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There are a lot of stereotypes of millenials. Many perceive them as high maintenance and needy, and companies are struggling with how to manage this generation is entering the workforce.
But not so with Facebook. It has millenial DNA, and as Molly Graham of Facebook pointed out, "We see those qualities that make up those stereotypes as a good thing."
They are all in line with Facebook's values which are:
• Build trust
• Focus on impact
• Move fast
• Be bold
• Be open
They're all critical values for fulfilling the four core principles of Facebook, as Graham explained to me and in her presentation at the Enterprise 2.0 conference in Santa Clara, California.
Facebook Principle #1: You can make anything better
At Facebook, they don't believe that problems ever get "solved."
A good example of this was Facebook's launch of their photo product. They launched it in an incredibly competitive environment among products that seemed to have every conceivable feature. But they felt they could improve the photo viewing experience, which they did, through the tagging of people. As a result, Facebook photos is the most popular photo application, said Graham.
The "you can make anything better" philosophy comes down to questioning everything. Many are frustrated by millenials because they ask why a lot of the times. But there’s a huge upside to that quality as there’s innovation on the other side of those "why" requests if you know how to use it.
The reason millenials are asking "why" is they feel process must serve a purpose. And as an organization, you have to be able to answer "why." For example, "Why do we need performance reviews" and "Are resumes the best way to evaluate people?" Can you answer "why" beyond "just because that's the way we've always done it?"
Facebook Principle #2: Fast failure leads to fast learning
"You have to try something in order to learn from it," said Graham. "Most great things are the result of several previous failures."
Facebook employees are hungry for feedback. They always want to know how they can get better. That means fast learning is essential. It may be high maintenance, but that results in a drastic rate of change.
The model is simple:
• Try it
• Collect feedback
• Make it better
Facebook Principle #3: Ownership is essential
The company will be better if people feel a sense of ownership of the outcome, said Graham.
Everyone should feel like it’s their company. But commitment doesn't just come through stock, said Graham, it comes through openness.
Openness is prevalent throughout the company. There are no cubicles and Mark Zuckerberg's conference room is just glass walls. With openness, people feel that they're part of the conversation. It's in Facebook's DNA to share information.
Facebook Principle #4: Work is personal
Employees are looking for work that has meaning. They want work they can to devote your life to. That has become very obvious as employees happily work on weekends and participate in hackatho