Netflix's Keeper Test: Dream Team, Not Family

Netflix's CEO asked managers to run a "keeper test" on every employee and fire anyone who failed. Ken Coleman breaks down the policy and explains why he thinks the test is fair, but the real burden falls on leaders.

The Dream Team Memo

In a memo sent to employees, Netflix laid out its philosophy in plain terms. They view the company as a dream team. They do not view it as a family. The distinction matters. A family operates on unconditional love. A dream team is about pushing yourself to be the best possible teammate, caring deeply about the people around you, and knowing that your spot is never guaranteed.

How the Keeper Test Works

To make sure they have the right person at every position, Netflix asks managers to apply two questions:

1. If this person wanted to leave, would I fight to keep them?
2. Knowing everything I know today, would I hire this person again?

If the answer to either question is no, Netflix believes it is fair to both sides to part ways quickly.

The Real Standard Is on Leaders

Coleman's take is that the keeper test puts a higher standard on managers than on employees. It forces leaders to do a proper inventory of their people. You cannot run the test honestly without understanding who is contributing, who has grown, and who is coasting. The test is less about cutting people and more about making leaders pay attention.

Key Takeaways

• Netflix draws a sharp line between "dream team" and "family" as organizational metaphors
• The keeper test asks: would I fight to keep this person, and would I hire them again today?
• The real accountability falls on managers, who must continuously evaluate their teams
• Quick separations, when warranted, are framed as fair to everyone involved