Have you seen the latest news from Meta aka Facebook about reducing staff and focusing on ‘low performers’? If not you can check it out here:
Not classy folks! I can think of many reasons why announcing such decision logic is a bad idea, most notably hurting the chances of those departing to find employment.
Those you judge as poor performing might be that way because of your environment, health/family issues or other temporary circumstances. Everything can change when they move on. Don’t send them out with an anchor around their neck.
Further, your goal should be for all departing employees to be emissaries of your organization. This public airing of ‘poor performer’ laundry is a great way for you to create permanent enemies, one of whom might become a highly successful competitor or critic one day.
Here is some free HR advice for the executives at Meta: if you need to downsize get on with it and do it as legally as possible. When it comes to communication, internal and external, make it empathetic and filled with gratitude for the service of those effected. This ain’t hard, people.
Meta, where is the ‘dislike’ button? You don’t get it, do you? Some of us never bought into the flimsy employee value proposition you put forward of free food and lavish perqs in exchange for most of one’s waking hours. Now those who did buy in get a footprint on their backside as they move on.
The many false notions of life in Silicon Valley continue to be exposed. Job seekers, be wary of romance and adventure promised by ‘big tech’. Look for solid values and meaningful work. They are in cities all over the US and the world.
Final thought: terminations of any sort are always a failure of leadership, of initial selection or of business strategy, tactics or results. In the end, leadership owns any downsizing. Take responsibility for it and don’t blame or shame those who have worked in any capacity for you.
