As layoffs, especially in the tech sector have been increasing throughout the summer and early fall, I thought I’d offer a bit of advice to those on both sides of that equation. Google, IBM, Microsoft, Amazon, PwC, Nike, Blackrock and many more are in the news these past few months announcing restructuring; as a veteran of a fair amount of managing such activity, here is my best advice:
For those experiencing layoffs or job displacement of any kind:
- Your new job is finding your next job. While it’s ok to take a few days to decompress (you should), make sure a few days doesn’t turn into a few weeks. Get after it with a fresh resume, a renewed LinkedIn profile and think about how, when, where and why you will apply for jobs. Be methodical and avoid using AI on applications. Be authentic. Consider going to industry or networking events you might never have gone to before – yes even conferences you must pay to attend. You may make some new friends in the same boat and get some intel on the industry and new trends.
- There was a recent trend of people announcing their layoffs on Linkedin with long dramatic posts about the experience. My advice is to resist any temptation to do that. Posts should be primarily positive when you are in a job search. What are you learning? Who have you met in your networking efforts? Sharing interesting information on a topic in your discipline? There are plenty of positive topics to post about. Save the venting for chats with trusted friends and family.
- Look into some practical training applicable to your function that will help you update your skill set while you are looking; it doesn’t have to be a degree or a big undertaking. There are plenty of online certificates and certifications available and this is a good use of your time while looking, and will provide you some interesting things to talk about in your interviews. Seeking training is a good sign of a growth mindset. Use your alma mater as a starting point and see what they have available, perhaps for free. At a minimum you can use Linkedin Training, Youtube or the one of the free online platforms to start.
- A point of view on the role of Artificial Intelligence: yes it will disrupt some jobs and it will create others. What we know for sure at this point is that those who understand how to use AI will be better situated as the AI story unfolds. So add to your learning agenda the need to learn how to apply AI in your field of work. If you are not currently using it in whatever your work routines are, it’s a good time to start learning.
- On the practical side, start thinking about whether you can change any situations that make you less likely to get offers. Are you willing to relocate at all? Within certain limits? Start thinking that through. For now perhaps suspend your remote work preferences and focus on getting the offer. As the market starts to favor employers you should start playing to their preferences instead of your own. The pendulum will swing back later, for now focus on the next role and if they want you there physically, show up.
- Consider different industries especially if you are in tech. There are plenty of traditional industries that may value your skills more than the sector you’ve been in. Be open to that. In my previous role as a CHRO we had a number of Silicon Valley escapees join us in St Louis, and they were thrilled with the upgrade in their living standards; like many, myself included, they have learned to love this historical and underrated city.
- Life will go on and you will land; you will have learned about yourself and grown in the process. That saying about the stuff that doesn’t kill you making you stronger is true if you adopt a growth mindset.
Advice for Companies doing or considering layoffs, tech sector or not
- Always always always respect the dignity of those affected by lay off decisions. Make the announcements in person and with compassion. Be personal and give them time to absorb the message. Cold, fast and impersonal announcements (including those via zoom, text or email) are clueless and those advising that tactic are socially defective. I have family members that were abruptly handed a box for their belongings and a walk out with an awkward manager during layoffs back in the Great Recession, after decades of service. There really is no excuse for that sort of thing, and it reflects poor leadership and cowardice. Treat the people like you’d want them to still buy your product or service, even after the departure.
- Leaders should take responsibility for the decision and be succinct. Do not make it about you. Deliver the facts and the pertient information and offer regret and you then hand it to the HR professionals.
- HR People: these are make or break moments for your company and for you as a professional. If you do not know what you are doing, seek advice from those who have done it effectively.
- Evaluate your workers affected, the degree of surprise and how much support they will need. Provide the support whether its extra HR people or professional counselors. Some will be surprisingly ok with the decision. Others may go to pieces. Plan on all possibilities.
- Separation pay should include options for transition assistance and counseling.
- Compliment your departing workforce. Speak well of them. You hired them after all and they can still be fair emissaries of your organization if you treat them with respect. Layoff decisions are always the responsibility of leadership and sometimes dire market conditions. Don’t blame them on your employees. I have noticed several tech firms recently stating publicly that they are upgrading their workforce in recent announcements. I would call this low brow, low class and piling on to people already dealing with distress.
- Your remaining workers will be watching how you treat those leaving. This will be a defining moment for you and your organization. They are friends with those leaving. Further, you will need to attend to them afterward as previous workloads are sorted and absorbed. You will need to manage the aftermath with close attention. Once the layoffs are finished, the work is really just beginning in many ways.
- Learn to adjust your organization on the fly going forward so you can avoid these large layoff events. Constant tweaks are the way. As a great boss of mine once said ‘everything is on wheels’, meaning we can change our structure and upgrade skillsets to suit our competitive situation – constantly.
