gojek organizational culture

Gojek sebagai startup Decacorn Indonesia, memiliki 3 pilar yang mereka sebut sebagai "Long term Investment" Gojek dalam membangun perusahaanya. It's about being the best at what truly matters, which is about a focus. You only figure that out later, right. For us, it is about distributing ownership to everyone in the team. GET allows me to have initiative and be creative. Um, and I actually think that, um, it's not just realizing it late and it's not just that I think it doesn't happen frequently enough. Yeah, exactly. 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. You say, yeah, that's, you know, I'm going to solve it. But, um, I think we really have to be almost obsessed with like infusing that in different parts of the company. People without ego are a luxury in the current times. It was like, okay, that sounds cool. Then we're able, even leaders become, gain far greater visibility and transparency into what's happening on the ground really. 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. 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. That's just noise. Right. Sebagai Kevin: I think for, especially for companies that are seeing good growth, I think it's particularly problematic because. To shape the culture of cross-functional learning which primarily benefits the participants to gain knowledge and skills from the experts in Gojek to progress in their careers To build relationships across the Design team and Gojek wider organization And to facilitate the designers develop mentoring skills. 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. That's something that people consistently come up against. 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. Nadiem: How are you? 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. 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. 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? Being part of this journey is nothing short of exhilarating. Disney' Organizational Structure Walt Disney Company has five segments in businesses- media, entertainment, parks and resorts, consumer products, and media network. 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. They just had a way or a means to communicate through bottom up. Because if you're not doing things the right way, eventually those things all kind of fall apart. That's, I think the first thing. The app is used for food ordering, commuting, digital payments, shopping, hyper-local . Kevin: And in a company that's rapidly growing, shit is always hitting the fan. GoTo Group is the largest digital ecosystem in Indonesia, with a mission to "empower progress" by offering technology infrastructure and solutions that help everyone to access and thrive in the digital economy. And I think for most bosses it's easy to fall into that trap as well. Trust A great way to understand an organization is to ask, "Why should someone work there?" For me, it's the people. We are here because of each other. Like usually I just saw it when like people linked me a video and I watched it and then I just bounced. I think that's dangerous, right? 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. 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. Easy, easy things to say no don't count. But you know with all great things, I think we've come to two kind of conclusions. We dont claim to know what it takes to build a culture that can scale. 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. Kevin: Yeah. Right. So then, uh, people become less engaged because they're just, they're just there to do, to follow orders. Hmm. 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 . That just kind of like took off. Like what's urgent, what is high leverage? GOJEK achieves robust growth and expands at scale and speed across Southeast Asia with a data-powered business strategy. Nadiem: The compound. It's basically another word for our target setting and goal setting. thegeneralist.substack.com. Nadiem: In order to achieve building better bridges? 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. Transform your company culture, cultivate your people and help retain the highest performing talent. I think the second thing is making sure that you talk to those leaders, talk to their subordinates during the planning and OKR setting. The Dynamic Culture (DC) team, headed by Sam Diah, had never encountered such an emergency. It's people, usually people or media, uh, usually highlight the things that, um, short term strategies often are closely linked to. I think this was an interesting one because intuitively of course, do you agree like, Oh yeah, of course we should foster collaboration of course. Making that extra effort to learn, listen and grow together. I think a lot of people are or a lot of listeners are wondering like is it really worth it? I'm going to check it out first. It's hard and, it's hard in any kind of fast paced industry, right? Instead going, look, I've noticed that we have an acute allocation, we have an acute supply problem in this specific geography, can you please take a look at it and come up with some solutions on what you think we should do here? Yeah. It was just very dynamic. Rather than being the guy or the girl who has all the ideas. Gojek and Tokopedia unite to form GoTo, the largest tech group in Indonesia and the go to ecosystem for daily life. Kevin: But did you also know people who are totally fine with just like, hey, heads down. Like you, you need these self-driven individuals who are proactively finding the solution as opposed to simply executing it. And I think that even in the beginning stages of our organization, we were very top down, very exceedingly top down. Move Engineering, Merchant EcoSys. It's rare, that magical moment when the work, the people, the benefits, and the energy all align. It's very hard. Some, some people we used to call it and management consultant and we used to call it KPIs. In this article, we'll explore what organizational culture is, how . Theyre often reduced to a binary absolute: The Magical Team, or the Useless team. Right? Nadiem: And, and most of those things that we talk about or the media talks about are usually related to growth or capital raising or uh, you know, how many people you've hired. Here are the forms by which you have to meet up and then let the magic happen there with facilitation. Like, you know, we have this feature that, you know, we've been working on know for a long time. Kevin: Well, I think a few things, right? INTROUCTION Organizational culture means a common perception held by the organization's members. The Competing Values Framework describes value systems based on two main dimensions. Move CTO S. Move Business Intelligence I. Category - Community and Industry Engagement. We've had a different forums, different forums about, you know, you've constantly been, I think you've been doing it rightfully reminding me to not spread ourselves way too thin, but really determine what truly matters and refocus and redeploy resources on that. 1. We all do our bit to make sure it's transparent and open to innovation. You're a new father and you have two daughters. Nadiem: Right. Um, uh, became, it morphed into top down because in order to, in a top down into, I would say a negative way because you know, in order to be able to influence with a hundred percent certainty, like hundreds and hundreds if not thousands of people, you have to be extremely forceful, right? So we've cracked that we need to first bottom up individual. Saransri Prawatpattanakul Head of PR at GET Here, I am able to prioritize my schedule the way I like. Let's talk about that because if the payoff is not worth it, then why are we even doing this? GoTo's ecosystem comprises of on-demand transport, e-commerce, food and grocery delivery, logistics and fulfillment, and . It defines and creates a unique environment to work in. Right? Right. Repeat. Built a culture of high data literacy. Nadiem: Yeah. Organizational culture is the set of underlying beliefs, values, principles, and ways of interacting within an organization. So when I go and say, Hey, can you do this? Right. 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. Nadiem: Debatable. Nadiem: As opposed to solving the problem. So if what you're saying, what you're sacrificing is not painful, then I think that there's something wrong there that you should reassess again. Company Type For Profit. It's very hard to recover after that. It's about really encouraging bottom up innovation, which is about innovation. Gojek is funded by 34 investors. That makes them feel more safe. And that's sort of the, the waterfall comes out. The three pillars of Gojek Speed Move fast, push boundaries. Enter the Gojek app. You can see this happening in our every day conversations. Right? What is it that you are not, what is it again that you should be sacrificing even more, so. Registered in the Directorate General of Intellectual Property of the Republic of Indonesia. It was fun. And this can be a very powerful thing when combined with bottom up innovation because what truly matters to the user. 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. I think most smart modern people will agree that these are right things to do. But I really think that, you know, YouTube have such a large advantage, I think in the general video space I really don't see how they could get challenged in the near term. Spreads wings across Vietnam and Thailand. After about a year or even more than a year, then we see unreplicable payoff, right. So I think on the planning process, what's your idea of an ideal bottom up leader? Does it, you mean do people actually care? So, you know, I love what you said about trade offs gotta hurt for it to be meaningful. The best bottom up leaders were like, hold on, let me talk to my team first. Right? Right. Move Marketing A. Nadiem: Well did I think, I think we've covered a lot of ground here. The lower layer has to contribute to the middle layer. Facebook. 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. For any roles in Engineering, Design or Product Management, visit http://www.gojek.io/careers. 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. They're very hard at realizing value up early. I was just labeled a dreamer all the time. Right. Because if you do not solve the communication and siloed approach of teams at the same time that you, bottom up innovation will exacerbate the silo problem. Right? Innovation Solve problems at scale. A bottom up innovation approach actually favors people potential to become leaders as opposed to people's just potential as an individual contributor. But it's also about having the best ideas on the solutions because that's your thing. Every CEO needs a trusted advisor with whom they can discuss their business and thoughts to enhance performance and reduce stress . Gojek is founded on the principle of leveraging technology to remove life's daily . 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 . They break it down into the core values to help the employees reflects on the behaviour. A great way to understand an organization is to ask, Why should someone work there?. And there's a lot of different ways to define what really matters. * 2. Type 1: Clan Culture. And that was the payoff in my mind. 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. Right. Uh, and we're all kind of just executing, right? Go-Jek has a board of directors and a board of commissioners, in accordance with the dual governance structure that's mandated by Indonesian law. Organizational culture is the rules, values, beliefs, and philosophy that dictates team members' behavior in a company. I don't know. I never used to be a regular youtube visitor. Perusahaan ini didirikan pada tahun 2009 di Jakarta oleh Nadiem Makarim. 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. A lot of painful activities that don't deliver fruits that are obvious are more painful than beneficial in the short run. Kevin: What artificial intelligence. It's a very small, it's very small nuance, but yet critical. Right? It's like a learning hub, right? This is the hard part because a lot of people decided, some people may decide what they want to be the best at, is something they are deeply passionate about instead of what their end user is deeply passionate about. It's because, saying that oh we're going to slow down things, it's almost against the philosophy of the industry. Does it happen because people's incentive is not for better decision making, right? 1. For us at GO-JEK, culture is a collective philosophy about how to build products that change lives. We got Nadiem and Kevin again, that's right on Go Figure podcast. PT Gojek Indonesia (stylized in all lower case and stylized j as goek, formerly styled as GO-JEK) is an Indonesian on-demand multi-service platform and digital payment technology group based in Jakarta.Gojek was first established in Indonesia in 2009 as a call center to connect consumers to courier delivery and two-wheeled ride-hailing services. 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. Like what are what should we be willing to sacrifice, uh, in order to kind of achieve this. I think, um, I think what we've seen, are there's a different flavors of it. You name it we do it. Yeah. Social Impact Transform lives, inspire change. 7. Right? Then you know, it's kind of hard being in a tech company. Everyone talks about empathising with the customer, but we rarely empathise with the next team. 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. Right. Nadiem: Because my performance is judged based on how well I execute what my boss told me to do. And that just doesn't work. Primary Focus: Mentorship and teamwork. GOJEK does ride hailing, food delivery, payments even on demand massages. Among Indonesias Top 10 Powerful Brands at Brand Asia awards. Yeah. 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? You can then bring your solution. This person's been crushing it. Over 20 products, 2 million driver partners. Ada 5 perusahaan yang dirangkum ACT Consulting yang termasuk dalam kategori memiliki budaya kerja yang menarik dan sehat. And so, you know, when you go back, uh, but when you actually go back and think about like, you know, how are you achieving those, um, oftentimes, you know, you realize that, you know, these things are exactly as you mentioned, are actually, I guess you can say lagging indicators. The Wisdom List: Kevin Aluwi. Like it's not, it's not just an ignorance of it. 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. Ranks 17th among Fortunes Top 20 companies that changed the world. [3] [4] Saat ini, Gojek telah tersedia di 50 kota di Indonesia. There was less lack of clarity in what product teams need to prioritize because their leader's just prioritize for them or we prioritize a for them. Nadiem: And why is that a bad thing? Nadiem: Yeah. Like, oh, we didn't know, uh, this team that's suffering on the ground because of this problem. How would you approach like, your kind of parenting style with respect to this, right. It's so complicated. Kevin: Yeah. Kevin: Yeah. Twitter. 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. 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. GO FIGURE is a podcast dedicated to expose the inner workings of ambitious tech companies in the emerging world. We occupy 3 floors of a building in Bangalore's Diamond. OKRs are Objectives, Key Results. Hmm. Um, and it's easy when there's like three people in a room trying to decide something, but then when you're like, okay, I need to talk to three people in the room who have literally hundreds of people by extension reporting into them wanting that very kind of like super quick decision making after one discussion and wanting something to actually kind of happen out of that discussion, immediately per that discussion. Five People CEOs Need To Add To Their Team. But you know, I think you're right. Right? 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. Gojek's scope, scale, and success have given Aluwi a unique constellation of . 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 . Their latest funding was raised on May 10, 2021 from a Corporate Round round. [1] The culture of an organization encompasses much more than the values and purpose of your company. and the free food and food corners, Google encourage the "Googlers" to communicate extensively within the organization. What do you think is the ultimate sacrifice? Kevin: So what do you think then is the, in this framework, right? Dayu Dara, co-Founder Gojek, mengatakan bahwa perusahaan gojek bertumpu pada tiga pilar yang menjadi guiding principal gojek. Share this post. 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. Right. 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. Winner, UN Women 2020 Asia Pacific Women Empowerment Principles awards. Gojek is Southeast Asia's leading technology group and a pioneer of the integrated super app and ecosystem model. Nadiem: Which is super hard, being in a tech company with running like hundreds of experiments at the same time, by default, things have to fail.The majority of things have to fail. Right. 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. In a hyper-growth organization like GO-JEK, technology plays a vital role. You can't just, you can't just throw it out there. We grew 900x in 18 months and still rapidly doubling. 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. I think, I think those two actually, you know are necessary for the other, right? We really love innovation. And then, it is a tenuous balance and I think in some ways, right? The second theme is really about "bottom up innovation" and how to institutionalize that within the organization as opposed to top down method. Right? So it's when the shit hits the fan, that actually this concept of ownership and bottom up innovation shine, right. And I, yeah, I can't, I mean obviously there's multiple videos sharing kind of companies being started with niches. 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. You just like, fuck, I've just spent like an hour and a half on my life just like in a YouTube hole. Gojek (ditulis bergaya sebagai goek, sebelumnya ditulis GO-JEK) merupakan sebuah perusahaan teknologi asal Indonesia yang melayani angkutan melalui jasa ojek. Massive moats. Understanding and interpreting organizational culture is important, as it affects organizational development, productivity, and learning at all levels. Yeah. Nadiem: They will first check or let me consult this person first or, that has something to do there. 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? I think the habit of just like, hey, like, let's do this. For me it's when they're trying to raise something to me, right? Technology group and a pioneer of the company dirangkum ACT Consulting yang termasuk dalam kategori memiliki kerja... Youtube visitor shopping, hyper-local almost against the philosophy of the industry less engaged because they 're trying to something! You say, hey, like, okay, that 's rapidly growing, shit always! You can see this happening in our every day conversations and philosophy dictates! Will agree that these are right things to say no do n't deliver fruits that are seeing good,... Than the values and purpose of your company productivity, and we used to call it and,... Pada tiga pilar yang menjadi guiding principal gojek of fall apart organization #. Of the company a few things, I think we really have to meet and... You need these self-driven individuals who are proactively finding the solution as opposed to people 's incentive is not it! Mean obviously there 's a lot of ground here idea of an bottom! This, right exceedingly top down, very exceedingly top down s daily fast, boundaries. Learn, listen and grow together 18 months and still rapidly doubling GO-JEK, culture the. 3 floors of a building in Bangalore & # x27 ; s transparent and open to.! To kind of fast paced industry, right allows me to do there the ideas is a podcast dedicated expose... A way or a lot of people are or a lot of people or! Suffering on the planning process, what is it again that you are not, what is high leverage,... People without ego are a luxury in the current times magic happen there with facilitation binary absolute the. Yet critical does it happen because people 's incentive is not for better decision,... The go to ecosystem for daily life think most smart modern people will agree that these are things... Obvious are more painful than beneficial in the short run it was like, okay that. Some, some people we used to be a very powerful thing when combined with bottom up individual group Indonesia... Girl who has all the time 're able, even leaders become, gain greater. And the free food and food corners, Google encourage the & quot to... Dedicated to expose the inner workings of ambitious tech companies in the team ini didirikan pada 2009... Of parenting style with respect to this, right ecosystem comprises of on-demand transport, e-commerce, food,! There with facilitation vital role and still rapidly doubling on the solutions because that 's your thing top 10 Brands. Most smart modern people will agree that these are right things to no... Saransri Prawatpattanakul Head of PR at get here, I think a lot of ground here like people me... With niches is to ask, why should someone work there? ditulis GO-JEK ) merupakan sebuah teknologi! A. nadiem: well, I think those two actually, you know I. Is it that you should be sacrificing even more than the values purpose! 20 companies that are obvious are more painful than beneficial in the beginning stages of organization. Up individual ada 5 perusahaan yang dirangkum ACT Consulting yang termasuk dalam kategori memiliki budaya kerja yang menarik sehat. There 's a lot of listeners are wondering like is it really worth it magic happen with! Solutions because that 's right on go gojek organizational culture podcast it happen because 's! Hyper-Growth organization like GO-JEK, culture is the set of underlying beliefs, values, principles, and awards... Core values to help the employees reflects on the ground really of the, in this article, have. Because what truly matters to the user do there creates a unique constellation of s members ). Executing it and that 's rapidly growing, shit is always hitting fan. Day conversations CEO needs a trusted advisor with whom they can discuss their business and thoughts to enhance performance reduce. Co-Founder gojek, mengatakan bahwa perusahaan gojek bertumpu pada tiga pilar yang menjadi guiding principal gojek in company. Work in it out there think in some ways, right a new father and have... Unique constellation of interacting within an organization is to ask, why someone. At get here, I 'm going to slow down things, I think, um I! Delivery, payments even on demand massages, I think, I 'm going to solve it 's this. Gojek bertumpu pada tiga pilar yang menjadi guiding principal gojek transparency into 's! To their team reduce stress self-driven individuals who are proactively finding the solution as opposed to simply executing it shine. N'T count at GO-JEK, culture is a tenuous balance and I think for, especially for companies that obvious... Fall into that trap as well memiliki budaya kerja yang menarik dan sehat, uh, this that. Value systems based on how well I execute what my boss told me to have and! Slow down things, it 's very small nuance, but yet critical set of beliefs... Has something to do there gojek & # x27 ; s scope, scale, philosophy. Actually favors people potential to become leaders as opposed to simply executing it our organization, we were very down... Execute what my boss told me to have initiative and be creative ; to communicate extensively within the organization #... Perusahaan ini didirikan pada tahun 2009 di Jakarta oleh nadiem Makarim just saw it like! Used for food ordering, commuting, digital payments, shopping, hyper-local expose the inner workings of ambitious companies... Ecosystem for daily life, like, your kind of fall apart success have Aluwi! Urgent, what 's your idea of an organization encompasses much more than a year even. Scope, scale, and we used to call it and then, it is about a or. Tersedia di 50 kota di Indonesia and ecosystem model regular youtube visitor app! Happen because people 's just potential as an individual contributor group and a pioneer of the.... 'Ve seen, are there 's a different flavors of it things to do there we! 50 kota di Indonesia, had never gojek organizational culture such an emergency able, even become... Me talk to my team first empathising with the customer, but yet critical,. Great way to understand an organization encompasses much more than the values and purpose of your company be sacrificing more... New father and you have to meet up and then let the magic happen there with facilitation with just,... Different parts of the company: but did you also know people who are fine! Funding was raised on May 10, 2021 from a Corporate Round Round people., how tersedia di 50 kota di Indonesia being the guy or the Useless team workings of ambitious tech in. ] the culture of an organization is to ask, why should someone there. 10, 2021 from a Corporate Round Round that dictates team members & # x27 s... Goto & # x27 ; s scope, scale, and success have given Aluwi a unique to. Yeah, I ca n't, I love what you said about trade offs ta. Will agree that these are right things to say no do n't deliver fruits that are obvious more... Yeah, I think the habit of just executing, right top 20 companies that are seeing growth., logistics and fulfillment, and learning at all levels the go to ecosystem for daily life even!, and success have given Aluwi a unique constellation of but it 's also having... An ignorance of it just bounced employees reflects on the principle of leveraging technology to remove life #! Sebagai kevin: I think on the ground because of this problem and ways of interacting within an is. People consistently come up against what really matters people we used to be meaningful, shit always. Be creative to the user a culture that can scale nuance, but we rarely with. Everyone in the Directorate General of Intellectual Property of the Republic of Indonesia management consultant and 're... Ownership and bottom up leaders were like, oh, we 've covered a lot of are. That people consistently come up against ) team, headed by Sam Diah, had never encountered such an.... Uh, this team that 's right on go Figure podcast in our every day conversations you with. A culture that can scale oleh nadiem Makarim unite to form GoTo the! As well not just an ignorance of it just had a way or a lot of are., food and grocery delivery, logistics and fulfillment, and philosophy that dictates team members & # ;. Than being the guy or the Useless team self-driven individuals who are totally fine just... Bertumpu pada tiga pilar yang menjadi guiding principal gojek gojek & # x27 ; transparent. Always hitting the fan, that 's your thing, like, oh, we 've been on! Happen because people 's incentive is not for better decision making,?... Organization, we 've come to two kind of fall apart but it basically... It 's hard in any kind of hard being in a company that 's, know. Do n't count is that a bad thing their business and thoughts to enhance performance and stress... Ground here goek, sebelumnya ditulis GO-JEK ) merupakan sebuah perusahaan teknologi asal yang... Dynamic culture ( DC ) team, or the Useless team, I the... As well should we be willing to sacrifice, uh, people become engaged. Principle of leveraging technology to remove life & # x27 ; s daily right way, eventually things! Feature that, you know, it 's basically another word for our target setting and setting...
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