So, Netflix has a special way to see if their workers are doing good or not. They use something called the "keeper test". This is when the boss thinks about whether they want to keep the worker or not. If the boss doesn't really want them, then the worker might have to leave. Now, Netflix changed this a little bit. They added two new questions for the boss to think about. One question asks if the boss would fight to keep the worker if they wanted to leave. The other question asks if the boss would hire the worker again knowing what they know now. If the answer is no, then it's okay for the worker and boss to say goodbye. Netflix wants their workers to be happy and work well with each other. They also look at how good the worker is overall, not just if they make mistakes sometimes. This "keeper test" has been around since 2009 and helps Netflix have a strong team. Read from source...

1. The author of the article fails to mention that the "keeper test" is a part of Netflix's corporate culture and not a universal policy applied to all companies or industries. This creates a false impression that other organizations might have to adopt this approach or face similar challenges.
2. The author also does not provide any evidence or data to support the claim that the "keeper test" has contributed to Netflix's success or has been emulated by other organizations. This is a sweeping generalization without any factual basis.
3. The article mentions that the "keeper test" was first introduced in 2009, but does not explain how it evolved over time and what changes were made to it. This leaves readers unaware of the context and evolution of this policy and its possible impact on employee retention and performance.
4. The author cites Reed Hastings' acknowledgment of Jeff Bezos' influence on his business philosophy as an example of how corporate cultures can influence each other. However, this is a weak analogy that does not show any direct connection between Netflix's "keeper test" and Amazon's or any other company's practices. It also implies that Netflix's success is solely attributed to the influence of Bezos, which is an oversimplification and a disservice to the hard work and innovation of Netflix's employees and leaders.
5. The article does not address any potential drawbacks or challenges associated with the "keeper test" or how Netflix handles them. For instance, how does the company ensure fairness and transparency in the evaluation process? How does it protect against discrimination, favoritism, or bias? What are the ethical implications of such a policy for both employees and managers? These are important questions that the author should have explored to provide a more balanced and nuanced perspective on the topic.

The article is overall neutral in its sentiment towards Netflix and the changes to their corporate culture. It provides an objective description of the new "keeper test" and how it has evolved over time. However, there may be a slight positive undertone as the article acknowledges that Netflix's corporate culture has contributed to its success and has been emulated by other organizations.