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Submission + - Netflix: Non-'A' Players Unworthy of Jobs 5

theodp writes: Describing How Netflix Reinvented HR for the Harvard Business Review, ex-Chief Talent Officer Patty McCord describes 'the most basic element of Netflix’s talent philosophy: The best thing you can do for employees-a perk better than foosball or free sushi-is hire only “A” players to work alongside them.' Continuing her Scrooge-worthy tale, McCord adds that firing a once-valuable employee instead of finding another way for her to contribute yielded another aha! moment for Netflix: "If we wanted only 'A' players on our team, we had to be willing to let go of people whose skills no longer fit, no matter how valuable their contributions had once been. Out of fairness to such people—and, frankly, to help us overcome our discomfort with discharging them—we learned to offer rich severance packages." It's a sometimes-praised-sometimes-criticized strategy that's straight out of Steve Jobs' early '80s playbook. But, even if you assume your execs are capable of identifying 'A' players, how do you find enough employees if 90% of the country's population are deemed unworthy of jobs? Well, Netflix CEO Reed Hasting's support of Mark Zuckerberg's PAC suggests one possible answer — you get lobbyists to convince Congress you need to hire as many people as you want from outside the country. An article commenter points out that Netflix's 'Culture of Fear' has earned it a 3.2/5.0 rating on Glassdoor.
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Netflix: Non-'A' Players Unworthy of Jobs

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  • ...not 'are deemed'. Oops.

  • by Jah-Wren Ryel ( 80510 ) on Tuesday December 24, 2013 @07:37PM (#45779039)

    This sort of rat-race style of management is going to bite them in the ass. All of their "A" people are going to figure out that because there is no future, they better "get while the getting is good" and demand enormous pay rates because tomorrow they may well have a pay rate of zero. They will lose all the money they saved by firing smart people that management couldn't figure out what to do with and they will find themselves with a corporate culture where any loyalty is an accident.

    • by AHuxley ( 892839 )
      Yes you get the quality of an international call centre with domestic pay. People just doing good as they know they are been watched, tracked, logged - contractor quality.
      The fake staff passion for the emerging brand becomes 'not been fired' ... not the best foundation for any growing endeavour.
      That works for 1-10 years of impressive 'savings' and ' growth' but the costs of issue having to be fixed with expensive outside help add up.
  • Not Hasting's. Oops...not A-player spelling today! :-)

  • and then once you have convinced Congress to outsource jobs to foreigners its an easy step to paying them only 50 cents per week.

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