Under the influence of factors such as economic crisis, market competition, and technological change, layoffs have become the norm for many enterprises. However, the methods and effects of layoffs are not the same, some layoffs can effectively reduce costs and improve efficiency, while others may cause significant losses to the enterprise and even endanger the survival of the enterprise. As a result, two new terms have emerged in the workplace to describe different layoff methods and outcomes, namely "layoffs to capillaries" and "layoffs to the arteries".
"Layoffs to capillaries" means that when an enterprise lays off employees, it only cuts some personnel in marginal departments or non-critical positions, just like the capillaries of the human body are cut off, and it does not have much impact on the operation of the enterprise. This type of redundancing is often done out of prudence, as it can save some of the expenses and retain the core competitiveness of the company.
The advantage of this type of layoff is that it can achieve short-term cost control without compromising the long-term development of the company. For example, when some enterprises are facing a market downturn, they will choose to lay off some personnel in logistics, administration, marketing and other departments, while retaining personnel in R&D, production, sales and other departments to ensure that the core business of the enterprise is not affected.
However, it can also affect the internal atmosphere and external image of the business. For example, some employees who have been laid off may feel unfair, dissatisfied, and uneasy, which can affect their motivation and loyalty, and even trigger negative behaviors such as complaints, lawsuits, and retaliation. Some external customers, partners, investors, etc. may question the company's layoffs, which will affect the company's reputation and relationships.
"Layoffs to the main artery" refers to the fact that when an enterprise lays off employees, it cuts personnel in core departments or key positions, just like the main artery of the human body is cut off, which poses a serious threat to the survival and development of the enterprise. This type of layoff is often a desperate choice, as it may result in short-term cost savings, but in the long run, it can damage the core competitiveness of the business.
This kind of layoff can buy some space and time for enterprises to survive in extreme situations. For example, when some enterprises are faced with debt crisis, capital chain breakage, market collapse, etc., they will choose to lay off some personnel in R&D, production, sales and other departments to reduce the company's liabilities and losses, and even seek transformation or development.
But the disadvantage is also obvious: drink to quench your thirst. Laying off key personnel is likely to lead to the decline and demise of the company. For example, some enterprises will find themselves losing their innovation ability, production capacity, market competitiveness, etc., after laying off personnel in core departments or key positions, so that they cannot adapt to market changes and needs, and even be surpassed and eliminated by competitors.
Layoffs are a coping strategy for companies in the face of difficult situations, but different ways and outcomes of layoffs will have different impacts on the future of the company. Therefore, when laying off employees, enterprises should carefully analyze their business and organizational structure, evaluate the contribution and value of each department and position, and formulate a reasonable and fair layoff plan to avoid layoffs to the main artery. At the same time, enterprises should also pay attention to the impact of layoffs on employees and society, minimize the negative consequences of layoffs, provide appropriate compensation and assistance, and maintain internal and external harmony and stability of the enterprise.
That's all for this article, if you like this article, welcome to like and collect it