Comment by thinkingtoilet 10 days ago
The commenters here seem to forgot one very important thing about reviews, a legal CYA for when you have to fire someone. You can point to a document that shows that you talked about improving X, Y, and Z. I'm not saying it's good or bad, but there's a reason every company I've worked at that does reviews makes you sign them at the end to show you've read it.
I don't think that's correct, or at least not everywhere. From what I get, when you're laying off people for economic reasons, you need to make vertical cuts of services or roles that underperform economically, but you can't use individual performance as the basis.
I agree. My understanding of layoffs is you're closing out the role, and thus, the person holding the role loses it. This is separate from the actual performance of said person. Conversely, for a poor performer, you're cutting off the person but intend to refill the role with a better one.
Going from 10 people on a team to 8 and not planning to re-hire back up to 10 is also closing out roles.
Legal details and jurisdictions may vary, but as far as I know, you can absolutely cut part of a group (or part of the entire company), not just entire groups/divisions/etc. And you can apply uniform company-wide criteria to select the subset of the group to lay off.
They're also a legal CYA for layoffs. If a company does a mass layoff purportedly for financial reasons, they can take reviews into account and fire all those with low reviews, without that being considered legally quite the same as a firing of an individual.