Restructuring (& Other Euphemisms)
Restructuring has become an all-too-common story in the U.S. the past few years—whether it's big tech recalibrating after rapid growth, retailers rethinking supply chains, or automakers adapting to new energy demands. Companies like Meta, Amazon, and Ford have all announced large-scale layoffs or realignment programs in 2024, reminding us that even household names aren’t immune to changing market dynamics.
Layoffs are one of the most difficult realities of corporate life—no matter which side of the table you're on. They’re more than a line item on a spreadsheet. They're deeply human moments that ripple across lives, families, and communities. I’ve been through two rounds of layoffs in my career - the first as a concerned colleague, the second round my position was eliminated but thankfully a new role was identified. Regardless of which side of the table you’re on, I can say unequivocally that there’s nothing easy about it.
The emotional weight of telling talented, hardworking people that their role no longer exists is immense. You know it’s not about performance or potential, but in the cold math of restructuring, good people can lose their jobs. And as a leader, you carry that knowledge and responsibility with you long after the meetings are over.
The box you really hope stays on the shelf….
If you are the one who has to deliver a layoff, there’s no perfect script for delivering hard news, but there are a few truths that stand out.
People deserve clarity. Be direct, not evasive.
People deserve dignity. Honor what they’ve contributed.
People deserve support. Guide them to resources and stay accessible.
Most of all, remember that how you handle a layoff says as much about your leadership as any success ever will. Tone, timing, transparency—these matter. You’re not just informing; you’re shaping how someone will process a major life moment.
What about if you’ve been laid off? First, take a breath, then take another. Being laid off is not a reflection of your worth or your capability—it’s often the result of forces far beyond your control. That doesn’t make it feel any less personal, but it’s important to separate the event from your identity.
Here are a few steps that can help steady the ground beneath your feet:
Acknowledge your emotions. Anger, sadness, relief, fear—they’re all valid. Don’t suppress them. Process them.
Get clear on what’s next. Update your resume, connect with your network, and reflect on what you want from your next chapter.
Ask for help. Former colleagues, mentors, friends—most people want to help. Let them.
Own your story. When you're ready, tell people what happened and what you’re looking for. Your honesty will resonate more than you think.
What You Can Do to Support Colleagues Who’ve Been Laid Off?
If you're one of the people who wasn't impacted, you may feel a strange combination of relief, guilt, and helplessness. One of the most meaningful things you can do is stay connected. Reach out. Acknowledge what’s happened. Offer to be a reference, write a LinkedIn recommendation, or forward job postings that match their skills. If you're in a position to refer or sponsor someone into a new opportunity, do it. Sometimes, just listening without trying to fix anything is the most supportive act of all - something I struggle with because I always want to try and find a solution. The silence that can follow a layoff is isolating—so your presence, even in a small way, can remind someone that they still matter and that they’re not navigating this transition alone.
If you’ve been affected, know this: you are not alone. The most capable, brilliant people I’ve worked with have, at some point, found themselves laid off. And many of them look back later and recognize it as a catalyst—not a collapse. That’s not to sugarcoat the experience. It’s painful. It’s disorienting. But it’s also survivable. And often, it's the start of something even more aligned with who you are and what you want.
If you’re still employed during a restructure, don’t just “move on.” Check in on your former colleagues. Keep their names in rooms where opportunities are discussed. Don’t let people become invisible just because they’re no longer on the org chart.
Layoffs are a reality we all wish didn’t exist. But when they do, we owe it to each other to handle them with empathy, integrity, and humanity. Whether you’re the one delivering the message or receiving it, how you show up in the hardest moments—far more than the best of times—shapes your leadership and the collective culture that follows.