Two colleagues have been laid off, but the one with the worst performance is ok. What should I do now?

When a company lays off employees, it is often the "invisible" employees who are dismissed first, not the employees with the worst performance.

What is an "invisible man" employee? To put it bluntly, it is the kind of passive employee who wraps himself up. He never "shows up" on his own initiative, and if he can't "show up", he will be invisible. They think there is nothing wrong with them, but in the eyes of leaders, they are dispensable and will inevitably waste the company's resources over time. And those employees who seem to have the worst performance at present, they may only be junior and inexperienced, and with their continuous efforts, they will certainly not be worse than now. The following three kinds of "invisible people" in the workplace actually make leaders have a headache. When layoffs are needed, they will naturally be included.

Type 1: Hard-working employees

Do whatever the leader tells you to do, never ask the goal and reason, submit it when you are finished, and never ask and track the result unless the leader asks him questions on his own initiative. Our company has such an employee. Every time the leader gives him a task, his answer is only one word: Oh. Then he began to work hard. When the task was submitted, the leader felt that it was very different from the result he wanted, so he let it be revised. He still hasn't communicated, so follow his heart. Finally, repeated revisions failed. Over time, it will not only affect the efficiency of the team, but also cause immeasurable losses to the company.

Employees who only accept jobs are doomed to mediocrity. Even if they work tirelessly and make mistakes in the opposite direction, as in old Niu Gengdi, it will only be harmful. What you think is hard-working and capable is an ignorant and fearless attitude in the eyes of leaders, and you certainly dare not stay.

The second category: employees sitting in the comfort zone.

Years ago, an old employee of the administrative department who had worked in the unit for 8 years was fired. When she was fired, she was indignant and thought she was loyal to the company. Why was she fired? In the past eight years, because of her administrative position, many employees and supervisors have been respectful to her, making her feel that she has a wide network of contacts and hard relationships from time to time. When she asked several well-connected supervisors for help, everyone ran away euphemistically.

In this era, people who have worked in comfortable posts for eight years, repeating familiar jobs, have no growth plans and are unwilling to undertake more extra tasks will easily be eliminated. This is because the salary of employees will go up with the increase of working years and the growth of the company, but in your job, fresh graduates can easily replace them, saving a lot of costs.

Type 3: employees hiding in the corner

I don't know if you have noticed that in any team, one or two employees always hide in the last row when meeting. When exchanging plans, don't call the roll, don't say it if you can, and hide if you can. If they can't move their muscles in a mature team, it's easy to get by, and most of them are engaged in odd jobs. But once personnel changes are needed, they will definitely be included in the first list.

Those employees who are not good at words and always hide in the corner may think that I don't make mistakes, but in the eyes of leaders, they may give people the impression of indifference and unwillingness to take responsibility. This "dispensable" existence must be reduced for the benefit of the organization.

So, if your performance is not bad, and your level is similar to that of two laid-off colleagues, then I suggest you compare the above three characteristics of employees who are easy to be included in the layoff list. If you are a positive, good at learning and strong in execution, there is no need to worry. Even if you leave this company, you can find better development on your own. If so, let's change from now on.

Layoffs are never the worst performers, but often the ones with the lowest cost performance.

Let's look at two oligarchs first. The person with the best performance, that is, the most expensive person, needs the company to pay more costs.

But as sales champions, they often have good sales ability and can continuously create profits for the company. To some extent, they depend on the company's income. Naturally, these people will not be given priority in the layoff list.

The person with the worst performance, that is, the cheapest person, the company only needs to pay the basic salary, and those with no performance or little performance are often the company's reserve forces. They need little investment from the company, but once they start a single company, they are also very profitable.

Just like luck, you can open a few orders, so the people with the worst performance are never the targets of being laid off, but the main people who leave voluntarily.

You know, if layoffs are adopted, companies need to make labor compensation, and fool companies will do so.

As a salesperson, if there is no performance, there will be no commission, and people will be looked down upon and laughed at by the leaders, and the probability of leaving the company automatically is greater.

Of course, the voluntary resignation here is implied by the leaders to a certain extent!

Therefore, layoffs will neither choose the most expensive person nor the cheapest person.

Then why do layoffs choose people with poor performance?

What people who do sales management fear most is that the performance of those groups has never been good or bad. It's a pity to persuade them, but there will be no progress without persuasion.

People get grades every month, and you can't stop them.

But the performance has been very stable, but what the company wants is performance growth.

Reasoning can only kill these people!

After killing the middle person, the customer resources are allocated to the sales champion and the people at the bottom of the sales.

Sales champion can further increase performance!

Those who are at the bottom of sales can still try their luck and try to be "people with poor performance".

This is a cycle. If the sales champion is not well maintained, he will become a person with "poor performance" and then continue to be laid off by the company.

Repeatedly, stimulate performance growth.

Some people will say, isn't it generally the last elimination system?

Yes, as I said before, if a person is always at the bottom, he will leave without caring about himself, and there is no need for the company to start work.

The company mainly aims at the middle part of the population whose performance has been not good or bad.

Let me give you a small example: last year, our company called 1 employee with the best performance to the office, and it took about 1 hour for that employee to come out with red eyes, and then the company sent a notice saying that this colleague resigned for personal reasons. Everyone can't believe it. How can you resign with a monthly salary of 1.5 million? The company must have fired. What I'm telling you is that he was really fired. He also signed a horizontal competition contract with the company and was not allowed to enter the business for two years. The company nominally gave 65438+ million, but actually didn't give a penny. In addition, he also retired his salary for two months. The reason is that he disclosed our customer information and price to his opponent. If the company asks him to complete the above agreement, he will resign. Otherwise, the company will call the police and report it truthfully! I know, because I will be the assistant manager then! The company didn't call the police because he contributed a lot!

I said this example just to say that many things should not be confused by the surface. You don't know what is behind it. So what should you do next? Let me talk about my suggestion.

1: Forget it. You just need to remember one thing. The person who was fired from the company must be that the company thinks this person is worthless to the company (of course, it does not rule out that these two colleagues want to be laid off. After all, there are not only compensation but also unemployment benefits when being laid off, so when many companies want to lay off employees, people who want to be laid off will find relationships, so don't have too many ideas, just keep working!

If you want not to be laid off in the company, you must not only have the ability, but also learn to deal with people. Although there are no friends in the workplace, you should not appear to treat your enemies. Basic social etiquette is still necessary. After all, the company pursues team spirit. If the company thinks that you will affect team harmony, it will also use WeChat. Unless your ability has reached the point where the company needs you, you might as well join the group!

3. Poor performance doesn't mean no, just like Zhu Shanshan in the TV series "Anjia". She hasn't paid her bill for three years, but she is still at work. She didn't pay the bill in the store, but she also has her own useful side. Although her role is only to make those men laugh, it also plays a positive role and inspires others!

Conclusion: In the workplace, we just need to do our own thing. Don't give yourself invisible pressure just because someone is fired. I think that man is better than himself and has been fired. What should I do? I don't think so. As long as the company doesn't tell itself to lay off employees, or doesn't resign itself, then work hard day by day in the company and constantly improve its ability!

In fact, layoffs are never really linked to performance, because the essence of layoffs is the redistribution of interests after struggle; But on the surface, layoffs like to be linked to performance, because we need to find a reason that employees can basically recognize and accept. In other words, "performance" is just one reason. It doesn't matter if it works.

1, Lao Wang has the best performance, and Lao Wang has been laid off!

The real reason: although Lao Wang has the best performance, his salary is also high. Lao Wang has a monthly salary of 25,000. Including the year-end award and the social security accumulation fund paid by the company, the company's employment cost is as high as 600,000 yuan per year. When a young man came up, the company's labor cost immediately dropped to 300,000, and the performance was not much worse!

2, the old horse has a good performance, and the old horse has been laid off!

The real reason: Although Lao Ma has a good job performance, he likes to spread negative remarks and does not please his boss. Every time the boss inspires the team with blood boiling, Ma Lao always likes to tell the whole story when chatting with these team members in private, which is very unfavorable for team cooperation.

3, Lao Zhou's performance is good, Lao Zhou was laid off!

Lao Zhou and team manager Lao Huang were colleagues before, and their ability, experience and prestige were no worse than Lao Huang's. After Lao Huang became a manager, Lao Zhou lived carefully, but Lao Huang still felt uncomfortable. Now there are a number of layoffs in the company, and Lao Huang naturally thought of Lao Zhou first.

Lao Kang is looking forward to layoffs every day, and the opportunity has come!

Lao Kang wanted to resign from the company for a long time, but he offered to resign without pay and had to wait for the company to lay off employees every day. In order to be laid off, Lao Kang even sent two bottles of Maotai to the manager Lao Huang. Now that there are finally layoffs, Lao Huang naturally gave it to Lao Kang first, so that Lao Kang could leave comfortably with compensation. Lao Kang in the province was in Cao Cao's heart every day, and in the Han Dynasty, he was perfunctory about his work.

Xiao Wang is an excellent employee, but he was laid off!

Xiao Wang performed very well and was also rated as an excellent employee. The boss of the company talked to him and wanted him to switch to sales. Xiao Wang didn't agree, so he had no choice but to lay off Xiao Wang. Because of Xiao Wang's original distribution department, the company decided to build a sanctions system and outsource all the distribution, so there is no need to keep any internal staff.

For you:

1, just work hard, and layoffs are not a bad thing. To tell the truth, at least half the employees in our company are waiting to be laid off by the company, but unfortunately they can't be laid off. Redundancy compensation is optimistic. Being laid off by the company is better than being forced by the company by various means.

2. Don't talk about it. Developing one's own abilities and contacts is more important than anything else. Take our company as an example. Those who were laid off immediately found new jobs with higher positions and salaries. Of course, this is because our company is a leading enterprise in the industry, but to a large extent, these employees usually pay attention to improving their abilities and accumulating contacts.

For example, an employee of our company was laid off and made a phone call to his former leader (his former leader jumped ship to another company a year ago). The former leader said: come to me, I am short of people, and my people are uncomfortable! Wait for me for a month, and I'll lay off two people in the original class and save a seat for you! This is the most real workplace!

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It is said that layoffs are due to business difficulties, increased costs and reduced income. The ultimate essence will still fall on the essence of interest redistribution. We must get rid of misunderstanding. Some companies' assessment criteria are not based on one level of performance, so the person with the worst performance in a company is not necessarily the person with the lowest comprehensive score. Of course, he will not be laid off, which is normal.

Looking at the layoffs of various companies, we find that these two kinds of people will take the lead in the layoff list.

1. Easily replaceable employees

Many people's work content is often not so complicated. Others will inherit you if they learn more. After your work content or work plan is taken out, others will know how to do it. You are not the only one who can do it. The company can still operate normally without you, and there will be no stagnation, so your position in this company is in jeopardy. Because you can't play an irreplaceable role at this time, such easily replaceable employees are the most common in the process of layoffs.

2. Employees with low market value

What is market value? Simply put, you are the person who creates value for the company through professional skills. People who can achieve high income for the company are generally either well-paid or in higher vocational colleges. The cost for companies to support such people is very high. When the company's performance declines and you can't save it, the company may no longer support you. For example, if someone gives you 30,000 yuan a month, you are expected to earn 60,000 yuan, but you actually only earn 1 10,000, then can people use this money to recruit more people and hit people?

In the face of company layoffs, we should position ourselves and see if we belong to the kind of person who can neither provide income for the company nor be easily replaced. Now the company has started to lay off employees, but it hasn't affected you yet, so you must be prepared for danger in times of peace and make a risk assessment for yourself. So how to carry out risk assessment from several aspects?

1. Is the career planning clear?

Career planning does not clearly indicate that you do not have enough sense of crisis, or that you have been lying in a comfortable and safe work area. Career planning simply means that you need to know what industry you should look for, what position you should look for and what salary level you should look for. Without a career plan, you don't know what you will do after being fired, which means you are really dangerous.

2. Your own debt level

Debt level means your ability to resist risks. If the company lays off employees, how long can you support yourself in the case of unemployment? Is there any mortgage, car loan, family expenses? These are all questions that need your consideration. One of the most important questions is whether you can guarantee your state under these pressures. Not everyone has a strong ability to resist risks, so you should make some necessary preparations before the company lays you off.

Generally speaking, the road to earning money by working is not smooth. As the saying goes, people who have no long-term worries will have near worries. We should learn to be prepared for danger in times of peace and actively build our own core competence, so as to dispel the worries of being laid off.

Are you worried about being laid off? Although many pragmatic enterprises are now based on competence, if you want to stay in the enterprise, you must first learn to be obedient. The company you mentioned laid off employees, but left the one with the worst performance. It is likely that he is the more obedient one. This truth I realized has something to do with my classmates' career experience.

She is a person with strong economic ability and personality. She often refutes the opinions of the leaders, but she is upright. There were three people in the finance department at that time. After her leader was promoted, the company needed to recruit a new CFO. Why didn't you get promoted from the three of them? I analyzed the reason with her. After the leader was promoted to vice president of the company, he didn't directly promote you. First of all, he thinks you are incompetent. Second, you usually refute him. He said nothing, but he was very concerned. But in her usual work, my classmates think that she is more capable than the other two colleagues, and she has solved many financial problems. Her leader once said that it would be perfect if you had a higher EQ. Although they are obedient, their business is really a weakness. (Her other two colleagues) But the students never take it seriously.

Later, the new leader came, and my classmates remained the same. Whenever she has a different opinion, she immediately shows it on her face. Once, she questioned that the business handled by the new leader was not professional enough. The new leader didn't say anything. Once the new leader gave her a task to walk around Beijing for three hours. When she arrived at the client, she found that the client was waiting for her to do business in the company. She was very angry and thought that the new leader was playing her.

She came to the company angrily and quarreled with the new leader in front of the customers, saying that she did it on purpose. The new leader took his time, let alone distinguish, just looked at her with a smile. At that moment, she suddenly understood.

The new leader knew that she was impatient and deliberately angered her with this move. When she lost her temper, the new leader had a legitimate reason to fire her. Because the old leader also knows her personality, she also expresses her emotional dissatisfaction in front of customers, which affects the office environment of the company. These three points are enough to make her irrefutable!

Sure enough, the old leader said, I know your personality too well, and it is difficult for me to do it.

My classmate was forced to leave his job. Now she is in a new company. She said that the strange smile of the former leader was a wake-up call for me, career and life. In a company, the most important thing is not ability, but the ability to be an obedient person. My two former colleagues were not so good, but they were obedient and had a good life. I heard about the salary increase.

We have heard the word "obedient" since childhood. Listen to the teacher at school, so as not to be isolated. At home, you should listen to your parents, so that you can get delicious food. In the end, I still have to make my own decisions to mix the society, thinking that I can listen to myself, but I still can't. I still need you to listen. But "obedience" in the workplace has special significance.

1, know your career orientation.

2. Moderately express opinions.

3. Be humble at work.

Don't take the so-called leader seriously if he doesn't talk about things with others.

5, has nothing to do with their own interests, less talk, not true.

Two colleagues were laid off, but the one with the worst performance got along well. This is actually a false proposition. At first glance, it seems to be an unreasonable phenomenon, because there is a distractor "performance", and employees with poor performance will often be eliminated by enterprises first, so everyone's inertial thinking will think that this phenomenon is abnormal.

Actually, it's not. As long as we jump out of the trap of inertia thinking, it is easy to understand this phenomenon of layoffs from a macro perspective. For example, employees who talk about performance are often sales. In addition to sales, there are of course many colleagues from other functional departments in the company. To judge whether their work ability is excellent or not, it is not necessary to pay attention to performance, but to the assessment indicators and evaluation standards applicable to them. Therefore, when it comes to laid-off colleagues, it is narrow and unscientific not to take performance as a criterion to measure whether a person will be laid off.

According to common sense, if you are in the sales team, enterprises often adopt the optimized talent model of the last elimination. This mode of layoffs often gives priority to cutting sales with poor performance and leaving sales with excellent performance. Everyone can understand that better sales can bring more profit space for enterprises, so it is obviously not suitable for this scenario.

However, in the subject's question, we didn't explain what kind of posts the two laid-off people belonged to and how their working ability was, but we can feel that the two laid-off people are better than the employees who are still working to some extent. If they are employees engaged in sales, we have analyzed that their ability should not be very good, otherwise their performance must be poor, so even if their performance is better than this poor employee, there will not be much difference. To judge whether the sales staff's ability is excellent, in addition to performance appraisal, there is also the assessment of professional ethics. Here, I must give an example of my previous company, which happened to be laid off with slightly better performance, and the poor performance was left behind.

Finally, it was discovered by the company that newcomers who are dishonest during the probation period will definitely have more troubles after they become full members, so they were fired before the probation period. This is a typical phenomenon of "cutting off the chicken head and leaving the chicken tail" in the sales team. If the ability is not good, it can be improved through training. However, if professional ethics and ethics are taught by enterprises, the training cost of enterprises will be higher. More often, such employees will get out of control, causing unnecessary employment risks, and more seriously, they will contact their peers and run away from their company's list.

For excellent enterprises, they will still spend more money to retain employees, whether through salary increase or welfare, and of course, they will take relatively effective ways to reduce uncivilized behavior of employees in the workplace.

If the two laid-off people do not belong to the sales team, we have already discussed this situation, because it is not their performance that counts, so it is meaningless to confuse the two.

To sum up, looking at every phenomenon in the workplace needs to look at the essence through the phenomenon, because the phenomenon often makes us look at things one-sidedly, which leads to situations that we can't understand. For example, if we only look at the subject from the perspective of performance limitation, we will certainly feel that this phenomenon is unreasonable, but we can look at this phenomenon objectively and understand it from a broader perspective, or we can understand the reasons for layoffs and the departments where the laid-off people are located.

According to the situation described in the question, our specific analysis is as follows:

This is very important. Because starting from the normal rules of a company, the first person to be laid off must be the person with the worst performance. Not to mention modern enterprise management, in the essence of China ancient culture, the origin of the word "rules" is actually too deep. Enterprises that don't talk about "rules" are bound to have big problems.

1. If the management doesn't lay off the person with the worst performance, it's because this colleague has other bright spots that the company needs in a certain angle or stage. Although his performance is poor, the starting point of the company's approach is understandable. For example, this colleague with poor performance is particularly loyal to the company. Although the performance is poor, it is not suitable for sales, but you can consider changing jobs. Of course, this is only a hypothesis, and it is very important to find out the real reason.

2. If the colleague with the worst performance is not laid off because of nepotism or personal friendship with management, the colleague with better performance will be laid off instead. Then this situation should be thought deeply: a company that wants to grow and develop has its rules disrupted, and once the rules are disrupted, it is difficult to recover. A company that doesn't pay attention to rules is difficult to develop. After careful consideration, if it is determined that this company has no hope, it is determined to jump ship.

Don't be nervous, even if there are layoffs around you.

1. Calm down and analyze your competitiveness in the company and get to know yourself clearly. If you have been working hard, your performance is excellent and your leaders agree with you, then there is no need to care about the layoffs around you. If the average performance is average, you should think about it. What's the problem? If you don't go all out or pay attention to methods, you should correct the problems as soon as you find them, let alone promote and correct your own work.

2. Comprehensive analysis of their competitiveness in the industry.

Combine your education, age, position, professional skills, experience and other factors to comprehensively analyze your competitiveness in the industry. If you need to change jobs, do you have enough competitiveness and a suitable place to go?

Riding a horse to find a horse, contact the next home. Don't pat your head and quit. There's no point in leaving.

1. Even if you are riding a horse to find a horse, don't fool around in your current company. As long as you are in your post, it is good to do a good job for a day. This is a basic professional accomplishment, very important!

2. From beginning to end, you must make a good handover in the original company and leave a good reputation.

Concentrate on doing your own work, improve your performance, and strengthen your personal competitiveness, so as to cope with changes.

The above views, I hope to help you. Thanks for reading.

In fact, you have to understand that the factor of layoffs is a comprehensive factor in many aspects, not performance.

I understand that you may be a little confused now. Before, you always thought that performance was the only way to keep your job, but when you saw a colleague whose performance was not the worst, you suddenly felt that you didn't know what to do.

At work, there are many factors that affect layoffs, which may be performance, high salary, bad relationship with leaders, or even no reason at all with employees. It's just that the company is going to lay off employees, and being laid off is just bad luck.

On the other hand, the person with the worst performance was not laid off, probably because he had other advantages. For example, he has other resources, contacts, specialties and so on that can help the company.

I don't want to talk about the factors that affect layoffs. I just hope you can understand that the workplace is not black and white, and judging a person is not just performance. Although in our basic values, we will simply think that performance is the most important thing in our work, which is true, but there are other equally important things.

This problem of the subject can be analyzed from several aspects.

The reasons for layoffs in enterprises are nothing more than the following: