How Facebook Keeps Scaling Its Culture

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“I think it’s been a process over time of building a culture where people think about the mission in the same way that I do,” Zuckerberg told me. “That’s allowed us to take on more and more products and things that we can try to solve for the world.”
“A new engineer gets to decide which team they get to work on, which is pretty unique,” Cox explains.
“Smart people generally want to work with other smart people on hard problems,”
“It’s not obvious to the outside world that we’re intentionally trying to mold roles around people rather than people around roles,” Goler adds.
We’re here to try and help bring people closer together, and that’s what we do.”
Maybe the most tangible sign of Facebook’s culture — at least to visiting outsiders — is the inspirational signage on its walls, most of which involves slogans encouraging staffers to regard their work as important to the world, experiment early and often, and empathize with the needs of Facebook users. Even those posters are evidence of the company’s distributed culture, Goler says: “Actually, all of these signs came from people in the organization. There’s no central sign- or motto-producing team.”
How do we scale our culture?’, one of the things I always say is that I think largely the reason that the Facebook culture scaled is that no single person owns it,” she says. “It’s distributed across the entire organization. If we have 10,000 people who work at Facebook, you would have 10,000 people tell you that they own the culture. We hire people who are like that. We express it to them during the hiring process and the recruiting process. We talk about it on their first day and their first week.”
Culture, Distributed
“’We’re here to make the world more open and connected.’ I thought, That is such an amazing social mission. I love it.”
“The first 100 people, the first 500 people, the first 1,000 people. If you’re able to get that right, it’s much easier to scale, because you have people that really get it, that care about bringing other people in, making sure it fits together. We’ve invested a lot in that.”
“Our employee referral program is really strong,” says Goler. “People send their best former colleagues to us, or the people who were in their class that they always thought were really impressive, or, ‘Hey, I met this person on Saturday night who seems really great.’”
Move Fast, But Don’t Break Things
“Facebook’s mission is to give everyone in the world the power to share, and to make the world more open and connected,” he wrote. “Connecting the world is one of the fundamental challenges of our generation, so this is a long-term effort. As long as we stay focused on that mission, we’re going to keep attracting talented people who share the same goal and want to make it a reality.”

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With regards,

SMNP

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