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 that was the payoff in my mind. It was just very dynamic. Nadiem: Yeah. HR designs a campaign to tout a . Facebook. And around prioritization. Category - Community and Industry Engagement. You're great for short term. I'm thinking what's next? Google is home to countless communities of unique people. Should we go one by one and talk about it? 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. Right? Speed (kecepatan), dalam melakukan segala sesuatu gojek mengerjakannnya dengan cepat. The lower layer has to contribute to the middle layer. Awards and recognitions Winner, UN Women 2020 Asia Pacific Women Empowerment Principles awards. You name it we do it. Perusahaan teknologi yang sudah sangat dikenal ini percaya bahwa bekerja secara produktif dan serius tidak harus mengenakan jas rapi. GET allows me to have initiative and be creative. Every piece of code we ship and our efforts to make sure our customers have a better experience. A Trusted Advisor. It's basically another word for our target setting and goal setting. Yeah. Like, oh, we didn't know, uh, this team that's suffering on the ground because of this problem. Welcome to Gojek's Bangalore office! Kevin: Or even people who are, you know, already, I just kind of like working at a company that is, that is scaling right now. Right? As individuals and as a team, we never let ourselves get too comfortable whether its about knowing a piece of technology, scaling for hyper-growth or achieving new milestones every day. Grows 1,100x in total volume of transaction. So that very act of just delaying. Everyone talks about empathising with the customer, but we rarely empathise with the next team. Understand that a functional structure organizes workers by the job performed, a divisional structure is organized by product. Right. Nadiem: but that's the difference, right? Because you know, when you're juggling, and I think we're all guilty of this, in many, many ways around thinking that hey, we can do it all as a company, as, as leadership. Yeah, exactly. Were dedicated to creating (and scaling) positive socio- economic impact for our ecosystem of users. Orders explode from 3,000 to 100,000 a day. Kevin: Yeah. If you liked it, please hit like, subscribe and follow us on social media. 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. Right. Even even current employees of tech companies, etc, thinking about these long term organizational investments, they're just like savings. Yeah, right. I haven't gone home since like two days. 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? Company Profile is an initiative by StartupTalky to publish verified information on different startups and organizations. Right. Right. It's gonna be what where we are going to do or be our best at. For any roles in Engineering, Design or Product Management, visit http://www.gojek.io/careers. Building shared valuesand living those valuesis the bedrock of good corporate culture. Jan 13, 2022. Bridges. Then we're able, even leaders become, gain far greater visibility and transparency into what's happening on the ground really. Nadiem: They don't count. Yeah. 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. Involving our people is the biggest asset for us, which helps us nurture the learning culture within the company. So if you're, if you, if you don't have that mental resilience to know that your baby could be irrelevant, yeah. 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. 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 . Ranked #11 on Fortunes top 50 companies that changed the world. One of the few Southeast Asian companies to be listed twice by Fortune. 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. Which used to be our criteria back in the day. Phng Tun c (5th from right) speaks about Gojek's data culture during a panel discussion at the 2022 HCM City Economic Forum. 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? Transform your company culture, cultivate your people and help retain the highest performing talent. "We had teams in DC, but no . I know it seems kind of like, I dunno, uh, almost administrative in a way, but I think those details of like, oh, this is infused in the way we do performance management. So you could see immediately when you had to share targets together and you have to share budget together, powerful stuff happens. Trust is everything. But the reason why we believe in them is because for the parts of the units of the organization that we did apply these principles. It can be anyone who just wants to have a sense of contribution. Nadiem: Yeah. 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. And you're beat, you're there. They're, they're rarely, there rarely is for any kind of organizational investments. Evaluate. Kevin: Yeah, it's the how, right? Tell us what you want to be the best at. 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. You understand the key results that you were trying to achieve. 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. Move Accounting W. Move Sales A. "gojek is a pioneering technology company with an extensive ecosystem of 18 diverse services, backed by a strong group of strategic investors. 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. Kevin: Yeah, yeah. 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? Yeah. Like it's not, it's not just an ignorance of it. That's a really hard thing to save for I would say anyone. Nadiem: yeah, when, when things are bad, you have to, yeah. Their most recent investment was on May 12, 2021, when CEO PT. Kevin: Yes, of course I was like, Oh yeah, okay, we got this, we got this. Uh, and we're all kind of just executing, right? So what I've realized is that the best bottom up leaders will never do that. You say, yeah, that's, you know, I'm going to solve it. Organizational culture is the set of underlying beliefs, values, principles, and ways of interacting within an organization. Jun 6, 2022. And I think that's very important to him to codify it. 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. So it's funny, it's almost the same thing. People without ego are a luxury in the current times. So I think that would be my one. Company Type For Profit. That's a really simple but very difficult thing to achieve. For us at GO-JEK, culture is a collective philosophy about how to build products that change lives. I don't know exactly why I'm doing all this stuff. And the other is a probably not doing a great job and I'm probably disappointing people, I'm probably dropping balls. Researchers - Global UXAlliance, Usaria, and Somia CX. According to MomentumWorks, this is the structure of the board of directors: Founders CEO and founder Nadiem Makarim who holds 58,416 shares, accounting for 4.81% of the total shares. For a product designer, Gojek is a great place to be. As our Group CTO, Ajey, says in his post on our engineering principles, every decision is the right one at the time its made. 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. If you just focus on output numbers, then at a certain point, those output numbers like revenues, sustainability, all of this other stuff might go down over time if you're not investing in the long term leading indicators of health in an organization. Decoupling what truly matters to the user to what you're so fired up about. This person's been crushing it. There is a cultural payoff in an organization for helping another group out or another team out even though it doesn't directly fall under yours, but we took some forcing like some really, really interesting policy changes from processes that we took forth as a result of this. We currently operate HQ offices in both Jakarta and Hangzhou, China. Right. Uh, yeah. Nadiem: Because my performance is judged based on how well I execute what my boss told me to do. Gojek and Tokopedia unite to form GoTo, the largest tech group in Indonesia and the go to ecosystem for daily life. 2019 is really about the how. That's exactly the, the, you know, the concept of not being able to have agency or control over your thing when you know that you are capable, that's a difference. Yeah. 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. This thing that I've been doing for a while actually doesn't really matter. I think one is, um, people then, um, don't think they don't think, because like, oh, my boss told me to do it right. Read writing about Culture in Life at Gojek. That's just noise. Ada 5 perusahaan yang dirangkum ACT Consulting yang termasuk dalam kategori memiliki budaya kerja yang menarik dan sehat. 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. Those issues happen. They're very hard at realizing value up early. Yeah. But you know, I think you're right. But you need to trust the investment process because it constantly compounds to the future. 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. Kevin: What artificial intelligence. So in 2019, there's three specific strategic themes that GOJEK has that represent our longterm investments. 1. Uh, what is obviously the, that, that, that ownership. Kevin: I think for me, I agree with everything that you said. 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