Meta Platforms, the parent company of Facebook, is gearing up to trim its workforce by targeting approximately 5% of its lowest-performing employees, with plans to refill those roles later this year. This decision was shared in an internal memo recently circulated among staff, signaling a stricter approach to performance management.
“I’ve decided to raise the bar on performance management adn move out low-performers faster,” Meta CEO Mark Zuckerberg stated in the memo. “We typically manage out people who aren’t meeting expectations over the course of a year, but now we’re going to do more extensive performance-based cuts during this cycle.”
While Meta has not disclosed specific details about how these cuts will affect its 2,000-strong Irish workforce, a proportional reduction could mean around 100 jobs being eliminated. This latest move follows a series of layoffs as 2022,which saw over 850 employees depart the tech giant.
The memo revealed that Meta aims to achieve a 10% “non-regrettable” attrition rate by the end of the current performance cycle. This includes roughly 5% attrition from 2024, meaning the company expects to let go of an additional 5% of employees who have been with the company long enough to receive a performance evaluation. “This means we are aiming to exit approximately another 5% of our current employees who have been with the company long enough to receive a performance rating,” the memo explained.
Zuckerberg assured impacted employees that they would “provide generous severance.”
This workforce adjustment comes on the heels of several controversial decisions by the company, including the removal of fact-checking in the U.S., the appointment of Republican Joel Kaplan as global policy chief, and the addition of UFC CEO Dana White—a known ally of former President Donald Trump—to the board. Meta has also scaled back its diversity, equity, and inclusion programs, while Zuckerberg has recently emphasized the importance of fostering “masculine energy” within the company.
As of September,Meta employed around 72,000 people globally,meaning a 5% reduction could impact approximately 3,600 jobs. U.S.-based employees are expected to be notified by February 10,with international staff receiving notifications at a later date. Only employees who have been at the company long enough to undergo a performance review will be affected.
Zuckerberg declared 2023 Meta’s “year of efficiency,” initially announcing plans to cut 10,000 positions. Though, the latest memo struck a different tone, focusing on retaining the “strongest talent” and creating room for new hires.“We’re making these changes to ensure we have the strongest talent and to bring new people in,” Zuckerberg wrote in a note to managers.
The Menlo Park-based tech giant, which oversees platforms like Facebook, Instagram, and WhatsApp, will allocate layoffs across its various organizations based on their respective reductions in 2023.
Zuckerberg emphasized that these changes are part of positioning Meta for what he anticipates will be an “intense year” centered on advancing artificial intelligence, smart glasses, and the evolving landscape of social media.
How might Meta’s decision to focus on performance management impact the company culture?
Interview with Dr.Emily carter, HR and Organizational Behavior expert, on Meta’s Workforce Restructuring
by Archyde news, January 14, 2025
Archyde: Thank you for joining us today, Dr. Carter. Meta Platforms, the parent company of Facebook, recently announced plans to cut approximately 5% of its workforce by targeting low-performing employees.What are your thoughts on this strategy?
Dr. Carter: Thank you for having me. Meta’s decision to trim its workforce by focusing on low performers is a bold move, but it’s not entirely surprising. In the tech industry, where innovation and agility are critical, companies frequently enough reassess their talent pool to maintain competitiveness. However, this approach raises vital questions about performance management, employee morale, and long-term organizational health.
Archyde: Meta’s CEO, Mark zuckerberg, mentioned in an internal memo that the company is “raising the bar on performance management.” What does this mean, and how might it impact the company culture?
Dr. Carter: raising the bar on performance management typically implies stricter evaluation criteria and a more rigorous review process. While this can drive higher productivity and accountability,it can also create a culture of fear and insecurity among employees.If not handled carefully, it may lead to decreased collaboration and innovation, as employees might prioritize short-term results over long-term growth to avoid being labeled as low performers.
Archyde: Meta has also indicated plans to refill these roles later this year. What challenges might the company face in rehiring and integrating new talent?
dr. carter: Rehiring after layoffs is always a delicate process. Meta will need to ensure that its recruitment strategy aligns with its revised performance standards. Additionally, integrating new employees into an existing workforce that has just undergone significant changes can be challenging. The company must address any lingering morale issues and clearly communicate its vision to both current and incoming employees to foster a cohesive and motivated team.
Archyde: Do you think this strategy will help Meta achieve its goals, or could it backfire?
Dr. Carter: It depends on how Meta executes this plan. If the company provides adequate support to employees during the transition, maintains transparency, and ensures that performance evaluations are fair and objective, this strategy could enhance productivity and innovation. However, if the process is perceived as arbitrary or overly harsh, it could damage employee trust and tarnish Meta’s reputation as an employer, making it harder to attract top talent in the future.
Archyde: What advice would you give to other companies considering similar workforce adjustments?
Dr. Carter: My advice would be to approach workforce restructuring with empathy and clarity. Companies should ensure that performance evaluations are based on measurable,objective criteria and that employees are given opportunities to improve before any decisions are made. Communication is key—employees need to understand the reasons behind such changes and how they align with the company’s broader goals. companies should invest in programs to support affected employees, such as outplacement services or retraining opportunities, to maintain goodwill and uphold their corporate values.
archyde: Thank you, Dr.Carter, for your insights. This is certainly a complex issue, and your viewpoint sheds light on the potential implications of Meta’s decision.
Dr. Carter: Thank you. It’s a challenging time for many organizations, and I hope Meta’s approach serves as a case study for balancing performance management with employee well-being.
End of Interview
For more updates on this story and other breaking news, visit Archyde.com.
