keeper-test

R - 原文摘录 (Reading)

"如果有人打算明天辞职，你会不会劝他改变主意？还是说你会接受他的辞呈，甚至感觉是松了一口气？"

I - 诠释理解 (Interpretation)

The Keeper Test is a single-question mental exercise for managers: "If this person told me they were leaving, would I fight to keep them?" If the answer is "I'd feel relieved," give generous severance and find a star replacement. Unlike stack ranking (which creates internal competition), the Keeper Test evaluates each position individually — there's no quota. Combined with generous severance (4 months for regular employees, 9 months for VPs) and post-departure Q&A (transparently explaining the departure to remaining team).

留任测试的核心洞察：管理者往往知道某人不该留下，但缺乏做出决定的触发器。这个单一问题消除了所有灰色地带——"松了一口气"就是答案。与强制排名不同，留任测试不设配额，不制造内部竞争，它只是一个诚实的自我问答。慷慨的遣散费是道德前提，离职后的公开问答是文化维护手段。

A1 - 过往案例 (Past Application)

1. Patty McCord的离职：Reed's decade-long collaborator, let go because "fresh blood might help"; still friends 7 years later. 即使是联合创始人的长期搭档，当Keeper Test的答案是"新人可能更好"时，Reed也做出了让Patty离开的决定。两人至今仍是朋友——因为过程坦荡且遣散慷慨。

2. Chris Kelly的 Keeper Prompt：Asked the Keeper Prompt three times, got increasingly positive answers, built confidence. Chris主动三次询问上级"如果我辞职你会挽留吗"，每次都得到更积极的回答。这展示了Keeper Test的正面用法——员工也可以主动发起测试来获得安全感。

3. Derek的行李箱：Kept suitcase unpacked for 9 months, showing the fear culture risk; post-departure Q&A helped remaining team. Derek的故事揭示了留任测试的阴暗面：当员工不理解游戏规则时，会陷入持续的恐惧。post-departure Q&A是解决这个问题的关键——透明地解释为什么有人离开，能消除留在团队中的人的不安。

A2 - 触发条件 (Future Trigger)