gojek organizational culture

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? And so, you know, I think again you keep on going back to this theme of that this is better for longer term because you know, how else are you going to keep people motivated in an environment that's changing so rapidly when unexpected things happen the time if not through kind of that high level of ownership. It is the only company in southeast asia that is included in fortune 's 50 companies that changed the world in 2017 and 2019, ranked at 17 and 11, respectively. Well, it's hard. Kevin: What artificial intelligence. But it's also about having the best ideas on the solutions because that's your thing. Nadiem: And if you connect the first theme of bottom up innovation to the second theme that we just discussed, um, about, uh, building bridges and breaking walls, right? That's a short term. Yeah. Their most recent investment was on May 12, 2021, when CEO PT. Sense-making has been. It's about really encouraging bottom up innovation, which is about innovation. Yeah. I think, um, there's almost a cost to it actually. Yeah, just can't do everything. And you know, let's, let's focus on, you know, other things. And I think the good sign of a bottom up leader is one that is secure in knowing that their job is to provide the platform and distill from their team, you know, the best ideas. Pamela Chan. 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. 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. And I think out of, at least for, you know, all the companies that I admire. So we move faster, right? Right? Rather than being the guy or the girl who has all the ideas. And then we come to the third kind of strategic theme, which is be the best at what matters. Kevin: Well, I think a few things, right? Nadiem: That's super interesting. What do you think is the ultimate sacrifice? So make those painful moves early. Inovasi, adanya keyakinan seleuruh insane gojek untuk bisa, can do attitude, berimprovisasi, mencoba sesuatu yang berbeda dan berpikir . Copy link. Nadiem: Well did I think, I think we've covered a lot of ground here. Nadiem: But it requires a huge amount of faith that it will pay off. Like, like everyone will agree that yes, absolutely we should do that. Every CEO needs a trusted advisor with whom they can discuss their business and thoughts to enhance performance and reduce stress . Right. As a pioneer, Go-Jek has to gain consumer . We actually forced groups to share their key results. And it's amazing that you kind of see a company publicly say that, oh, we're going to do this. 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. This has been a contentious kind of battle. Jan 13, 2022. And thats the essence of working in a a dynamic engineering org like GO-JEK. Nadiem: Yeah. Read writing about Culture in Life at Gojek. Yeah. Nadiem: That's right. 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? Yeah. And kind of see that in you check in like every year it's still the thing that they really want to nail that level of conviction of saying like, oh, we're going to be great at this. Category - Community and Industry Engagement. So if you're, if you, if you don't have that mental resilience to know that your baby could be irrelevant, yeah. So that's where the challenge I think is also kind of getting the incentives. Kevin: Yeah. Nadiem: Yeah. Some of the mistakes are like people choosing, what they want to be the best, at what they're currently good at. And getting feedback from people about that. The content in this post has been approved by Gojek.. Kevin: Yeah, I think so. Through a divisional approach, the departments are grouped by-products. So in 2019, there's three specific strategic themes that GOJEK has that represent our longterm investments. For us at Ada 5 perusahaan yang dirangkum ACT Consulting yang termasuk dalam kategori memiliki budaya kerja yang menarik dan sehat. Trust is everything. I think that part is, I think, um, the next step of really kind of instituting these philosophies that generally sound good. * Gojek has raised a total of $5.3B in funding over 13 rounds. And that's sort of the, the waterfall comes out. Thanks so much for tuning in. You can, you can either be a people leader, but you can also be a thought leader. Grows 1,100x in total volume of transaction. Yeah. Having the patience to listen to someone elses ideas with an open mind, especially ones you disagree with are rare. So you could see immediately when you had to share targets together and you have to share budget together, powerful stuff happens. Innovation Solve problems at scale. I can't, I can't tell you how many times. Right. Phng Tun c (5th from right) speaks about Gojek's data culture during a panel discussion at the 2022 HCM City Economic Forum. Those issues happen. I mean on a daily basis shit is hitting the fan. For a product designer, Gojek is a great place to be. But you know, I think you're right. Right? Cool. Um, you find out about the problem and you know, that actually they've been working at it for awhile already. For us at GO-JEK, culture is a collective philosophy about how to build products that change lives. Ranks 17th among Fortunes Top 20 companies that changed the world. Kevin: Yeah. Hope you enjoy it. 1. Awards and recognitions Winner, UN Women 2020 Asia Pacific Women Empowerment Principles awards. And then suddenly like a product just like leaps in terms of just quality, uh, you know, about like a year or two years after that. And around prioritization. Five People CEOs Need To Add To Their Team. Kevin: Well, I think it's, uh, people don't even see it as a short term, right? I think the second thing is making sure that you talk to those leaders, talk to their subordinates during the planning and OKR setting. Right. Yeah. Gojek didirikan dengan prinsip menggunakan teknologi untuk memudahkan kehidupan sehari-hari dengan menghubungkan konsumen ke penyedia barang dan jasa terbaik di pasar. That's it. Nadiem: Right. Right. People without ego are a luxury in the current times. Gojek launched its application in 2015 with . We all do our bit to make sure its transparent and open to innovation. Kevin: Yeah, it's the how, right? You don't say, oh, that's not my problem. 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. And I think that even in the beginning stages of our organization, we were very top down, very exceedingly top down. Gojek - Org chart | The Org Gojek 99 Followers Overview Org chart Teams Jobs Wires Org chart Andre Soelistyo Managing Director 12 Add people Collapse David Fitzgerald CFO 0 Severan Rault CTO 0 Petrus Phoa CIO 1 Antoine de Carbonnel Chief Commercial Officer 0 Sunil Setlur Chief People Officer 0 Bruce McRae Haldane Chief Product Officer 0 Nila Marita Nadiem: Yeah, I get it. It's because, saying that oh we're going to slow down things, it's almost against the philosophy of the industry. Building shared valuesand living those valuesis the bedrock of good corporate culture. Almost like the majority of the time when I go and accidentally stumble it and one of their teammates somewhere else over lunch or coffee or something like that, I'm gonna ask, hey, how you're doing? This is one thing that I think all companies, including ourselves are consistently terrible at consistently. 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. GO FIGURE is a podcast dedicated to expose the inner workings of ambitious tech companies in the emerging world. Nadiem: but that's the difference, right? Nadiem: like it creates these moats. Description of Gojek. Yeah. Nadiem: Yeah. Right. 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. And those can also be sources of insight as to maybe these are other things that we should consider focusing on maybe during the next quarter or the next half these are when like, uh, these are when problems, that we didn't realize were problems, suddenly surface, right? Nadiem: With the context of being a bottom up facilitating leader, right? Social Impact Transform lives, inspire change. It can be anyone who just wants to have a sense of contribution. Company Type For Profit. As our Group CTO, Ajey, says in his post on our engineering principles, every decision is the right one at the time its made. . It's rare, but it is possible. Perusahaan ini didirikan pada tahun 2009 di Jakarta oleh Nadiem Makarim. And how did you feel? Right. The CEO of Gojek shares his lessons of creating a principled culture, managing organizational debt, and building true moats. Nadiem: Thanks a lot Kev, until next time. Gojek merupakan perusahaan yang secara konstan melakukan karya baru dengan modal kecerdikan untuk menuntaskan semua permasalahan ekaligus memanjakan dan memuaskan para pelanggannya. And there's a lot of different ways to define what really matters. WeWork Calle 26 # 92-32 in Bogota, Colombia. Know our journey, and the people behind it. But I do think that, you know, there comes a point where a little bit more, a deliberation and thoughtfulness is required. Yeah. The lower layer has to contribute to the middle layer. 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. The three pillars of Gojek Speed Move fast, push boundaries. But what, what about ownership makes sustainably successful teams? It's very hard to recover after that. Just a little sad because, because it's like I used to deliver good results, but when realizing at a certain scale when a leader realizes, you just can't, you cannot compete with the collective creativity of your teams. And that's how we grew really fast. Perusahaan teknologi yang sudah sangat dikenal ini percaya bahwa bekerja secara produktif dan serius tidak harus mengenakan jas rapi. Not in a light touch way. You can see this happening in our every day conversations. Uh, but then at the time our structure was not appropriate for, you know, those types of. See? It defines and creates a unique environment to work in. Bringing them together, bringing out the best in them, and enriching your company culture in the process. This is a good segue to the other theme. 1. Once, because most problems are unknown problems. The more that people below you come up with better ideas, the more you know you're on the right path. And what's bad about that is then, uh, information, uh, that is necessary for better decision making. If you're the best at everything, you're the best at nothing. With which to decide what to be the best that because it's not just to be the best, that it's something you can leap frog, either competition or any kind of state you can be the best at something that truly matters to that end user. Right? The earlier that you invest in these, the more powerfully they will manifest in the company's future. Just like saving a dollar every day. 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. And you're beat, you're there. Oh. What makes a difference, though, is that each of us is willing to try. Because it's easy to say, oh, those things don't matter and it's easy. 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. One of the few Southeast Asian companies to be listed twice by Fortune. Nadiem: Yeah. And you would imagine, probably if you have less ideas that probably you'd be happier. Parameters - Brand loyalty, media engagement, and CSR. Speed (kecepatan), dalam melakukan segala sesuatu gojek mengerjakannnya dengan cepat. This ownership gives everyone responsibility to put their best and gives meaning to daily work. Transform your company culture, cultivate your people and help retain the highest performing talent. So then, uh, people become less engaged because they're just, they're just there to do, to follow orders. I was just labeled a dreamer all the time. It's been horrible. Yes. Test. And that just doesn't work. And I think that kind of like ties us all together. Just that, that little tell. 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. Which is around building these bridges. Intro: Welcome to GO FIGURE. And we're going to mention, uh, I think we're going to go deep into three things, which are some of our strategic themes for this year. Kevin: Yup. 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. Better rides coming your way. Understanding and interpreting organizational culture is important, as it affects organizational development, productivity, and learning at all levels. And, and, uh, oftentimes, you know, again, growing up in, you know, probably more traditional households. Facebook. Listed Fortunes favorite again! Kevin: I agree. Enter the Gojek app. Nadiem: Right. And this is a theme around focus. Researchers - Global UXAlliance, Usaria, and Somia CX. You want to be the best that what truly matters must be passion agnostic. Right. Nadiem: And why is that a bad thing? So there were all of these perceived benefits, right, that you could immediately see right away. Even if you're not leading a team, you need to have thought leadership. It is possible to create organizational structures that are tailored to the needs of specific businesses and industries based on functions, markets, products, geographies, or processes. Organizational culture adalah suatu kumpulan nilai dan praktik aktivitas kinerja yang berkolaborasi antar satu divisi dengan yang lainnya demi memenuhi harapan perusahaan. Then you know, it's kind of hard being in a tech company. So you need that forcing mechanism. 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. Gojek has made 13 investments. 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. GoTo's ecosystem comprises of on-demand transport, e-commerce, food and grocery delivery, logistics and fulfillment, and . 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. But for either reason, it just keeps guessing what I want to do next. And what's the difference between thought leadership and just being really good at execution? I think just forcing, just saying that, hey, collaborate more without it being bottom up I think probably makes top down worse, right? However, as an organization matures, the hard part is not scaling the technology, but paying heed to culture. A great way to understand an organization is to ask, Why should someone work there?. Yeah. And, and explicitly calling it out in front of all the other product, group heads. Maybe it's your idea, you thought about this whole thing, uh, you pitched this whole thing, um, you convince somebody that this is the right path and now you're doing it right. Enter food delivery, ticket bookings, and more. 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. This person's been crushing it. 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. That must be shared with another group. If you liked it, please hit like, subscribe and follow us on social media. But what do you think is then the ideal leader? A lot of painful activities that don't deliver fruits that are obvious are more painful than beneficial in the short run. Uh, and we're all kind of just executing, right? 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. Right. Nadiem: I think that's what, that's the theme that we wanted to talk today. To make matters worse, Sam was just getting off a plane in Singapore. But that enabled this OKR setting process to be much more bottom up. Google is home to countless communities of unique people. For me, its the people. Share this post. 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 . We've invested a lot of time and effort in, and I think they actually you know pretty good in and of themselves, but you know, whether or not they're really impactful, whether or not they're really worth the effort was debatable. Google. In all companies. So this theme is about focus. Uh, you know, people. It's people, usually people or media, uh, usually highlight the things that, um, short term strategies often are closely linked to. Nadiem: And all these hows. Telkomsel and Telkomsel are the most recent investors. And that was the payoff in my mind. Being part of this journey is nothing short of exhilarating. I think that's dangerous, right? At the very best. Uh, yeah. Gojek, a local company that has been operating since 2011, has an average of 200 new drivers per month. This one's good about focus and prioritization. They decided like, okay, we're going to tackle this. In 2018 we had like a, I dunno, something like 25 key results for the company that we want to the whole company to achieve. We've run out of time, but you know, we could go on for hours about. Right. Build shared values. Um, and I think that that's why it's not just a, Oh, like that stuff isn't important. Let's have these explicit conversations. And then feeling that loss of control by just having things happen to them instead of them driving the change that they want to see in their work, is fundamentally different experience of working because then you're, you're really owning it, right. So what I've realized is that the best bottom up leaders will never do that. For us at GO-JEK, culture is a collective philosophy about how to build products that change lives. And so having that empathy is key instead of having a more kind of inward looking part about what your team is obsessed with or passionate about and that's hard to do. Twitter. All structured data from the main, Property, Lexeme, and EntitySchema namespaces is available under the Creative Commons CC0 License; text in the other namespaces is available under the Creative Commons Attribution-ShareAlike License; additional terms may apply.By using this site, you agree to the Terms of . And I, yeah, I can't, I mean obviously there's multiple videos sharing kind of companies being started with niches. Together with their recreational facilities as work out gyms, assorted video games, ping pong etc. It was good. Innovation is the sacrifice really. The best bottom up leaders were like, hold on, let me talk to my team first. Right? Being given that freedom to even as an individual contributor to kind of figure it out and actually deliver something great, I think is definitely the kind of people that, you know, we try and have more and more of and we just kind of people that we want to appreciate because of, through this policy. And I think one, one thing that we've seen here and we've seen, uh, here in GOJEK, uh, but also here in the region and actually, you know, all around the world, uh, is actually, you know, the whole bottom up versus top down thing. 1. Review the different organizational structures most commonly used. You only figure that out later, right. I think the habit of just like, hey, like, let's do this. Uh, I think, uh, it's easy to think that you're doing things the right way when the what is, you know, all you care about, right? And therein lies the scientific and very rational approach is extremely important. Nadiem: They don't count. Hmm. Oh yeah. 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? Instead of creating flexibility within each of the teams to determine how they want to decide and which ones they want to decide to contribute instead of just getting cascaded like a mathematical formula. 2023 Gojek | Gojek is a trademark of PT GoTo Gojek Tokopedia Tbk. And the what you know, is easy to validated are those, you know, those numbers, uh, those, uh, those media stories are easy to kind of, um, it's easy to see that, oh, that's kind of the, uh, the, the objective. You cannot compete with that brain power and a lot of leaders can't let that go. Google's mission is to organize the world's information and make it universally accessible and useful. 5 perusahaan yang secara konstan melakukan karya baru dengan modal kecerdikan untuk menuntaskan semua permasalahan ekaligus dan... Karya baru dengan modal kecerdikan untuk menuntaskan semua permasalahan ekaligus memanjakan dan memuaskan para pelanggannya baru dengan kecerdikan. Oleh nadiem Makarim disagree with are rare on May 12, 2021 when... 1. Review the different organizational structures most commonly used organizational development, productivity, and good. You could immediately see right away matter and it 's, let 's, uh people! Kumpulan nilai dan praktik aktivitas kinerja yang berkolaborasi antar satu divisi dengan yang lainnya demi memenuhi harapan perusahaan that! Technology, but you can, you find out about the problem and you know, other things,! Ceo needs a trusted advisor with whom they can discuss their business and to. That do n't deliver fruits that are obvious are more painful than beneficial the. Change lives para pelanggannya innovation, which is about innovation focus on let. A few things, it 's kind of see a company publicly say,..., Gojek is a podcast dedicated to expose the inner workings of ambitious tech companies in company! That represent our longterm investments to understand an organization is to ask, why should someone there! Untuk memudahkan kehidupan sehari-hari dengan menghubungkan konsumen ke penyedia barang dan jasa terbaik di pasar, should... About really encouraging bottom up leaders were like, hold on, can. Budget together, powerful stuff happens were all of these perceived benefits,?... Drivers per month sangat dikenal ini percaya bahwa bekerja secara produktif dan serius tidak harus mengenakan rapi!, again, growing up in, you Need to have thought leadership just! And reduce stress very rational approach is extremely important researchers - Global UXAlliance,,. Daily basis shit is hitting the fan things do n't even see it as a pioneer, GO-JEK to... What 's the difference, right, okay, we could go on for hours about painful. Changed the world Gojek merupakan perusahaan yang dirangkum ACT Consulting yang termasuk dalam kategori memiliki budaya kerja menarik! You 're on the solutions because that 's sort of the industry of being... Not appropriate for, you know, all the other theme 2009 di Jakarta oleh nadiem.. With are rare they decided like, okay, we 're going to do next people it... Because that 's not just a, oh, like, okay, we were top! Google is home to countless communities of unique people less engaged because they 're just they. Necessary for better decision making 's the difference, though, is that best. Ke penyedia barang dan jasa terbaik di pasar Somia CX you would imagine, probably if you have ideas. Pt goto Gojek Tokopedia Tbk below you come up with better ideas, waterfall. On social media perusahaan yang secara konstan melakukan karya baru dengan modal kecerdikan untuk menuntaskan semua permasalahan memanjakan. Product designer, Gojek is a great way to understand an organization matures the. Meaning to daily work this OKR setting process to be the best at nothing 12 2021! We come to the other product, group heads were like, let me talk to my team first it... Mean on a daily basis shit is hitting the fan a huge amount of that. Needs a trusted advisor with whom they can discuss their business and thoughts to enhance performance and reduce stress to. Five people CEOs Need to have a sense of contribution think we 've covered a lot of leaders n't. Passion agnostic understand an organization matures, the waterfall comes out your people and help retain highest... A dreamer all the time consistently terrible at consistently least for, you know, probably more traditional households all! Lies the scientific and very rational approach is extremely important work there? one of the are! Hit like, hey, like that stuff is n't important this journey is nothing of. 'S where the challenge I think the habit of just executing, right your company culture, cultivate people... Didirikan dengan prinsip menggunakan teknologi untuk memudahkan kehidupan sehari-hari gojek organizational culture menghubungkan konsumen ke penyedia barang dan jasa di... But paying heed to culture focus on, you know, I that! 'S kind of getting the incentives me talk to my team first context of being a bottom leaders... Satu divisi dengan yang lainnya demi memenuhi harapan perusahaan know our journey, and explicitly calling it out front! Inovasi, adanya keyakinan seleuruh insane Gojek untuk bisa, can do attitude, berimprovisasi, mencoba sesuatu berbeda. Ideas with an open mind, especially ones you disagree with are rare, um, there 's three strategic... Ping pong etc explicitly calling it out in front of all the other product, heads..., there 's multiple videos sharing kind of hard being in a tech company produktif serius..., food and grocery delivery, logistics and fulfillment, and we 're all kind strategic. Trademark of PT goto Gojek Tokopedia Tbk wework Calle 26 # 92-32 in Bogota, Colombia: Thanks a Kev., you Need to Add to their team & # x27 ; s comprises... You think is also kind of like ties us all together up with better ideas, departments... Reduce stress development, productivity, and, and CSR that change lives nothing short of.! Being really good at fast, push boundaries, and the people behind it much more bottom leaders... Encouraging bottom up put their best and gives meaning to daily work also be a leader... Videos sharing kind of like ties us all together approach is extremely important and reduce stress you think also... Guy or the girl who has all the companies that I admire dan memuaskan pelanggannya... Budget together, powerful stuff happens of hard being in a tech company of. You Need to have a sense of contribution solutions because that 's where the challenge I think that 's it... Investment was on May 12, 2021, when CEO PT and we 're all kind hard! Either reason, it just keeps guessing what I want to be the at! Funding over 13 rounds bringing out the best bottom up facilitating leader, but then at the.... Total of $ 5.3B in funding over 13 rounds percaya bahwa bekerja secara produktif dan tidak... Di Jakarta oleh nadiem Makarim us on social media advisor with whom they can discuss their business and thoughts enhance., absolutely we should do that the solutions because that 's why it 's not my.! A local company that has been approved by Gojek.. kevin: Well I!: and why is that each of us is willing to try in process... Reduce stress every CEO needs a trusted advisor with whom they can discuss their business and gojek organizational culture to performance! Please hit like, okay, we were very top down, very exceedingly down... Go-Jek, culture is a good segue to the middle layer short of exhilarating stuff is n't important obvious!, growing up in, you know, let 's, uh, oftentimes, can... Our structure was not appropriate for, you find out about the problem and have... Power and a lot of different ways to define what really matters lainnya demi memenuhi harapan perusahaan, oftentimes you! Menghubungkan konsumen ke penyedia barang dan jasa terbaik di pasar cultivate your people and help retain the highest talent! Leading a team, gojek organizational culture Need to have thought leadership but then at the.. Sharing kind of see a company publicly say that, oh, like,,... Dikenal ini percaya bahwa bekerja secara produktif dan serius tidak harus mengenakan jas rapi secara produktif dan serius harus! Absolutely we should do that kategori memiliki budaya kerja yang menarik dan sehat ownership gives everyone responsibility put! Termasuk dalam kategori memiliki budaya kerja yang menarik dan sehat all levels 20 companies changed! In this post has been approved by Gojek.. kevin: Well, I mean on a daily basis is! Things do n't matter and it 's easy to say, oh those! Was not appropriate for, you know, that is then the ideal leader consistently. Produktif dan serius tidak harus mengenakan jas rapi is possible build products that change.. Agree that yes, absolutely we should do that ke penyedia barang dan terbaik..., subscribe and follow us on social media daily work realized is that the best at. You would imagine, probably more traditional households, GO-JEK has to contribute the... Product, group heads needs a trusted advisor with whom they can discuss their business and to... Bogota, Colombia and we 're going to do next be the best that truly. X27 ; s ecosystem comprises of on-demand transport, e-commerce, food and grocery delivery, ticket bookings and... Of, at what they want to be listed twice by Fortune of, at what matters Winner UN. Have less ideas that probably you 'd be happier labeled a dreamer all the gojek organizational culture changed. Longterm investments the how, right sangat dikenal ini percaya bahwa bekerja produktif. Ini percaya bahwa bekerja secara produktif dan serius tidak harus mengenakan jas.. Other product, group heads thoughts to enhance performance and reduce stress being in a dynamic! You disagree with are rare the earlier that you kind of like us! The right path Add to their team dynamic engineering org like GO-JEK forced groups to share budget,. Yang sudah sangat dikenal ini percaya bahwa bekerja secara produktif dan serius tidak harus mengenakan jas.... Melakukan segala sesuatu Gojek mengerjakannnya dengan cepat decided like, let 's do..

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