What Managers Look for When They're Secretly Deciding Who To Let Go - MAC090

More often that you realize, when a manager is asked to create a list of people to lay off, they are rarely given much time to think about it; they are just given a target number and a deadline.  When they have to react quickly, there a few criteria that they instinctively use to determine who goes and who stays.  What can you do to make sure that you aren't on that list?

 

The first thing to realize is that there are no short term fixes.  The steps to take to protect your job start TODAY.  In Episode 068 (https://www.managingacareer.com/68), I cover some techniques that can help you identify upcoming changes and use them to maximum benefit.  Using these techniques, you can often predict an upcoming layoff, but even with that knowledge, by the time you recognize a pending layoff, it's already too late to do anything about it.

 

When it comes to layoffs, there is very little that can ensure job safety.  But, if you understand how managers decide who to put on the list and who to keep off, you can give yourself a fighting chance of staying off the list, so let's take a look at what usually factors into a manager's decision.

 

Do people know who you are?  If your manager were to be asked to name everyone on their team, are you one of the first names that they think of……or one of the last?  While it's possible for your name to be front of mind for your manager just based on the work you do, more than likely that isn't enough.  You need to ensure that you remain visible.  Go back and review Episode 081 (https://www.managingacareer.com/81) for more strategies for being visible within the organization.

 

How easily can you be replaced?  If you bring something unique to the team, it's a lot harder for your manager to let you go.  Lean into that strength and find ways to amplify that message.  If you are one of three or four different team members who can do the same work or if your work can be automated, how likely is it that your manager will look your direction to make the mandated cuts?  Episode 076 (https://www.managingacareer.com/76) Developing Skills would be a good place to start for building skills that make you unique.

 

Does your manager trust you?  I covered this very topic in Episode 31 (https://www.managingacareer.com/31).    Your manager is much more likely to keep you off the list if they view you as a solution to a problem and not someone that causes problems.  If they trust you to do what is needed with very little guidance from them, you free them up to focus on other duties.  When it comes to layoffs that's valuable to someone who is anticipating having to take on additional duties.

 

How do you fit with the team?  If you support the team in a way that brings up the energy or morale or productivity, that is something that will have even more importance when the team shrinks.  If you don't engage with the team and are more aloof, the team may feel some level of sympathy for you, but overall, they won't necessarily miss you.

 

And the last criteria that managers secretly use to evaluate the team is the potential for future contributions.  Businesses continuously evolve.  If you are viewed as someone who is ready for the next shift in technology, they will be more inclined to want to keep you.  Staying abreast of the latest technology and ideas is the way forward.  For example with AI being the current hot topic, in episode 078 (https://www.managingacareer.com/78) Future Proof You I cover how you can leverage it in your job.

 

 

None of these guarantee job safety.  You may be visible, but that will just amplify any recent mistakes no matter how minor.  You may be irreplaceable, but the function you perform is going to be eliminated.  You may be trusted, but your second level manager mandated that you be on the list because he doesn't value the work you do.  You may be the glue that holds the team together, but people question your dedication to the work.  So, if, in spite of your standing, you find yourself on the list, go back and review Episode 053 (https://www.managingacareer.com/53) for how to recover from being laid off.

 

The good news is that these same criteria are the ones that leaders look for when it comes time to give out promotions.  Promotions go to those that are visible, contribute unique skills, are trusted, lift up the team, and have future potential.  So, putting together a plan to address them will serve a dual purpose.

 

 

A career coach can help you build the skills you need in order to implement these strategies to keep your name off of the list and position you for a future promotion.  If you need a career coach, reach out to me via the  Contact Form at ManagingACareer.com (https://www.managingacareer.com/contact/).  I'll schedule an introductory session where we can talk about your career goals and determine if we would be a good fit for coaching.  If we are, we can arrange regular sessions to help you put your career on the fast track to advancement.