The “peanut butter method” of spreading dismissals or hiring freezes uniformly across an organization, rather than targeting specific areas or departments, can be a problematic strategy. This approach can lead to inefficiencies and ineffective allocation of resources, as well as demotivating top performers and key employees.
It also ignores the relative importance and contributions of different parts of the organization, and may result in the loss of important skills or capabilities.
It’s generally considered better to take a targeted and strategic approach when making workforce reductions or hiring freezes in order to minimize disruption to the business and maintain the organization’s overall performance and capabilities.
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