The first nine chapters of this book cover this three-step approach to implementation. Then the hunt begins for somebody more talented and exceptional. The test is simple, managers need to ask themselves, “If a person on your team were to quit tomorrow would you attempt to change their mind?” If not, then you need to let them go, but on good terms by offering them a generous severance package. The Keeper Test is by far one of the most intriguing aspects of this culture as it takes an unorthodox approach to firing. Finally, the third step is “maxing-up” talent density by implementing the Keeper Test, creating circles of feedback, and relinquishing most control. The Second involves strengthening the talent density, increasing organizational candor, and relinquishing even more control. The first and most crucial step is to build a team with high talent density and begin removing benign bureaucratic controls. The book highlights how to create a healthy and innovative corporate culture, and Hastings describes it as a three-step process. Hastings’s created a unique set of new standards which became the underlying foundation of the core philosophy within Netflix’s corporate culture: valuing people over process, emphasizing innovation, and reducing control over employees.
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