“You’re our best performer, so you’re safe.” Plenty of employees have heard a version of that line from their manager, and plenty have doubted it. A post in Reddit’s r/managers community has struck a nerve by asking the question directly: are top-rated employees really protected when layoffs arrive? The poster says their manager has always promised they would never be cut, since they have been the highest performer every year. But after reading online accounts suggesting that performance often plays little part in layoff decisions, they wanted a manager to settle it. Here is a five-part look at the question and what it reveals.
The question that started the debate
The original poster said their manager has repeatedly reassured them that, as the top performer every year, they would never be laid off. The poster could see why cutting star employees would hurt morale across the organisation, yet found the promise hard to believe given what they had read online. They also noted that some companies, such as Meta, openly say their cuts are performance-based. What they wanted was a plain answer from people who actually make or influence these decisions.
Why performance does not always decide
Layoffs are often driven by business needs rather than individual ratings. Companies may shut down a product, close an office, merge teams, cut a budget or exit a market, and every role tied to that decision can be affected, no matter how well the person did. In such cases, the question is less “who is the weakest employee?” and more “which work are we no longer doing?” That is why even excellent employees can find their roles eliminated through no fault of their own.
Here’s the post:
“Performance is often a factor in layoff decisions. In many ways, low performers are the “low-hanging fruit” of layoffs.But it’s not the only factor or even always a factor. Layoffs are always about saving money. Oftentimes, there aren’t enough low performers, or they’re not in the right places to achieve the savings target.Sometimes it plays out that the highest-paid employees are laid off, and often times those can be high performers. Sometimes, it saves the most money to cut an entire group, office, or facility, and then everyone there is laid off regardless of personal performance.”
When performance does matter
That said, performance is not irrelevant. When a company needs to reduce headcount within a team that continues to exist, managers and HR often look at ratings, skills, experience and the importance of the role. Strong performers tend to be harder to let go because they are costly to replace and valuable to the work that remains. So top ratings can improve your odds, even if they cannot guarantee anything. Practices differ across companies, industries and countries, and some regions have legal rules that shape how selections are made.
Why a manager’s promise has limits
A manager’s reassurance may be sincere, but it is not a contract. Layoff decisions are often made at senior levels, sometimes with limited input from direct managers, and managers may learn of the final list only shortly before employees do. Confidential planning also means that even a well-meaning manager may not know what is coming. Treat a promise like this as a good sign about how your manager values you, not as a promise about the company’s future.
How to protect your career
Strong employees can still prepare calmly without being anxious. Keep your resume and a record of your achievements up to date, and build relationships beyond your immediate team. Learn skills that are in demand, understand how your work ties to the company’s priorities, and keep a modest financial cushion if you can. Maintaining a professional network helps too, since many opportunities arrive through people. Being ready is not disloyalty. It simply gives you more choices if the unexpected happens.
Disclaimer:
This article is intended for general informational and career guidance purposes only and is based on a publicly shared Reddit post, whose details and replies have not been independently verified. Layoff practices vary across companies, industries and countries, and employment laws differ by region. This article does not constitute legal, financial or professional career advice. Employees with specific concerns should consult their HR department or a qualified professional.