From Fear to Action: A Guide to Career Transitions

Layoffs are a difficult reality many organizations face during periods of revenue loss and financial instability.

How companies handle the layoff process can significantly impact both employee well-being and the organization’s reputation. According to a Health and Human Services survey, already 84% of people said their workplace conditions contributed to at least one mental health challenge.

This article explores the steps in the layoff transition journey, focusing on how organizations can support their people effectively during this challenging time.

Why Layoffs Happen

Before diving into the support needed, it's important to understand why layoffs might occur. Some of the most common drivers include:

1. Low performance: 30% of layoffs happen when performance isn’t up to par.
2. Over-hiring: 30% result from hiring more people than necessary.
3. Restructuring: 29% stem from organizational changes.
4. Skill gaps: 29% of layoffs are due to mismatches in employee skills.
5. Cost-cutting: 28% are driven by financial pressures.

Understanding these reasons helps HR teams communicate the tough decisions with empathy.

Delivering the News Compassionately

Once the decision is made, delivering the news to employees is one of the most sensitive moments in the layoff process. HR teams must plan carefully to ensure this is done with the utmost care.

Some quick tips from our article How to Conduct Layoff Meetings Compassionately:

• Prepare the environment: Ensure the meeting space is private and conducive to a difficult conversation.
• Adhere to a script: Stick to a prepared script to ensure consistency and clarity.
• Allow time for processing: Employees will experience shock, sadness, or anger, and giving them time to process is essential. (Navigating Emotional Reactions During Layoff Conversations: A Guide for HR Professionals)

The Power of Immediate Support: Moving From Fear to Action

Once the initial shock of a layoff passes, helping employees take immediate action is key to alleviating fear and uncertainty. Here’s how you can support them:

• Provide essential tools: Offer career coaching, resume templates, and skill assessments to help them get started.
• Create an action plan: Guide employees in setting clear goals, timelines, and specific actions for their job search.
• Offer emotional and mental support: Provide access to counseling services and peer networks to manage anxiety and stress.
• Encourage networking and skill development: Help them update their LinkedIn profiles, attend networking events, and explore internal mobility options.

By focusing on action, employees feel more in control and better positioned for positive outcomes.

The Bigger Picture: Barriers to Job Search

Job search burnout is a real challenge. The statistics speak volumes:

• 42% of job seekers report that lack of opportunities is a key barrier.
• 65% of job seekers experience burnout, causing them to pause their search*.

Incorporating strategies to combat these challenges is crucial. Offering guidance on how to ace interviews, negotiate salaries, and understand their market value will provide employees with the confidence to push through these obstacles.

Supporting New Hires: Ongoing HR Engagement

The onboarding process doesn’t end after a new hire starts. Ongoing support helps them succeed and feel connected:

• Regular check-ins: Schedule frequent meetings to address challenges, provide feedback, and ensure a smooth transition.
• Mentorship and peer support: Pair new hires with mentors or colleagues to help them adapt and feel supported in their new role.
• Professional development: Offer opportunities for training and growth to keep employees engaged and developing within their new position.

Supporting Employees Through Uncertainty

The layoff transition journey is not easy, but with the right tools, resources, and emotional support, organizations can help their employees move through this difficult time with dignity and confidence.

Whether through immediate action plans, career coaching, or long-term engagement, these efforts make a lasting impact on both the individual and the organization. By providing robust outplacement services, organizations can empower their workforce, even during times of change.

For more insights, check out our Career Readiness resource hub.

* LHH surveyed our 2 million LinkedIn followers about their job search experiences, uncovering valuable insights.