New York — The corporate world is often perceived as a meritocracy where job security and success are guaranteed for those who perform well. However, the reality can be starkly different. High-performing employees sometimes find themselves unexpectedly fired, leaving many to wonder about the reasons behind such decisions. Craig Levey, an employment lawyer, explores some of the most common causes through his viral video on TikTok, which has garnered considerable attention with over a million views.
Levey points out that changes in leadership can play a significant role in the termination of successful employees. A new supervisor or a shift in company management can lead to reassessments of team composition and individual roles. The new leaders may not mesh well with current employees or might see skilled employees as threats to their own positions.
Another key reason for the dismissal of competent employees, according to Levey, is a change in ownership or management. New owners or managers often overhaul the company’s strategies and may deem certain positions redundant or certain employees unsuitable for the new direction the company is headed.
In some cases, high-performing employees become too costly, especially if the company is facing financial difficulties. Employees who have successfully negotiated higher wages may be among the first to go when budget cuts occur. Furthermore, employees who challenge illegal activities or who frequently take leave for medical, mental health, or family reasons might be viewed as liabilities, despite their professional accomplishments.
Levey also highlighted that some supervisors might set impossible standards or expectations for their subordinates. Employees who are unable to meet these unrealistic benchmarks may find themselves out of a job, despite their previous high performance.
The lawyer’s insights sparked discussions among viewers, many of whom shared their personal experiences with being laid off under similar circumstances. For instance, one user commented on how their push for work-life balance led to their dismissal, underscoring how some companies prioritize profits over the well-being of their employees.
These anecdotes underscore a critical point that even outstanding workers are not immune to the sometimes capricious nature of corporate decision-making. This serves as a cautionary tale for employees to not only focus on their performance but also to understand the dynamics and potential volatility within their workplaces.
Levey’s discussion brings to light the complex and often harsh realities of the corporate environment. It challenges the notion that job security is solely based on performance and urges both employees and employers to consider the broader implications of their actions and policies. Through awareness and dialogue, perhaps companies can develop more compassionate and rational approaches to human resource management.