So once someone is not needed, the person is just sent off? I understand a generous severance is given. But, you couldN'T use that money to try to retrain the worker with another technology/task/job?
What about mentoring? Someone has to start somewhere. So if Netflix ONLY hires someone who's A grade, where do B and C grade people get their chance to learn and improve? Sounds like a very selfish way of hiring (granted every company is selfish).
I do agree with one thing in the article. The whole year-end or half-year end performance review is just a sham. No one in management cares until management decides to lay off someone. They start putting down C or D grade all of sudden when earlier it was mostly As and Bs. And next thing you know, you are let go.
Engineers are expected to take responsibility for themselves. They are, after all, "fully formed adults" (in Patty's parlance). And honestly it's not that hard to figure out which skills are useful to the work around you.
Netflix has traditionally only hired very senior engineers. Mentoring, at least technical, isn't seen as necessary for these people. Further, if an engineer thinks mentoring would help them, the onus is on them to seek it out.
So once someone is not needed, the person is just sent off? I understand a generous severance is given. But, you couldN'T use that money to try to retrain the worker with another technology/task/job?
What about mentoring? Someone has to start somewhere. So if Netflix ONLY hires someone who's A grade, where do B and C grade people get their chance to learn and improve? Sounds like a very selfish way of hiring (granted every company is selfish).
I do agree with one thing in the article. The whole year-end or half-year end performance review is just a sham. No one in management cares until management decides to lay off someone. They start putting down C or D grade all of sudden when earlier it was mostly As and Bs. And next thing you know, you are let go.