Most HR leaders have heard the question: why can't we be more like Netflix, Google or Toyota? Each paper in this series takes one of those models apart using primary sources: the company's own published documents, its regulatory filings and its results against peers. Each ends with who should copy it, how to roll it out, and what happens to it under Japanese employment law. The papers are written by Yan Sen Lu, Managing Director of Makana Partners and Editor of The Hardest Market.
Papers
Netflix: the model that fires adequate performers
What fifteen years of culture documents, nineteen years of filings and two peer panels say about freedom, the keeper test and pay at the top of the market. And whether any of it transfers.
How each paper is made
We wrote down what we expected to find before reading a single filing, and kept the predictions we got wrong in the paper. Every claim carries an evidence grade, from audited filings to word of mouth. Every causal claim is tagged as correlational, a plausible mechanism, or documented. The paper says what it does not prove at the end of each section.
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