Meta extends the ranks of its highest rated employees in their performance reviews in the middle of the year, months after dismissing nearly 4,000 employees labeled with low performers.
Managers are told to put more employees in its level “lower than expectations”, the lowest performance bucket, during this year’s performance reviews, according to a shared service note on the meta internal forum on May 14, viewed by Business Insider. For teams of 150 or more, Meta wants managers to put 15% to 20% of employees in the lower bucket, compared to 12% to 15% last year.
The enlarged range includes employees who have already left the company as part of “unregecible attrition”, META’s mandate for staff considered non-critical to operations, including those who have resigned or were dismissed for underperformance.
The mid -year performance review process is “an opportunity to make release decisions,” said the note. He added that “there will be no business performance endings, unlike the earliest this year”, and that managers should manage the performance of their reports.
Managers can select employees for performance cuts according to criteria including a note “lower than expectations” in their environmental examination, if they were officially disciplined in the last six months, or if they had a case “Relations with employees” in the first quarter. These cases are when an employee was on a plan to manage his performance.
The examination process is expected to start on June 16 and conversations between managers and performance employees are scheduled for July and August.
The change comes only a few months after Meta dismissed nearly 4,000 employees – around 5% of its workforce – on their performance. Internal documents seen by Bi earlier this year have suggested that such layoffs could become an annual element, CEO Mark Zuckerberg telling the staff he had “decided to raise the performance management bar” and move more quickly to “move low performance”.
Meta refused to comment.
The new living in life targets echoes a moving meta made at the end of 2022, when it almost doubled the share of employees placed in its lowest performance categories during annual journals. At the time, managers were invited to classify up to 16.5% of staff as sub-performants, against the previous beach from 7% to 12%.
As with the current living cycle, this figure included employees already marked for unregecable attrition. The company also told managers to be more rigorous when the employees are assessing at the limit between performance levels.
The repeated tightening of the performance review criteria underlines Meta’s efforts to reshape his work after years of survival. Meta leaders have increasingly used performance management as a mechanism to rationalize teams and reduce costs. Meta’s human resources leaders highlighted the need to “move faster” in the management of sub-performants so that new stronger talents can be brought.
The Meta movement reflects a broader trend in the technology industry, where companies pay their concentration on performance, while doubled the investments of artificial intelligence. Earlier this month, Microsoft said that it would reduce around 6,000 roles-around 3% of its global workforce-with the aim of reducing intermediate management layers and increasing the coders’ ratio to non-codeurs on projects. At Google, CEO Sundar Pichai told employees at the end of last year that the company had reduced its 10% management ranks as part of an efficiency thrust.
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