> One Netflix manager requested a PIP for a quality assurance engineer named Maria, who had been hired to help develop our streaming service. The technology was

> One Netflix manager requested a PIP for a quality assurance engineer named Maria, who had been hired to help develop our streaming service. The technology was new, and it was evolving very quickly. Maria’s job was to find bugs. She was fast, intuitive, and hardworking. But in time we figured out how to automate the QA tests. Maria didn’t like automation and wasn’t particularly good at it. Her new boss (brought in to create a world-class automation tools team) told me he wanted to start a PIP with her. Sounds like there is a problem with the manager. They haven't trained Maria, nor did they motivate her enough to change. Did they even take the time to talk to the individual to sell them on the idea? The only thing that I'm getting from this article is that only the most visible performing people should be considered to determine the outcome for everyone else. That sounds like they would be letting the bullies run the show. Another thing to note: Glassdoor facts: (Recommend to friend, average rating, ceo approval) Amazon: 63%, 3.4, 82% Netflix: 64%, 3.6, 79%