Meta and Microsoft are implementing performance-based layoffs, but issues arise from unclear evaluation metrics. Leaders often rely on scaled ratings, which may not accurately reflect an employee's contribution. The article emphasizes the need for a nuanced understanding of performance beyond mere numbers. Relying solely on a forced rating scale risks overlooking vital context, potentially leading to misguided decisions on employee attrition. Effectively managing layoffs requires careful consideration of each employee's unique contributions and circumstances to ensure fairness and align with company goals.
The biggest mistake during performance-based layoffs is assuming well-defined goals and metrics are in place, with a clear understanding of 'good' versus 'poor' performance.
When executing performance-based layoffs, leaders should look beyond final performance ratings, considering the details behind what appears as low performance.
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