"Our compensation philosophy helped a lot. Most of its principles stem from ideals described earlier: Be honest, and treat people like adults. For instance, during my tenure Netflix didn’t pay performance bonuses, because we believed that they’re unnecessary if you hire the right people. If your employees are fully formed adults who put the company first, an annual bonus won’t make them work harder or smarter. We also believed in market-based pay and would tell employees that it was smart to interview with competitors when they had the chance, in order to get a good sense of the market rate for their talent. Many HR people dislike it when employees talk to recruiters, but I always told employees to take the call, ask how much, and send me the number—it’s valuable information."
She says they paid market rate and no bonuses. She emphasizes here and elsewhere in the article the importance of hiring people who put Netflix first.
I did read the whole article (and found it fascinating) but don't feel that either of those things equate to "demanding loyalty"
Encouraging employees to interview elsewhere seems to be the exact opposite of demanding loyalty. To my mind it is like saying "we are willing to compete for your loyalty"
"Our compensation philosophy helped a lot. Most of its principles stem from ideals described earlier: Be honest, and treat people like adults. For instance, during my tenure Netflix didn’t pay performance bonuses, because we believed that they’re unnecessary if you hire the right people. If your employees are fully formed adults who put the company first, an annual bonus won’t make them work harder or smarter. We also believed in market-based pay and would tell employees that it was smart to interview with competitors when they had the chance, in order to get a good sense of the market rate for their talent. Many HR people dislike it when employees talk to recruiters, but I always told employees to take the call, ask how much, and send me the number—it’s valuable information."
She says they paid market rate and no bonuses. She emphasizes here and elsewhere in the article the importance of hiring people who put Netflix first.
She was also devastatingly "moved on" herself: http://www.npr.org/2015/09/03/437291792/how-the-architect-of...