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{{a|hr|{{image|Squid Games RIF|png|}}}}{{d|Reduction in force|rɪˈdʌkʃən ɪn fɔːs|n|}} (Also “'''[[RIF]]'''”) | |||
The | |||
The permanent removal of headcount — mass [[redundancy]] — usually targeted at that sweet spot in the organisation whose own reports aren’t so ''useless'' they can’t get by without meaningful supervision, and who aren’t so ''senior'' that they get to make decisions about who should be subject to a [[RIF]]. | |||
Usually, therefore, it is a means of taking out a swathe of mid-ranking [[subject matter experts]]. We of the [[Morlock|guild of mid-ranking subject matter experts]] find this fact rather ''chafing'', to say the least. | |||
We have a view that an organisation which needs a periodic [[reduction in force]] is not properly managing its human resources month-by-month. | |||
the JC has a view that [[system redundancy|systemic redundancy]] in a [[complex]] organisation is, at some level, quite a good thing; a [[reduction in force]] is an ''elimination'' of redundancy, and is therefore more fraught than it should be. Elimination of ''superfluous'' redundancy is one thing, but over what period should we measure superfluity? If [[Credit Suisse]] is any guide, it is [[Archegos|something like ''250 years'']]. | |||
{{sa}} | |||
*[[System redundancy]] | |||
*[[Lateral quitter]] | |||
*[[Mediocrity drift]] | |||
*[[Performative governance]] | |||
*[[La Vittoria della Forma sulla Sostanza]] | |||
{{ref}} |