- Mark Zuckerberg told staff that Meta will make “more “extensive performance-based cuts.”
- In an internal memo shared Tuesday, Zuckerberg said impacted staff would be informed on February 10.
- Last week, Meta said it would roll back DEI initiatives and get rid of third-party fact-checkers.
Meta is planning to make performance-based cuts to its workforce, Business Insider has learned.
Mark Zuckerberg has told employees he “decided to raise the bar on performance management” and act quickly to “move out low-performers,” according to an internal memo seen by BI.
The Meta chief wrote in a post on Workplace, the company’s internal forum, that the company will make “more extensive performance-based cuts” during this year’s performance review cycle.
Two Meta employees told BI that the company kickstarted its annual performance review process last week by having employees submit their self-reviews, peer reviews, and manager reviews.
Meta last week said it would dismantle its DEI-focused team and scrap diversity programs in its hiring process. The company’s vice president of human resources, Janelle Gale, said in the memo announcing the changes that the term DEI has “become charged” partly because it is “understood by some as a practice that suggests preferential treatment of some groups over others.”
It also made changes to its content moderation policies earlier that week, including getting rid of third-party fact-checkers in favor of a community notes model similar to X.
Meta didn’t immediately respond to a request for comment from Business Insider.
Read the full memo below:
Meta is working on building some of the most important technologies in the world – – AI, glasses as the next computing platform, and the future of social media. This is going to be an intense year, and I want to make sure we have the best people on our teams. I’ve decided to raise the bar on performance management and move out low-performers faster. We typically manage out people who aren’t meeting expectations over the course of a year, but now we’re going to do more extensive performance-based cuts during this cycle – – with the intention of backfilling these roles in 2025. We won’t manage out everyone who didn’t meet expectations for the last period if we’re optimistic about their future performance, and for those we do let go we’ll provide generous severance in line with what we’ve provided with previous cuts. We’ll follow up with more guidance for managers ahead of calibrations. People who are impacted will be notified on February 10 — or later for those outside the US. Letting people go is never easy. But I’m confident this will strengthen our teams and help us build leading technology to enable the future of human connection.
This story is developing. Please check back for updates.
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