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> So every employee gets to be badmouthed in front of as many as hundreds of former co-workers, as Netflix's special parting gift? Well no. It’s usually very p

> So every employee gets to be badmouthed in front of as many as hundreds of former co-workers, as Netflix's special parting gift? Well no. It’s usually very positive about them and generally sad that things couldn’t be made to work. The point is not that they were bad - the idea is Netflix wouldn’t have hired them if that were so! It’s that it just wasn’t a good fit due to misalignment of goals. Perhaps someone doesn’t want to change or just keeps behaving in a way that they’ve been asked not to. I’ve read a few departure emails in my time at Netflix and none of them - even the one with the C level exec who is mentioned in the article - were “badmouthing” anyone. If anything they’re quite positive about the person tbh.

dunpeal 8y ago
> It’s that it just wasn’t a good fit due to misalignment of goals. That's not what Netflix's own spokesman say: > Richard Siklos, a Netflix spokesman, said the company only fires employees for performance reasons Only "performance reasons", not "misalignment of goals". > Perhaps someone doesn’t want to change or just keeps behaving in a way that they’ve been asked not to. Saying someone "just keeps behaving in a way that they’ve been asked not to" is a very negative thing to say. As a hiring managing, hearing that about a candidate would cause me not to hire them. > It’s usually very positive about them Something is very distorted if you think saying about someone that he "just keeps behaving in a way that they’ve been asked not to" and similar stuff that make a person unemployable is "very positive about them". And once more, this contradicts everything else in the article. You can't have your cake and eat it, too: if Netflix is saying (through it's spokesman and multiple other execs in the article) that firing is always due to performance reason, then that's not a "very positive" statement about the person being fired. It's actually a very negative statement.
- abritinthebay 8y ago
  If someone isn’t performing in their role the way the company wants (this may be due to many things, interests, changing role requirements, etc. Doesn’t say anything about the skill of the person involved) and doesn’t want to change that then that is a misalignment of goals. That is also a performance problem. That you would frame that as exclusively personally negative says more about your judgement than it says about Netflix culture tbh. Also the fact that I’m contradicting the article (and mostly just the writers inferences rather than the substantive content I might add) and I work there may might be a clue about the accuracy of the article.

dunpeal 8y ago

> It’s that it just wasn’t a good fit due to misalignment of goals. That's not what Netflix's own spokesman say: > Richard Siklos, a Netflix spokesman, said the company only fires employees for performance reasons Only "performance reasons", not "misalignment of goals". > Perhaps someone doesn’t want to change or just keeps behaving in a way that they’ve been asked not to. Saying someone "just keeps behaving in a way that they’ve been asked not to" is a very negative thing to say. As a hiring managing, hearing that about a candidate would cause me not to hire them. > It’s usually very positive about them Something is very distorted if you think saying about someone that he "just keeps behaving in a way that they’ve been asked not to" and similar stuff that make a person unemployable is "very positive about them". And once more, this contradicts everything else in the article. You can't have your cake and eat it, too: if Netflix is saying (through it's spokesman and multiple other execs in the article) that firing is always due to performance reason, then that's not a "very positive" statement about the person being fired. It's actually a very negative statement.

abritinthebay 8y ago
If someone isn’t performing in their role the way the company wants (this may be due to many things, interests, changing role requirements, etc. Doesn’t say anything about the skill of the person involved) and doesn’t want to change that then that is a misalignment of goals. That is also a performance problem. That you would frame that as exclusively personally negative says more about your judgement than it says about Netflix culture tbh. Also the fact that I’m contradicting the article (and mostly just the writers inferences rather than the substantive content I might add) and I work there may might be a clue about the accuracy of the article.