Which employees should be fired first?

[jisansorkar12]

During my time as a manager, I had to fire 200 people. It was hard: first I hired people, promised stability, and then I was forced to let them go. Usually, I made a table. In it, I wrote down the names of employees, their salaries, taxes, and all payments in the event of early termination of the contract. Then I crossed out the names when I calculated who I could continue to work without and what the business would lose without this or that manager. At Megaplan, for example, we cut the bloated staff in half in a year, which allowed the company to break even. The experience of mass layoffs of employees taught me to be more reasonable about money and hiring. How to choose who to keep and who to say goodbye to?

Three categories of personnel according to Jack Welch
Former General Electric CEO Jack Welch, named Fortune's CEO of the ukraine whatsapp list Century, divided employees into categories A, B, and C. Using this classification, he rigorously cleaned up the corporation, getting rid of incompetent people.

A - employees who are passionate about their work and captivate others. They are imitated, their opinions are listened to. Such people should not be let go, they need to be motivated with bonuses, salary increases, new positions. There should be about 20% of them in the company.

B – the majority of conscientious employees who do their job. Motivation: salary increase, stability. They do not need career advancement. There should be 70% of them.

C – people who do not produce results, poorly performing their duties, but spread gossip and rumors, charging others with negativity. They need to be gotten rid of. Such candidates, according to Welch, should not be more than 10%.

The balance of employees of these categories in a company also depends on who hires them. If the head of a division, department, or unit is himself a category B, he will never hire employees of category A. These are representatives of different worlds that rarely intersect.

The first candidates for dismissal. For us, the category C employees who had to be let go first were those whose work generated losses – marketers. As we found out from our own experience, star marketers and super-expensive sales managers do not help the business, they consider themselves gifts of fate, are capricious and are not inclined to devote all their working time to the company, being distracted by conversations and personal matters.

In the early 2010s, having received investments, we spent a lot of money on promotion, advertised at conferences, music festivals, online media and popular blogs. We hired a separate marketer for each advertising activity. We had search engine optimizers, contextual and outdoor advertising specialists, social media managers, conference and exhibition managers, organizers of leaflet distribution with promo codes, etc. We separately hired an expert who represented our company at conferences, gave interviews and comments to journalists. There was a blog editor, a designer of advertising materials and an analyst. All these employees were managed by the marketing director.

Over the course of a year, Megaplan reduced its marketing budget by 10 times, and it turned out that the number of clients did not fall, but grew. The money saved was spent on improving the infrastructure, creating new products, and improving work with existing clients. For some time, project group managers were responsible for marketing, as they understand their own product better than anyone else. They spend money on advertising more rationally. The company currently has three marketers on staff, each of whom oversees several narrow, closely related areas.

Second-priority candidates. Secondly, you need to part with those who stand out from the team and do not share common values. An unstable emotional background affects everyone's work.

The most annoying qualities of employees
Carelessness. Employees who are late both for work and for business meetings with partners. Whether consciously or not, such people show disrespect for their colleagues.

Pessimism. They get upset themselves and sow panic around themselves. Such employees do not know how to complete a task and are sure that nothing will work out. Such people are not needed in a team that wants to be effective.

Talkativeness. In the office, we avoid talking about politics and personal life. They can lead to quarrels or protracted conflicts. Colleagues may not have the same views on these issues. It is better not to create another factor that reduces the quality of work. In addition, if an employee talks a lot at work, then most likely he is shirking his duties.

Excessive activity in social networks and messengers. Employees who are constantly hanging out on social networks sometimes forget themselves and start complaining about colleagues, scolding managers, and revealing internal business features. And they often do this from their work computer.

Untidy. Even the coolest developer should be noted as a potential candidate for dismissal if he does not care about his appearance, walks around in unwashed clothes, demonstrating disdain for others. There is a high probability that he is just as careless about work tasks.

At the end of the 20th century, General Electric carried out mass layoffs of employees and significantly reduced the volume of bureaucracy and paperwork. After that, the company's annual profit increased from $1.5 billion to $14.1 billion. This result was ensured, among other things, by a clear policy of getting rid of unproductive employees. It makes sense to follow the example of well-known companies, but in compliance with all labor laws.