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Microsoft, Meta and Amazon are reportedly leveraging performance reviews to guide layoff decisions, with some experts advising employees how to work smarter to avoid the cut.
Business Insider reports that Microsoft is reportedly preparing for another round of layoffs, and underperforming employees are expected to be a primary focus, according to sources familiar with the company’s plans. While Microsoft has confirmed upcoming job reductions, the tech giant has not disclosed the scope of the layoffs or the criteria being used.
Amazon, meanwhile, has previously employed performance metrics in its layoff strategy. Between 2022 and 2023, the e-commerce giant placed a number of employees on performance improvement plans (PIPs) before reducing its workforce by 27,000. Linking layoffs to performance reviews reflects a growing trend in how major corporations handle workforce reductions during challenging times.
And in addition, Meta Platforms announced plans to trim about five per cent of its "lowest performers" and plans to hire for the impacted roles this year.
CEO Mark Zuckerberg has also warned employees about further such job cuts this year to "raise the bar" on performance management.
With all this in play, career experts are encouraging employees to take proactive measures to avoid getting the chop by avoiding common missteps that often lead to termination.
KPIs, disengagement, and missed opportunities
Falling short on performance expectations, such as missing key performance indicators (KPIs), is one of the most direct paths to being let go, according to career advisors. There are other behaviors that can raise red flags, however. Gabrielle Davis, a career expert at Indeed, said that consistent underperformance, a lack of engagement, resistance to change, poor collaboration, or ignoring constructive feedback can significantly increase an employee’s risk of termination.
Keith Spencer, a career expert at ResumeNow, pointed out additional behaviors that can put employees in the crosshairs such as missing deadlines, delivering subpar work, resisting the adoption of new tools or processes, being critical of colleagues, or failing to promote one’s achievements. Employees who do not make their contributions visible risk being overlooked, he believes, making it easier for management to justify their removal during workforce reductions.
Safeguarding careers amid uncertainty
Despite the increased reliance on performance reviews in layoff decisions, experts argue that many of the most common mistakes are preventable. A proactive approach, such as regular self-assessment, clear communication with management, and showcasing achievements, can help employees navigate periods of uncertainty.
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“Workers who are reliable, value-driven, and positive influences in the workplace stand the best chance of securing their roles during challenging times,” Davis added.
As companies refine their approaches to workforce management, employees at all levels should be aware of the behaviors and actions that could place them at risk, and take steps to ensure their contributions are both valuable and visible.
If HR departments are to rely on performance metrics in layoff decisions, transparent evaluation processes, consistent communication, and fair implementation of performance improvement plans will be essential. HR leaders must ensure that criteria are clearly defined, avoid biases in assessments, and provide employees with actionable feedback to allow for improvement.
Additionally, fostering an environment where employees feel able to showcase their achievements can mitigate the risks of disengagement and invisibility, reducing turnover and maintaining morale during difficult periods.
