There are lots of organizations and companies that have a desire and a need to be efficient in the resources that they utilize, which is why it makes sense to periodically take a top-down look at the company to make sure that it is running as a well-oiled machine. While it could be said that efficiency has its place, but it certainly isn’t the only thing, it has to be added, that the problem with deadweight is that it tends to drag down good people with it, so where there is a need to cutback or to lay off, rather than to ignore such, it’s probably necessary to do what needs to be done.
That said, it’s those types of meetings in which upper management gets together and decides that 10% of the workforce needs to be eliminated, and then goes about earmarking who is or is not going to stay, without bothering to figure out what different departments and the personnel within those departments are actually doing that causes problems because upper management has failed to previously engage with that personnel. In other words, if there isn’t anybody in upper management that actually knows what is going on at certain departments and they don’t even know who the personnel are that make up that department, or their purpose, they probably should try to ascertain what is going on first, before willy-nilly firing people before understanding what it is that they do.
After all, to believe somehow that 10% of any workforce is somehow unessential seems to reflect that upper management doesn’t have a very good grasp on understanding the personnel within their organization. So too, there is a need to better understand what different departments and the personnel within those departments are doing, before just systematically deciding that 10% of them just have to go. Not only will that be devastating to that individual department, but some of the people being let go may be quite efficient and competent in their work, but because they are unheralded or politically unprotected, they are dismissed.
Sure, there is going to be “fat” within any organization, but extracting out the right fat is no easy task, because human nature tends to give higher credence and credibility to those that we like or that flatter us, and less to those that seem off-putting. Yet, from an efficiency standpoint, the personnel to keep should be based upon competency and experience, as contrasted to those who are good at giving lip service, and seeming to be of worth, even though they aren’t.
Additionally, when it comes to business enterprises and the need to lay off personnel, it’s typically going to be far more efficient to look at the “big hitters” within the organization first. That is to say, those who make the biggest salaries should be thoroughly examined, because not only will laying off personnel who make big money help to get to the efficiency target quicker, but often the blame for the need to lay personnel off probably rests mainly with top management, to begin with