Some highlights:

“The real company values, as opposed to the nice-sounding values, are shown by who gets rewarded, promoted or let-go”

“The Keeper Test: ‘Which of my people, if they told me they were leaving in two months for a similar job at a peer company, would I fight hard to keep?’”

“You should periodically ask your manager: ‘If I told you I were leaving, how hard would you work to change my mind?’”

“In procedural work, the best are 2x better than the average.”

“In creative work, the best are 10x better than the average, so huge premium on creating effective teams of the best”

“Vacation policy and Tracking: there is no policy or tracking”

“One outstanding employee gets more done and costs less than two adequate employees”

“It is a good idea, not a traitorous idea, to understand what other firms would pay you, by interviewing and talking to peers at other companies”

Three Tests for Top of Market for a Person:
1. What could person get elsewhere?
2. What would we pay for replacement?
3. What would we pay to keep person?

“We should celebrate someone leaving for a bigger job that we didn’t have available to offer them”

“If manager would promote employee to keep them […], manager should promote him now, and not wait”

“Mediocre colleagues and unchallenging work is what kills progress of a person’s skills”