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1. A huge goal when you conduct a layoff is to help impacted staff find their next job. By letting people go and labeling them “low #performers ” you defeat that objective and they face stigma from future employers (not to mention the hit to their self-confidence and mental wellness)
1a. The second main goal when you let staff go in a layoff is to lower the odds of potential #litigation of those you let go. By labeling them “low performers” you are raising your odds of litigation and likely triggering them to be upset vs cope and move on.
2. Letting go thousands of so-called “low performers” is an admission of poor #leadership – you are incapable or unwilling to help your people improve OR you are incapable of hiring thoughtfully. Or the goals you set were unreasonable?
3. When a firm says they are letting go low performers they are showing their culturally insensitive and “people are definitely not first here” hand! They think this message will impress their investors “oh look at us being all tough and firing those losers!” I guess they forgot they hired those losers and they were responsible for setting them up to succeed, so when they turn around and say “those” low performers it’s a massive leadership red flag.
4. When the staff that is not let go hears that their teammates whom they cared for and adored are labeled “low performers” – the bitterness is probably not inspiring them to want to work harder or commit more to the firm. Further, they now have to take on the work of those who were let go and they are wondering if they will be set up to be a “low performer” in due course (See #2 bad leadership)
Moments like this give you great insight into the true leadership character of an organization. Pay Attention!