Layoffs? 10 Types of Employees Who Are First to Be ‘Fired’
If a business is in the red and needs to restructure, you can bet downsizing is going to happen.
To avoid any legal issues from cost-cutting layoffs, companies need to follow certain guidelines when it comes to deciding who to layoff. However, those guidelines still leave ample room for discretionary cuts. In ｕnions, the typical rule is “last in, first out” and organized by seniority. However, in other workplace situations, management has the ability to direct who goes and who stays.
Think layoffs might be in your company’s future? Here are 10 types of employees who are often the first to go. Hopefully this list doesn’t describe you in anyway.
1. The positions ripe for outsourcing
Outsourcing won’t win your firm any “Company of the Year” awards, but upper management might believe the move is still worth it if it can save their bottom line.
It used to be that only call center employees and customer service representatives were at risk for layoffs due to outsourcing, but in today’s digitally connected environment, any job that can be completed with an internet connection and telephone is potentially on the line. White-collar positions like information technology, acｃounting, and even engineering design are now in danger of getting sent overseas for a cheaper price tag.
2. The employees who refuse to learn new skills
No matter what industry you’re in, it has likely changed dramatically since even five or 10 years ago. Your job description might have changed, and your company might be pushing new technology and training along the way to keep up with demands from the industry or customers.
If you’re looking to secure your job, don’t turn down opportunities to learn new skills. A resistance to change or outright refusal to shift the way you perform your job will make you a target for future layoffs, and your employer will be able to argue that you are no longer aligning yourself to the company’s future goals.
3. The consummate slacker
You might think you’ve made it when your inbox is empty and you spend half your day organizing your desk. But if you aren’t seeking out extra job duties and your boss realizes how light your workload actually is, you might be at risk for receiving a pink slip in return for all your fruitless days.
4. The employee who embarrasses his boss
Whether you realize it, the ability to make your boss and your colleagues look good elevates your own standing in the company. It’s one of the “soft skills” employers look for, and it will likely matter when it comes time for your bosses to decide who has earned the right to stay on in the midst of company turmoil.
On the other hand, if you embarrass your boss by showing up late to important presentations, publicly challenge co-workers on a consistent basis, or are rude and speak negatively about your company, you can’t expect management to fight very hard to keep you around.
5. The person who costs too much
It’s only an official layoff when a company is making cuts for financial reasons, so you can expect that the people who are drawing the biggest paychecks will get a closer look. When you can lay off one person versus three lower-level employees with smaller paychecks, it can be tempting unless the older employees have made themselves indispensable.
At the same time, “costs” aren’t just monetary. If an employee’s personal or office drama cuts into productivity and the boss spends more of his day as a referee or counselor than a manager, a layoff period can be an easy way to cut the employee who is costing the company time. “Dealing with this person costs the manager too much time and layoffs provide the perfect excuse to get rid of this type of person,” Keirsey summarizes.
6. The co-worker who doesn’t fit with office culture
It is one thing to follow the beat of a different drum, but quite another when you’re at odds with the prevailing culture in your office. While this isn’t likely to be the first reason you’re handed a pink slip, it’s likely to be one of the factors considered.
7. The low performer
In an article about layoff strategy, one Forbes contributor highly recommends conducting staffing cuts based solely on performance levels. Regardless of how long you’ve been at the company or other considerations, what you bring to the table should be the primary focus, the LiveRamp CEO Auren Hoffman writes.
8. The sneak
Sneaky behavior — whether it’s along the lines of time theft or general disregard for your workplace — means that you’re probably not performing to the best of your abilities. Once again, that’s going to ｃount against you.
9. The people unnecessary for business operations
If you’re in the social media department of your company and it’s not bringing in any money for the company, it might be time to start looking for a new company who wants you to post on Facebook and Snapchat. If the sales team is still raking in all the dough and your position isn’t helping the bottom line, you can bet that your position will be evaluated for a layoff before anyone in sales.
10. The least tenured person
Though this is almost a guaranteed rule in any ｕnion shop, tenure can also be a factor in layoffs of any office. While some offices may choose to target older workers because they tend to have the highest paychecks, it can also be a time when those at the bottom of the totem pole feel the heat.
As with any layoff decision, this has its pros and cons. “Because seniority-based systems reward employees for their tenure, there is a lower risk that older workers will sue employers for age discrimination under the ADEA,” the Society for Human Resource Management advises. “However, using seniority does not protect the employer from further risks for potential discrimination against other protected groups.”
Article Source: http://www.cheatsheet.com/money-career/layoffs-types-employees-first-fired.html/5/
Image Source: http://www.cheatsheet.com/wp-content/uploads/2016/09/Crisis-768x512.jpg
VOCABULARY WORDS:
1. cost-cutting (measures) (n) - refers to measures implemented by a company to reduce its expenses and improve profitability.
2. ample (adj) - enough or more than enough plentiful
3. discretionary (adj) - left to individual choice or judgment
4. outsourcing (v - gerund) - contract (work) out or abroad
5. align(ing) (v- present participle) - give support to (a person, organization, or cause)
6. (give the) pink slip (n - idiomatic) - give notice for dismissal from employment
7. indispensable (adj) - absolutely necessary
8. follow the beat of a different drum / march to the beat of a different drum (idiom) - consciously adopt a different approach or attitude to the majority of people
9. dough (n - informal) - money
10. tenure (n) - the holding of an office
11. bottom of the totem pole (n - idiom) - someone who has the least important position in an organization
12. feel the heat (v phrase) - To enｃounter an uncomfortable situation
QUESTIONS FOR DISCUSSION:
1. Has anyone in your office been given a pink slip? Why or why not?
2. Among those in the list, who do you think would be the first to go if there are going to be layoffs in your office?
3. Does the article describe any of your coworkers? Which ones? How?
4. If you were the manager and you neede to fire someone, which kind of employee would you choose first? Discuss your answer.
