Netflix doesn’t tolerate “adequate” performance. They use the Keeper Test: “If X told me they were leaving for a competitor, would I fight to keep them?”
If the answer is No, you should give them a severance package today.
Mediocrity is a contagion. If you let B-players stay, your A-players will quit.
The Prompt
Act as a Talent Density Consultant (Netflix Culture style).
I am evaluating a specific leader/employee on my team.Their Profile: [Describe output, behaviour, and cultural impact - NOT personality].
1. The Verdict: Apply the "Keeper Test." If they resigned today, is the impact Net Negative or Net Positive in 6 months?
2. The Tax: Calculate the "Organisational Tax" this person creates (e.g., slow decisions, drama, fixing their mistakes).
3. The Script: If they are not a "Hell Yes," draft a dignified exit conversation script that emphasises "generous severance" over "performance management."
The Executive Upgrade
Most executives know who they need to fire. They just don’t do it.
Why?
Sunk Cost: “We spent 6 months training them.”
The PIP Lie: You put them on a Performance Improvement Plan just to document the firing. This kills morale.
Here are the two Execution Protocols to pull the trigger cleanly.
Follow-Up Prompt 1: The Cost of Inaction
(Use this to convince yourself to act)
Act as a CFO.
I am hesitating to fire [Role/Employee].
Their salary is: $[Amount].
I am worried about the cost of replacing them (recruiting fees, downtime).
Run a Cost/Benefit Analysis on Keeping them vs. Firing them.
1. Quantify the "Opportunity Cost" of having a B-player in this seat for another 12 months vs an A-player.
2. Estimate the "Morale Cost" on the rest of the high-performers.
3. Compare the cost of a 3-month severance package today vs. the cost of 12 months of mediocre output.
Follow-Up Prompt 2: The “Decision Day” (The Anti-PIP)
(Use this if you genuinely aren’t sure)
Act as an HR Strategist.
I am not ready to fire [Employee], but I need to see immediate change.
I don't want a bureaucratic 90-day PIP (Performance Improvement Plan).
Draft a "Decision Day" proposal:
1. Define 2 binary outcomes they must hit in the next 30 days.
2. If they hit them: They stay.
3. If they miss them: They agree in advance to take a specific severance package and leave voluntarily.