Comment by steveBK123
Comment by steveBK123 4 days ago
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.
One way it makes a bit of sense is to view it through the lens of avoiding the task of resolving the political dispute of where cuts should be. Business suffer internally from the same kind of paralysis governments can and sometimes market fads dictate you shed costs [0], bring people back to the office, or internal forces incentivize it because you have long term leases that look bad on paper if you're not forcing your employees into the office. [1] Ideally you'd have strong leadership to cut the right people from the right places but they're just people, often there because of other reasons so they struggle to evaluate that properly and the easy answer is to just quietly incentivize increased turn over.
[0] See the last 2-3 years of businesses cutting headcount for "the coming recession" that never came.
[1] Personally I think that's the reason behind my job's recent bump to ~50% in office time from ~25%. We have a number of large buildings either owned or on long term leases that are 'wasted' if they're not forcibly occupied.