While their severance package may be generous enough (depending on employee's tenure), it's surprising to hear the company uses the stack ranking/rank-and-yank

While their severance package may be generous enough (depending on employee's tenure), it's surprising to hear the company uses the stack ranking/rank-and-yank system despite well founded criticisms of it and lack of empirical evidence of its effectiveness. Even worse that they implement such a subjective version, where a manager can easily take punitive action via negative ranking towards subordinates they're biased against or have been harassing: “How does Netflix decide who works well on the team? One way is through what the company calls a “keeper test.” It’s pretty simple: If one of the members of the team was thinking of leaving for another firm, would the manager try hard to keep them from leaving”.