I see: When I said we need to hold people accountable, you may have heard that we need to fire people. That was honestly never on my mind.

Maybe its a cultural thing. I hear a lot of firing at the US. I am from Europe.

This sort of culture worked at Netflix. Did they go down today?

Lets hope you don't ever go into management. You clearly have no idea how to motivate and retain people or have any insight on how hard it is to hire good people to begin with. And no, I'm pretty certain this is not how Netflix's culture is.

> pretty certain this is not how Netflix's culture is.

> pReTtY CeRtAiN

This, the wording in of itself shows you have absolutely no clue whatsoever at all of Netflix's culture.

Riiiight... Anyways, you kept complaining of being downvoted, here's a clue: you're being an ass and no one likes you or what you have to say because you're wrong. So go scurry back to reddit where you belong troll...

> you're being an ass and no one likes you or what you have to say because you're wrong. So go scurry back to reddit where you belong troll...

Okay? some proof please? This is not far off from a baseless character attack which isn't really effective when trying to convince me about your point on you knowing about Netflix's culture.

If you really want a proper answer, the truth is, unfortunately for you I am in management (previously was an engineer) and have always known Netflix to have a stellar performance oriented (and fear driven) culture, their playbook operates like a sports team. Not for everyone, but that's the point and it works for them.

Maybe you should look inward to yourself if you're so vexed with me to call me silly names, that you can't handle the truth or the culture about why some companies like Netflix adopts this.

Peace.

Proof? All the downvotes you got and why your comments are barely visible and all the crying you did in your comments about getting downvoted.

You think downvotes and character attacks present as a good argument? Doesn't count as proof IMO if there isn't a valid argument presented, you're going to have to do a lot better than that.

And back to the main point, So I assume you agree that Netflix did go completely down the other day then right? It seems according to you that you know better of Netflix's management culture.

> I'm pretty certain this is not how Netflix's culture is.

Would you be willing to share your expert insight of this if you know better then?

I'm not arguing Netflix, its mostly your attitude towards management and engineering culture. Basically your reply to the user "q3k". "Extrinsic motivators like 'we will give you a bonus' or 'we will fire you' are surprisingly bad at getting people to not fuck things up". You don't fire people just because they made a mistake. You find out what caused it, how to prevent it in the future, and you move on. That's what blameless post-mortems are about. No one is perfect and if you really are a manager that expects perfection, you really just suck as a person.

But now getting back to Netflix, they have post-mortems and they don't fire people willy-nilly over mistakes. Sure it's not hugops (a term I don't care for either), but they don't just up and fire people over a mistake. I never said anything about netflix going up or down on that day, but they also have problems just like everyone else. Their SLA is not 100% uptime and neither is Fastly.

In closing, you are being a pedantic little bitch who wants to argue minutia and I'm done with your trolling. I'm done responding to you, feel free to have the last reply as I really don't care anymore.