Once again, Meta is hitting headlines, but unfortunately, it’s due to unfavorable circumstances. It appears that this year may be starting on a bumpy note as major tech companies are announcing layoffs based on performance throughout their organizations. Last week, Microsoft announced that they will be implementing performance-based layoffs across various departments, even extending to the security division. These layoffs are said to affect less than 1% of Microsoft’s total workforce.
Now, Meta is entering the competition with intentions to implement job reductions, estimated to affect around 5% of their employees due to performance evaluations. As reported by Bloomberg, an internal communication from Meta’s CEO, Mark Zuckerberg, suggests this adjustment.
Usually, we part ways with employees who fail to meet our standards within a year. However, for this period, we’re planning to conduct more thorough performance-based separations instead.
Mark Zuckerberg shared that this change aims to increase the standard for performance evaluation, possibly speeding up the procedure for recognizing and transitioning underperforming individuals.
In addition to job reductions based on performance, Meta is preparing for an additional 5% reduction in its workforce. Employees who have been with the company for a sufficient period to receive a performance evaluation are expected to be affected by this second round of layoffs, according to Bloomberg.
Last week, as reported by Business Insider, two Meta workers disclosed that the company initiated its annual performance assessment procedure, where staff submit self-evaluations, peer evaluations, and assessments from managers. US employees potentially affected by job reductions will be informed by February 10, 2025. In line with past layoffs, as stated by Hillary Champion, Meta’s director of people development growth programs, those impacted can expect to receive substantial severance packages.
As a tech enthusiast, I’ve just learned that the creator of Facebook has shared some significant updates. They’re dismantling their Diversity, Equity, and Inclusion (DEI) team and rethinking their diversity-focused hiring programs. Additionally, they’re making adjustments to their moderation policies, such as phasing out their third-party fact-checking program in favor of Elon Musk’s Community Notes platform.
In my role as an analyst, I would like to share insights from a recent internal memo penned by Meta CEO Mark Zuckerberg. This document outlined his decision to implement performance-based job reductions within the company.
In simple terms, this means that certain positions will be eliminated based on their effectiveness and contributions to the overall success of Meta. This is not an easy decision, but it’s one that I believe is necessary for the long-term health and growth of our organization.
Mark emphasized the need for us to focus on our most important work and prioritize resources accordingly. He also expressed his gratitude for the hard work and dedication of all Meta employees, acknowledging that these decisions are never easy and impact real people.
In essence, this memo serves as a reminder that we must adapt and evolve in order to thrive in today’s rapidly changing digital landscape. As a team, we will support those affected by these changes and continue to strive for excellence in all that we do.
Meta is developing crucial technologies for the globe, including artificial intelligence, smart glasses as a potential new computing device, and shaping the future of social networking. This upcoming year promises to be challenging, so I aim to assemble top-notch talent within our teams.
I’ve chosen to elevate our standards for performance evaluation and expedite the process of removing underperformers more swiftly. In the past, we’ve parted ways with employees who haven’t been meeting expectations over the span of a year. However, this time around, we’re planning to conduct more thorough performance-based separations during this cycle, with the aim of filling these positions by 2025. We won’t automatically let go of those who didn’t meet expectations in the last period if there’s hope for their future performance. For those we do decide to part ways with, we’ll offer a generous severance package, similar to what was provided during previous downsizings.
We’ll provide additional information to managers before calibration. Those affected will be informed, with individuals outside the U.S. receiving notification no earlier than February 10.
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2025-01-15 01:09