Layoff Parameters
What are generally the metrics used during layoffs ? Is it division by division or each employee is vetted for his performance and contributions ? Do high salaried folks generally targeted even if they have good performance and history with company ? With the overall bleak atmosphere in startup ecosystem and lack of transparency in this process from employers wanted to know how are decisions made. Most say it is performance based in news, how true is that ?
Story...
Shah Jahan Chopped hands of tajmahal labours.
He didn't judge as per performance or laziness.
Similarly, chiggy or tomato fires the best talent which created the damn product but now a liability for the firm due to overhead cost.
You are just a resource dear 💖
In corporate u r safe until u r not replaceable by an intern or ai.
That's a very vague answer, yes people are dispensible but how you judge who is to be let go, what are the parameters for mass layoffs ?
At the end everyone is replaceable even CEOs get fired look at Twitter, Disney.
Like real old monk said ... Chopping happens from top...ops margin whi se bnta h
Ipo and vc k lie metrics matters not hr
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In tech,
Most of the time its Dependency / Salary ratio.
For example you are managing two microservices and 1 product vertical and you get paid 40 lakhs, then your dependency to salary ratio is 3/4. If someone else is doing the same in 30 lakhs then its 3/3. The lesser the no, higher the chances to get laid off.
Jordon Dean
Stealth
9 months ago
first and foremost high salaried folks generally targeted even if they have good performance and history with company -- always
Aaron Taye
Stealth
9 months ago
There are two parts.
Complete team/org shutdowns -> This happens for experimental product lines or product lines which aren’t working out for long time. If you are in one of such teams, you maybe moved to other team if you are too 10-20%
Org wide layoffs - Generally there are budgets given to leadership teams and then they would end up deciding. This is completely dependent on team structure where the objective is to have balance of retaining best folks and maintaining continuity in the given budget.
I would say 2 simple parameters and both are important. If either of 1 is at stake you are at stake.
How important is the work you are working on to the company( quantity as well) ? You need to get it by understanding the true business value your work/ team provides, and not based on the shallow statements from leadership.
How good are you at doing this work? / performance.
