When a company makes a layoff, it often takes a combination of factors into account to decide which employees to prioritize for layoffs. Here are some possible scenarios and examples, but be aware that each company's specific circumstances and decision-making process may vary.
1.Underperforming employees. If an employee's job performance is chronically poor and they fail to meet the company's requirements and goals, then they may become the top target of layoffs. For example, if a salesperson fails to meet sales targets for multiple consecutive quarters, he or she may be considered an underperforming employee.
2.Employees with duplicate or redundant positions. When a company finds duplication or redundancy in certain positions, it may choose to lay off some of its employees. For example, if a company decides to consolidate two similar departments, it may lay off some of the employees in one of the departments.
3.High-paid and low-skilled employees. In situations where cash pressure is high, companies may consider laying off higher-paid employees to reduce costs. For example, a senior manager's salary may be higher than the sum of multiple rank-level employees, so the company may choose to lay off the senior manager.
4.New hires or probationary employees. Comparatively, new hires or probationary employees may have a lower contribution and loyalty to the company and may therefore be affected in the event of layoffs. For example, a company may choose to retain experienced veteran employees and lay off newly hired employees.
5.Employees who are not in the core business. If the company decides to adjust its business strategy to focus on its core business, then employees in non-core businesses may be laid off. For example, if a company decides to cut a non-profit product line, employees in the relevant departments may be affected.
6.Employees on the older side. Older employees are also a common group on the layoff list. This is mainly because older employees are often paid more, and they may not be able to compete with younger employees in terms of physical strength and energy. Of course, this doesn't mean that older employees will necessarily be laid off, but they may fall victim if the company faces greater cost pressures.
It is important to emphasize that these are just some of the common situations, and the actual layoff decision will be subject to the specific situation of the company, laws and regulations, and the employment contract. When faced with layoffs, companies usually try their best to follow the principles of legality and fairness, and communicate and negotiate with employees.