Minimizing Staff, Maximizing Profit
Layoffs, cutbacks, downsizing. A cause for doom and gloom? Maybe not. Sometimes leaner is meaner and less is more.
Layoffs, cutbacks, downsizing. A cause for doom and gloom? Maybe not. Sometimes leaner is meaner and less is more.
Layoffs, cutbacks, downsizing. Almost every Internet company has gone through this process in the last six months. The press and industry pundits have spun this as a bad thing, that somehow the restructuring of the Internet workforce is a cause for doom and gloom. Well, maybe I’m crazy, but I think it is one of the best things that could have happened to the Internet and the new economy it has created.
More People = Less Accomplished
Have you ever gone into a company and wondered what everyone is doing? Have you ever been perplexed about why at an Internet company of 250 people, at least one-fifth seem to be doing little or nothing at any given point?
The answer to these mind-numbing questions and others like it can be answered by something I like to refer to as Kuegler’s Law of Internet Diminishing Returns. Here is the law in its simplest form: After the first 10 employees, every person that you add to a software-development company or pure-play dot-com will actually add productivity of only one-fourth of a person. That means that, on average, 75 percent of every person’s capability and productivity is wasted above the 10-people maximum.
Don’t believe it? Take a look at the classic book “The Mythical Man-Month: Essays on Software Engineering” by Frederick P. Brooks Jr., a must-read for anyone involved in any phase of managing people in the technology world. Brooks discusses the inefficiences inherent in having a large group work on a single project. His observations and Kuegler’s Law of Internet Diminishing Returns account for why a team of 30 programmers produces less quality code than a team of 5.
What’s Up With That?
What accounts for such inefficiency? The reason actually has many different components, so let’s tackle them one by one.
Getting Lean to Stay Alive
Here’s one of the stories that inspired the formulation of Kuegler’s Law of Internet Diminishing Returns. A software company that produced application service provider (ASP) software for the marketing business had 50 employees and was not profitable. Its funding was going to run out in three months, and the company would disappear if radical changes weren’t made.
By reducing the staff to eight people, the company was able to stretch its funding for nine months. Though the company principals were worried about reduced productivity, a better product was produced faster with the smaller, more nimble team. This company now has a fighting chance for profitability.
How was it able to cut out such a large chunk of personnel without hemorrhaging? First of all, of the 40 or so employees let go, one-third were midlevel managers. These employees were the ones most likely to be caught in the “many meetings, little work” trap. About 10 percent of the employees let go were not comfortable working at Internet speed. They came from large, established companies and were truly bad hires because they were not accustomed to producing in a start-up environment. In addition to this, at least five employees were not at all involved in the sale, production, or marketing of the company’s products; they were supporting the rest of the overgrown staff. When the staff was reduced, it was easy to lose these people and not lose productivity.
Although many people see the current wave of dot-com downsizing as tantamount to an implosion of the entire U.S. economy, I see it as a positive thing. Many of the companies should have never gotten funding, and many of those people should have never been hired in the first place.
Don’t get me wrong. There are definitely times when companies need to hire people, and it is clear that certain Internet companies need more than 10 employees. (Just imagine a 10-person Amazon.com!) But entrepreneurs should think hard before making hires. I usually describe it in this manner to managers: If you think you need to hire five people, figure out a way to do it with three. They usually surprise themselves with the results.