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> The contrast painted here is astounding. It demands > so much loyalty from the employee, and in return, offers no > loyalty whatsoever from the employer. I

by alexc05 10y ago

> The contrast painted here is astounding. It demands > so much loyalty from the employee, and in return, offers no > loyalty whatsoever from the employer. I disagree. Netflix clearly says "interview elsewhere" and demands the opposite of blind loyalty to the company. They provide compensation at the top end of the spectrum and if employees want to go they let them (at least as far as I can tell from reading the article). Where are you seeing the demand for "loyalty"?

thirdstation 10y ago
From the article: "Our compensation philosophy helped a lot. Most of its principles stem from ideals described earlier: Be honest, and treat people like adults. For instance, during my tenure Netflix didn’t pay performance bonuses, because we believed that they’re unnecessary if you hire the right people. If your employees are fully formed adults who put the company first, an annual bonus won’t make them work harder or smarter. We also believed in market-based pay and would tell employees that it was smart to interview with competitors when they had the chance, in order to get a good sense of the market rate for their talent. Many HR people dislike it when employees talk to recruiters, but I always told employees to take the call, ask how much, and send me the number—it’s valuable information." She says they paid market rate and no bonuses. She emphasizes here and elsewhere in the article the importance of hiring people who put Netflix first. She was also devastatingly "moved on" herself: http://www.npr.org/2015/09/03/437291792/how-the-architect-of-netflixs-innovative-culture-lost-her-job-to-the-system http://www.npr.org/2015/09/03/437291792/how-the-architect-of...
- alexc05 10y ago
  I did read the whole article (and found it fascinating) but don't feel that either of those things equate to "demanding loyalty" Encouraging employees to interview elsewhere seems to be the exact opposite of demanding loyalty. To my mind it is like saying "we are willing to compete for your loyalty" If you look elsewhere in this thread it is estimated that senior engineers tend to make $400k ... which is 400% of the 75th percentile of the Canadian wage http://www.jobbank.gc.ca/report-eng.do?area=9219&lang=eng&noc=2174&action=final&ln=n&regionKeyword=Toronto%2COntario&s=1&source=2&titleKeyword=computer+programmer#wages http://www.jobbank.gc.ca/report-eng.do?area=9219&lang=eng&no... No bonus doesn't feel like quite as big a deal if you're paid a base-rate of many times more what a bonus would be. I understand that salaries in SV are higher to begin with, but $400K is likely in the 200% range right? That doesn't feel like demanded loyalty so much as loyalty purchased at a fair price.

by alexc05 10y ago

thirdstation 10y ago

From the article: "Our compensation philosophy helped a lot. Most of its principles stem from ideals described earlier: Be honest, and treat people like adults. For instance, during my tenure Netflix didn’t pay performance bonuses, because we believed that they’re unnecessary if you hire the right people. If your employees are fully formed adults who put the company first, an annual bonus won’t make them work harder or smarter. We also believed in market-based pay and would tell employees that it was smart to interview with competitors when they had the chance, in order to get a good sense of the market rate for their talent. Many HR people dislike it when employees talk to recruiters, but I always told employees to take the call, ask how much, and send me the number—it’s valuable information." She says they paid market rate and no bonuses. She emphasizes here and elsewhere in the article the importance of hiring people who put Netflix first. She was also devastatingly "moved on" herself: http://www.npr.org/2015/09/03/437291792/how-the-architect-of-netflixs-innovative-culture-lost-her-job-to-the-system http://www.npr.org/2015/09/03/437291792/how-the-architect-of...

alexc05 10y ago
I did read the whole article (and found it fascinating) but don't feel that either of those things equate to "demanding loyalty" Encouraging employees to interview elsewhere seems to be the exact opposite of demanding loyalty. To my mind it is like saying "we are willing to compete for your loyalty" If you look elsewhere in this thread it is estimated that senior engineers tend to make $400k ... which is 400% of the 75th percentile of the Canadian wage http://www.jobbank.gc.ca/report-eng.do?area=9219&lang=eng&noc=2174&action=final&ln=n&regionKeyword=Toronto%2COntario&s=1&source=2&titleKeyword=computer+programmer#wages http://www.jobbank.gc.ca/report-eng.do?area=9219&lang=eng&no... No bonus doesn't feel like quite as big a deal if you're paid a base-rate of many times more what a bonus would be. I understand that salaries in SV are higher to begin with, but $400K is likely in the 200% range right? That doesn't feel like demanded loyalty so much as loyalty purchased at a fair price.