The other is fear. Their most recent investment was on May 12, 2021, when CEO PT. And then it's like a cascading process. Yeah. Org Chart GoJek - The Official Board Board N-1 N-2 CEO Kevin Aluwi Move CFO Thomas Husted Move Finance, Accounting & Tax J. Unknown problems. Everyone talks about empathising with the customer, but we rarely empathise with the next team. Saransri Prawatpattanakul Head of PR at GET Here, I am able to prioritize my schedule the way I like. There are very, very many good benevolent dictators in tech companies out there, right? From the land of Jakarta - 20 motorcycle taxis, 1 call centre, and a mission to remove friction from peoples lives. Yeah. So you need that forcing mechanism. [3] [4] Saat ini, Gojek telah tersedia di 50 kota di Indonesia. 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. GoFood becomes the world's most helpful and user-friendly app during the pandemic. It is the hardest thing to do to focus on what truly matters because what it does require is for you to sacrifice something. And who can drive things forward at all leadership levels, whether it's team leader, product leader, department leader, you name it. Nadiem: I just got it done. Bertahun-tahun mereka mengedepankan lingkungan bekerja yang seru . And the third is some material incentive, right. Oh yeah. It was like, okay, that sounds cool. Um, you find out about the problem and you know, that actually they've been working at it for awhile already. Right? Uh, yeah. Like when you were at these places where you work and you just weren't listened to right. Ranked #11 on Fortunes top 50 companies that changed the world. I don't know. Nadiem: But it requires a huge amount of faith that it will pay off. Um, so it's very easy to kind of look at, I'll look at these valuation numbers, look up the money raised, uh, look at, you know, revenue or users or are all of these numbers which are important. Read writing about Culture in Life at Gojek. A bottom up innovation approach actually favors people potential to become leaders as opposed to people's just potential as an individual contributor. Like leaders need to reframe their mind. And you also have to be a very effective collaborator to do that. And so I think for the listeners here, this is about, you know, especially for people who are starting out, um, their own companies or are starting a tech division within their company, etc. The second theme is really about "bottom up innovation" and how to institutionalize that within the organization as opposed to top down method. Hope you enjoy it. That's a really good reflection of it. Motto: "We're all in this together.". 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. Innovation is the sacrifice really. Kevin: Yeah. Nadiem: Yeah. Right. They have to be painful for it to mean something in the organization. Which is around building these bridges. And that's okay. 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. Nadiem: And that ownership, everyone keeps talking about ownership like it's the greatest thing alive. Company Profile is an initiative by StartupTalky to publish verified information on different startups and organizations. As our Group CTO, Ajey, says in his post on our engineering principles, every decision is the right one at the time its made. 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. What is it that you are not, what is it again that you should be sacrificing even more, so. You just like, fuck, I've just spent like an hour and a half on my life just like in a YouTube hole. And then seeing them execute it, you know, month by month, year by year and seeing like, oh, and then so I think, you know, I mean I can name a company, I guess in this case we, which was actually one of our investors, Google, you know, when they a few years ago said they wanted to be an AI first company. And that's sort of the, the waterfall comes out. I think coming in year three, four, five and then 10 years is exponentially greater. WeWork Calle 26 # 92-32 in Bogota, Colombia. But you are managing those people who are better than you. 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. Awards and recognitions Winner, UN Women 2020 Asia Pacific Women Empowerment Principles awards. This ownership gives everyone responsibility to put their best and gives meaning to daily work. Nadiem: With the context of being a bottom up facilitating leader, 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. Because it's like, okay, like clearly, you know, I am responsible for something. Um, and so, uh, I think, uh, they are inherently kind of, um, I guess those so called leaps of faith because it's so easy to kind of just brush them aside. [1] Together with their recreational facilities as work out gyms, assorted video games, ping pong etc. Yeah. 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. It's very hard. Gojek has raised a total of $5.3B in funding over 13 rounds. Rather than being the guy or the girl who has all the ideas. And the first one is this, the theme is called "be the best at what matters", what truly matters. Right? Spreads wings across Vietnam and Thailand. 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 . If you liked it, please hit like, subscribe and follow us on social media. We know you've seen our office in Jakarta, but you haven't seen our office in Bangalore, right? Nadiem: That's super interesting. Di antaranya : 1. and the free food and food corners, Google encourage the "Googlers" to communicate extensively within the organization. And, and as leadership, we had no idea that this is such a big problem. 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. We've invested so much time and effort. For us at GO-JEK, culture is a collective philosophy about how to build products that change lives. Primary Focus: Mentorship and teamwork. Nadiem: It's not how quickly they get it done. Operations expand beyond Jakarta. Right. 7. Right. I think the habit of just like, hey, like, let's do this. Which used to be our criteria back in the day. And I think in a world where, you know, a company is growing and in a world where there is competitive pressure obviously in many different, you know, from many different angles in the business, I think there is the temptation to say, oh, we have to win every single thing. Know our journey, and the people behind it. And what's bad about that is then, uh, information, uh, that is necessary for better decision making. And I think in a way I think we're almost, we have a bias towards finding smart, creative, driven people. One of the few Southeast Asian companies to be listed twice by Fortune. Yeah, right. 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. Registered in the Directorate General of Intellectual Property of the Republic of Indonesia. Every piece of code we ship and our efforts to make sure our customers have a better experience. The level of interdependency is so high is that you have to be a creative problem solver in order to be an effective leader. And, and explicitly calling it out in front of all the other product, group heads. They're very hard at realizing value up early. Nadiem: As opposed to solving the problem. Better rides coming your way. I think just forcing, just saying that, hey, collaborate more without it being bottom up I think probably makes top down worse, right? This is infused in the way we do a goal setting. 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. I think, um, I think what we've seen, are there's a different flavors of it. Nadiem: That's right. Kevin: Yeah. At GO-JEK, to overcome this, we encourage regular, short term movements from one team to another. And, and, uh, oftentimes, you know, again, growing up in, you know, probably more traditional households. Uh, so those are kind of a triangle of long term competitive advantage and longterm performance that we want to institutionalize in GOJEK in 2019 even more. In a hyper-growth organization like GO-JEK, technology plays a vital role. Kevin: Yeah, I think so. 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. I have the inverse of that as the red flag. And I think that that was that's been a big transition point for me to actually force myself to move there. 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. Yeah. Right. 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. People without ego are a luxury in the current times. 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? Nadiem: Like they want to be the best at recommendations. Creating a verbal communication ritual, uh, sharing a problem and resisting sharing the solution until all parties have spoken in your team. Kota di Indonesia that you are managing those people who are better than you of PR gojek organizational culture GET Here I. The first one is this, we had no idea that this is a... At GET Here, I am able to prioritize my schedule the way I think in a organization... Is it again that you should be sacrificing even more, so user-friendly app during the.... 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