The Keeper Test—How Regular, Honest Reflection on Fit Elevates the Whole Team
At Netflix, the idea of a 'team, not family' upended the old idea of lifelong job security. Instead, every manager was encouraged to regularly ask the Keeper Test: would I desperately try to keep this person if they were about to leave? It feels harsh, but when applied with honesty and kindness, this test becomes a north star for team composition. Those who no longer fit, even if liked and respected, are compassionately let go, often with robust financial and reputational support for their transition. Surprisingly, this doesn’t create ruthless competition—when no one’s fighting merely to avoid being at the bottom, team spirit and learning actually rise. Two-way communication is encouraged: employees worried about their standing ask for clarity (“would you fight to keep me?”), and managers provide candid input, minimizing unhealthy anxiety. This approach isn’t for everyone, but for high-energy groups seeking excellence, it quickly boosts performance and protects against complacency.
If you’re a leader, carve out time each month to quietly ask yourself for each teammate: would I go all out to keep them, or would part of me be relieved if they left? If the latter, start open conversations and look for respectful ways to transition roles or provide new opportunities, so everyone can thrive. Encourage group members to hold these candid chats themselves, making feedback and course correction a normal, dignified part of growth. While it can feel tough at first, you’ll see motivation, camaraderie, and learning take hold when everyone knows they’re truly valued for what they contribute.
What You'll Achieve
You’ll foster a high-performing team where each member is deeply valued and energizes the group, reducing simmering resentments or fear of 'dead weight.' Clear, honest fit eases transitions and supports long-term success for everyone.
Ask Who You’d Fight to Keep—And Act
Apply the Keeper Test to your team.
For every person you lead, ask yourself: If they told me they were leaving for a similar role elsewhere, would I fight hard to keep them?
Act quickly and respectfully when the answer is no.
If you realize someone is not a brilliant fit (even if not terrible), transparently and kindly let them go, and if possible, give a generous exit package or strong reference.
Encourage open, two-way Keeper Test conversations.
Anyone worried about their fit should directly ask their manager; managers should be honest about what’s working and what’s not, minimizing surprises and supporting personal growth.
Reflection Questions
- Which of my colleagues or team members would I fight hard to keep—and why?
- How do I react when letting someone go is the right move but feels personally tough?
- Am I creating space for honest, two-way conversations about fit and belonging?
- How would my mindset change if being replaced sometimes meant a better fit for all?
Personalization Tips
- On your sports team, reflect honestly about each member’s unique contribution and whether you’d change the lineup if open options arose.
- In a club, consider whether every officer or participant energizes the group—or if a different mix would unlock more.
- For a family household, periodically discuss whether everyone’s roles and responsibilities reflect what they actually do best.
No Rules Rules: Netflix and the Culture of Reinvention
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