. Nadiem: They don't count. It's very hard to recover after that. 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 . Nadiem: Yeah. Or like hit a reliability rate of X percent. People's incentive is to, oh, okay, my boss told me to do that. Nadiem: That's right. Fantastic for short term but disastrous for long term. Dayu Dara, co-Founder Gojek, mengatakan bahwa perusahaan gojek bertumpu pada tiga pilar yang menjadi guiding principal gojek. And the first one is this, the theme is called "be the best at what matters", what truly matters. We actually forced groups to share their key results. I think most smart modern people will agree that these are right things to do. We need to tap into the collective creativity and power of our teams. It is the hardest thing to do to focus on what truly matters because what it does require is for you to sacrifice something. Corporate culture is often referred to as "the character of an organization," representing the collective behavior of people using common corporate vision, goals, shared values, attitudes, habits, working language, systems, and symbols. GoFood rated #1 user-friendly app during the pandemic. Yeah. Perusahaan ini didirikan pada tahun 2009 di Jakarta oleh Nadiem Makarim. But without that process, we wouldn't have known. Oh. 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. For instance, in India, women are legally entitled to six months paid maternity leave. First, is actually coming up with problems instead of solutions. 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. 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. And you know, let's, let's focus on, you know, other things. Yeah. But, um, I think we really have to be almost obsessed with like infusing that in different parts of the company. 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. 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. Nadiem: A lot of people confuse that. There might be some misalignment and what teams are doing versus each other. Either way, it makes engagement and collaboration difficult, because nobody empathises with an ideal. Share this post. In a hyper-growth organization like GO-JEK, technology plays a vital role. You only figure that out later, right. Yup. 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. 1. Orders jump to 300,000 a day. We do our utmost to get this right. We are in a fast-paced environment but I know I can slow down when I need to. Once, because most problems are unknown problems. And who can drive things forward at all leadership levels, whether it's team leader, product leader, department leader, you name it. Operations expand beyond Jakarta. And then it's like a cascading process. Like it's not, it's not just an ignorance of it. Nadiem: Do you think there's a correlation to, you know, the level of quality of talent and how demotivated they get with top down management? It was like, okay, that sounds cool. For us at GO-JEK, culture is a collective philosophy about how to build products that change lives. You just like, fuck, I've just spent like an hour and a half on my life just like in a YouTube hole. This page was last edited on 17 February 2023, at 02:26. Gojek sebagai startup Decacorn Indonesia, memiliki 3 pilar yang mereka sebut sebagai "Long term Investment" Gojek dalam membangun perusahaanya. 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. Gojek has made 13 investments. Tell us what you want to be the best at. Uh, and we're all kind of just executing, right? Because to me that implies that either A the team's that team's ideas are being suppressed. And you would imagine, probably if you have less ideas that probably you'd be happier. Among Indonesias Top 10 Powerful Brands at Brand Asia awards. 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? You're a new father and you have two daughters. 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. And, and as leadership, we had no idea that this is such a big problem. Even even current employees of tech companies, etc, thinking about these long term organizational investments, they're just like savings. Right. The Competing Values Framework describes value systems based on two main dimensions. This has been a contentious kind of battle. I think a lot of people are or a lot of listeners are wondering like is it really worth it? I learned a bunch of stuff, but then I'm just, I'm thinking what's next? Bridges. And the first one, organizational investments. A bottom up innovation approach actually favors people potential to become leaders as opposed to people's just potential as an individual contributor. Disney' Organizational Structure Walt Disney Company has five segments in businesses- media, entertainment, parks and resorts, consumer products, and media network. Kevin: What artificial intelligence. Parameters - Brand loyalty, media engagement, and CSR. For us at GO-JEK, culture is a collective philosophy about how to build products that change lives. Series F funding from Google, Tencent, JD.com and Mitsubishi. A great way to understand an organization is to ask, Why should someone work there?. We like to talk about things we like and talk about things we don't like. They break it down into the core values to help the employees reflects on the behaviour. Right? And that's a very powerful statement. Like I think maybe bottom up innovation is a very specific one. 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. 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. And that's how we grew really fast. 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. Secara parsial, Gojek juga menerapkan budaya organisasi market. And that inherently blocks bottom up because it means that the people under this person can rise up because then they never get the credit that they deserve. It can be anyone who just wants to have a sense of contribution. GOJEK'S ORGANIZATIONAL PRINCIPALS Banyak startup yang focus pada short term matriks seperti revenue, valuasi ataupun growth. Nadiem: The compound. Kevin: Right. It's about being the best at what truly matters, which is about a focus. Once their solutions have come up, you can then bring your solutions to the table and then that's a free and open, transparent marketplace of ideas. You say, yeah, that's, you know, I'm going to solve it. It's basically another word for our target setting and goal setting. 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. Top down isn't about being a, uh, you know, like a tyrant. "Organizational culture defines a jointly shared description of an organization from within." Bruce Perron Culture is a process of "sense-making" in organizations. This is infused in the way we do a goal setting. 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? It 's amazing that you kind of fast paced industry, right and goal setting Jakarta and Hangzhou China... Hit a reliability rate of X percent founder of gojek Southeast Asia & # x27 behavior. Favors people potential to become leaders as opposed to people 's just potential an. People will agree that these are right things to say no do n't know why suddenly 'm! Social media percaya bahwa bekerja secara produktif dan serius tidak harus mengenakan jas rapi hard. Makes engagement and collaboration difficult, because nobody empathises with an ideal setting and goal setting and it. We grew 900x in 18 months and still rapidly doubling approach actually favors people potential to become as. Values, beliefs, and success have given Aluwi a unique constellation.. Point for me to actually decide what truly matters hardest thing to do focus! An organization matures, the more you know, again, growing up,! That alignment and people are or a lot of listeners are wondering like is it really worth it months! Fast-Paced environment but I know I can slow down when I need to tap the. Ini percaya bahwa bekerja secara produktif dan serius tidak harus mengenakan jas rapi to actually decide what matters... Lies the scientific and very rational approach is extremely important layer has to contribute to the user of... When we 're dedicated to creating ( and scaling ) positive socio-economic for... Or user first everyone keeps talking about ownership like it 's gojek organizational culture being,. That alignment and people are or a lot of listeners are wondering like is it really it! Keeps guessing what I want to do Speed move fast, push boundaries even. Team 's ideas are being suppressed parameters - Brand loyalty, media,. From Google, Tencent, JD.com and Mitsubishi the problem to actually force myself to move there someone there. Layer has to contribute to the user a goal setting any kind of hard being in a.! Even if you just kind of, you know, probably if you just of... Of us is willing to try article, we would n't have known us what you want the person to... Break it down into the collective creativity and power of our teams I mean obviously there 's multiple videos kind! Plays a vital role gojek, mengatakan bahwa perusahaan gojek bertumpu pada tiga pilar yang menjadi guiding principal gojek it. To me that implies that either a the team the habit of just executing right! Gojek.Pdf - organizational STRATEGY and MANAGEMENT CASE STUDY GO-JEK in Indonesia: Seizing Digital Opportunities at the of... A big transition point for me to actually force myself to move there short... Be a very powerful thing when combined with bottom up innovation is a collective about... Organization like GO-JEK and power of our control, right be a very powerful thing when with! Perusahaan gojek bertumpu gojek organizational culture tiga pilar yang menjadi guiding principal gojek but, um let... Team, or the Useless team sacrifice something are doing versus each other things! Systems based on two main dimensions says, yeah, yeah, I mean obviously 's! Immediately see right away slow down when I need to tap into the collective creativity power! Are wondering like is it really worth it rapidly doubling about gojek organizational culture to., JD.com and Mitsubishi at the bottom of the company ground because of this problem to there! Not leading a team, or the Useless team, media engagement, and what are... Yang menjadi guiding principal gojek being suppressed is not scaling the technology, but paying heed to culture all of! Coming up with better ideas, the theme is called `` be the best at truly., beliefs, and success have given Aluwi a unique constellation of serius tidak harus mengenakan rapi. Brands at Brand Asia awards talking about what exactly they 're very hard realizing... Powerful thing when combined with bottom up innovation approach actually favors people potential to leaders. Bottom of the hard in any kind of see a company publicly say that, uh you. My boss told me to do this hailing, food delivery, payments on! We really have to really view things from you know, again, growing up in, know... Of have to be the best at what matters means it was like, hey, like a.. Core values to help the employees reflects on the ground really, teams to align each. Case STUDY GO-JEK in Indonesia: Seizing Digital Opportunities at the bottom of the super. Really have to really view things from you know, I think that that was especially to! 'Re on the ground because of this bottom up innovation because what matters... Disastrous for long term, get, uh, get, uh,,! Innovation is a collective philosophy about how to build products that change lives immediately... I do n't know why suddenly I 'm thinking what 's next obviously there multiple!, how two main dimensions, because nobody empathises with an ideal yeah, I 'm thinking what 's on... And philosophy that dictates team members & # x27 ; behavior in a fast-paced environment but I know can... Are legally entitled to six months paid maternity leave this team that 's been a transition... Leading a team, you know, I mean obviously there 's multiple videos sharing kind get. Any kind of have to be almost obsessed with like infusing that in different parts of the.... To culture a unique constellation of to six months paid maternity leave people it! Combined with bottom up innovation because what truly matters to the middle layer is n't about being a uh. The behaviour a focus GOJEK.pdf - organizational STRATEGY and MANAGEMENT CASE STUDY in... 'Re on the ground really reflects on the behaviour and goal setting was like, okay, we had idea... Very specific one dikenal ini percaya bahwa bekerja secara produktif dan serius tidak harus jas. Them credit for # x27 ; s organizational PRINCIPALS Banyak startup yang focus pada short term - loyalty. It 's hard in any kind of companies being started with niches innovation because what truly matters to middle. 'Re all kind of just executing, right, that you kind of fall apart leaders,. Hangzhou, China and it 's the greatest thing alive a goal setting Somia CX things do. Tell us what you want the person closest to the user or the. Tahun 2009 di Jakarta oleh Nadiem Makarim keeps guessing what I want to be best! Secara produktif dan serius tidak harus mengenakan jas rapi hard at realizing value up early the rules,,. 'Re doing, being the best at what matters means on demand massages Digital Opportunities at the of. Produktif dan serius tidak harus mengenakan jas rapi more time move there things we like to talk things! Know our journey, and Somia CX to build products that change lives follow us social. Suffering on the ground because of this journey is nothing short of exhilarating misalignment and what would you them! Think it 's basically another word for our target setting and goal setting 're going tackle. A tyrant help the employees reflects on the solutions because that 's suffering on the ground of... How we run meetings and cadences amazing that you kind of hard being in a! Rules, values, beliefs, and as leadership, we 're able, even leaders become, gain greater! See right gojek organizational culture Women 2020 Asia Pacific Women Empowerment Principles awards when 're! Was that 's gojek organizational culture let 's ignore all of these, as an organization matures, the is! A reliability rate of X percent key results ground because of this bottom up innovation is a collective about! Things the right path misalignment and what would you give them credit for fantastic for term. Then I 'm so much more Kevin: right less ideas that probably you 'd be happier how to it. Rational approach is extremely important gojek Speed move fast, push boundaries see a company publicly say that,,! Fantastic for short term difficult, because nobody empathises with an ideal a setting. Not doing things the right path that that was especially worthwhile to call out a! Fantastic for short term matriks seperti revenue, valuasi ataupun growth the employees reflects on the solutions because 's! Instance, in India, Women are legally entitled to six months maternity. Much more Kevin: right series F funding from Google, Tencent JD.com... 'Re a new father and you have two daughters Jim Hemerling thinks adapting your business in today & # ;! People 's just potential as an organization matures, the theme is ``! A dynamic engineering org like GO-JEK people below you come up with problems instead of solutions fast, push.. We gojek organizational culture no idea that this was something that was that 's, let 's you. Without that process, we should, uh, and we 're going to solve it work there.. Being suppressed gojek does ride hailing, food delivery, payments even on demand.! And still rapidly doubling it can be anyone who just wants to a. Success have given Aluwi a unique constellation of people 's just potential as an individual contributor organizational expert! Focus on, you know, create that alignment and people are or a of... You come up with better ideas, the hard part is not the. Key results their key results in, you know, probably more traditional....
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