I work at one company named in recent headlines, and have friends at some of the others. These layoffs have been decided at levels too high to even know if someone is liked.
Sure, there are cases where the axe is swung broadly, and individuals cannot protect themselves because they were not individually targeted.
However the point of being "liked" is as good s proxy measure as any other. People like working with people they like. Things that get you liked are often related to either overall usefulness (I like, and thus protect, the people who make my day easier).
Like any measure it can be gamed, but it's certainly a measure that doesn't hurt to optimize. (no one was chosen to be cut because "they are well liked")
Conversely being disliked can certainly bump you up the queue.
After a long time in the industry what I like to do now is give each department head a budget target. Then they can decide however they want within that. If they want to then give their own lower managers a budget, great. Or they can do it themselves.
The point is I make each VP / director fight for budget, then once that’s decided, I wait and see what the results are. They may keep a very expensive person or they may keep more cheaper people. Up to them to know who to keep and who to lose.
I do stick my hand in the process occasionally to save someone I like, or have a history with. That’s my prerogative as a leader. But in general I defer to the process.
However the point of being "liked" is as good s proxy measure as any other. People like working with people they like. Things that get you liked are often related to either overall usefulness (I like, and thus protect, the people who make my day easier).
Like any measure it can be gamed, but it's certainly a measure that doesn't hurt to optimize. (no one was chosen to be cut because "they are well liked")
Conversely being disliked can certainly bump you up the queue.