Comment by rtkwe
Sometimes the goal is to shed some of your most expensive people to cut costs or open up some roles for churn to bring employees up. My employer occasionally does buy outs where they offer payouts to people with certain tenure at the company (and I think age combined) to leave. A few people take that then come back as contractors at even higher rates to solve the lost knowledge but that's for uncommon niches like mainframe people.
These strategies are so odd to me as companies have rigor on who they let IN, so why take an approach that has no tiger on who you force OUT?
Would be better to trim in the right division/department/team/performance ranking than just.. force random increase in departures.