How to Understand Layoff Impacts

I had breakfast today with a colleague who works at the U.S. Department of Health and Human Services (HHS) and is living this nightmare in real time. The recent layoffs at the U.S. Department of Health and Human Services (HHS) will have wide-ranging consequences for the country’s public health, safety, and healthcare infrastructure. And the layoffs are likely illegal. Here’s how these cuts are likely to impact the U.S.: 🔬 1. Disruption to Public Health Programs HHS oversees critical agencies like the CDC, NIH, FDA, and CMS. Layoffs will delay disease surveillance and outbreak response, including for threats like bird flu, measles, or COVID variants, reduce research output on everything from cancer and Alzheimer’s to rare diseases, and weaken preparedness for bioterrorism or pandemics, as fewer experts remain to monitor global health threats. 📉 2. Slower Drug Approvals and Medical Innovation The FDA, housed within HHS, plays a vital role in approving life-saving drugs, vaccines and devices, and ensuring food and drug safety. Layoffs will slow approval timelines, reduce oversight, and delay patient access to essential treatments. 🏥 3. Harm to Low-Income and Vulnerable Communities HHS administers programs like Centers for Medicare & Medicaid Services, Centers for Medicare & Medicaid Services, CHIP, and community health grants. Fewer staff will lead to delays in claims processing, enrollment, and support, disproportionately impacting low-income families, seniors, and people with disabilities. 🧠 4. Loss of Institutional Knowledge Many laid-off staff are experienced specialists in epidemiology, health policy, and data science. Their loss means a weakened institutional memory, slowing future response efforts and policymaking. Already, a group of US-based researchers is due to start work at a French university in June, as scientists and academics scramble to deal with massive cuts introduced by this administration. 📊 5. Weaker Data Infrastructure HHS collects and manages vast amounts of health data used by policymakers researchers, hospitals and health systems. Layoffs will reduce the quality, timeliness, and transparency of federal health data, undermining science-driven decisions. 🇺🇸 6. Undermining U.S. Global Health Leadership HHS plays a major role in global health diplomacy, infectious disease coordination with WHO, GAVI, and others. Mass layoffs will damage the U.S.’s credibility and capacity to lead during global health emergencies. ⚠️ 7. Risk of Politicization and Low Morale Sudden, sweeping cuts to nonpartisan scientific and health agencies raise concerns about political interference in health policy. Morale within federal health institutions could plummet, leading to a brain drain of top talent.

The 1st week after a layoff will either set you up or slow you down. Here's what I recommend for folks who've been impacted. Instead of blasting out applications, updating a resume, or posting a story on LinkedIn, start here: Step 1: Process and plan Don't take action out of panic or frustration. Give yourself a moment to acknowledge the impact, gather yourself, and then make a clear-headed plan. The decisions you make in the first 24 to 48 hours often define the next 90 days. Step 2: Capture your data Before you lose access to company systems, record every quantifiable result you can remember. Revenue impacted, cost reductions, team size, project scope, and timelines. This data is the foundation of your resume, your LinkedIn profile, and every interview you will have going forward. Use internal contacts to help fill in gaps if you need to. Step 3: Save your contacts Build a list of colleagues who know your work and are willing to go to bat for you. Get personal emails and phone numbers. Record their titles. These are not just references. They are your warm network, your referral pipeline, and your fastest path back to a good role. Step 4: File for unemployment Do it on your last day of full-time employment, not after severance ends. File through your state's portal. Bring 18 months of work history. Set calendar reminders to check in. Do not leave money on the table. Step 5: Understand your benefits Read your severance package carefully. Understand what COBRA costs you. Know when your RSUs vest and whether a layoff changes that timeline. Check your PTO payout and any accelerator clauses. Most people skip this step. Do not. Step 6: Set your LinkedIn signal You do not need the green Open to Work banner to signal availability. Go into your profile settings and update your preferences quietly. Recruiters who have access to LinkedIn Recruiter will still see it. Your call whether to go public, but at least turn the signal on. Step 7: Ask for recommendations Contact your strongest supporters before they move on and get busy with new roles. Make it easy for them. Send a short message explaining your situation, then offer a template they can customize. A well-written LinkedIn recommendation from a senior colleague is worth more than most people realize. The job market rewards people who move with intention. Take your time, and be strategic. Share this with others who'd find it helpful!

A layoff breaks more than your career. Here's what they don't prepare you for: 1/ You’re valued, until you’re not. → Praise can turn to silence overnight. → Loyalty doesn’t guarantee protection. → Performance doesn’t make you untouchable. 2/ A job is income. → It’s how you fund your life. → It’s not supposed to be your life. → But too many people forget that. 3/ “Disposable” is a quiet word. → It’s spoken through exclusion. → Through skipped meetings and vague updates. → Through “realignment” and “restructuring.” 4/ Your title is temporary. → It’s rented, not owned. → Don’t wrap your identity in it. → Build a life that exists beyond the role. 5/ Resilience means separation. → Emotionally detach from the company narrative. → Define success outside the org chart. → Take the wins, but don’t take it personally. Today, you're a "valued employee". Tomorrow you're not. Remember: They can take your position. They can't take your future.

Leaders, if you're going ahead with mass layoffs, you can't seriously be thinking that your #diversity, #equity, or #inclusion work will have any credibility left after the fact. Fundamentally, DEI work is about showing people that they matter by building a workplace where they can thrive. And fundamentally, mass layoffs communicate the exact opposite: that no matter a person's skill, experience, productivity, contribution, passion, or loyalty, they ultimately are just another cost to be cut. That people mean nothing in the face of short-term profit. The consequences of mass layoffs on your people, your biggest assets, are immediate and catastrophic. 📉 One study found a 41% decline in job satisfaction among survivors of a layoff, leading to a 36% decline in their desire to stay with the workplace. 📉 Another study found that a 1% workforce layoff resulted in a 31% increase in voluntary turnover. 📉 One study found a 20% decline in job performance, with another finding that 77% of layoff survivors see more errors and mistakes made. 📉 Another study found that layoffs tanked the quality of products, the safety of the workplace, and the quality of layoff survivor mental health and wellbeing. 📉 A bevy of other studies find a cascading set of issues triggered by layoffs that create a vicious cycle: worse morale and wellbeing leads to poorer job performance, overwork and forced productivity drives mass exoduses of skilled workers; reputational damage and loss of trust dampens the ability to hire fresh talent. Trying to achieve any sort of DEI impact amid this kind of avoidable chaos is like trying to renovate your house after setting it on fire. It's downright offensive to employees, especially those with marginalized identities, to be asked to continue their unpaid, voluntary efforts to benefit the business after you've destroyed any reason for them to undertake this extra work. It's a moot point—they're far too busy applying to your competitors, anyways. This is the point in time when those workplaces and leaders with empty promises and performative actions will be weeded out from those that get ahead by doing right by their people, their customers, and the world. There are many ways for a workplace to earn a spot in the latter group, but in case it wasn't clear? Mass layoffs aren't one of them.

Stealth layoffs aren't just another corporate trend. They're the new normal. The trend I have started to notice: → Workday: 1,750 cuts for AI push → Dell: 25,000 cuts over two years → Autodesk: 9% cut amid "sales changes" → HPE: 5% cuts through "expected attrition" → Meta: Fired top performers despite claims → Google: Switched to quiet monthly reductions Despite record profits, headcount growth across these companies remains stagnant or shrinking. Traditional mass layoffs are being replaced by a more calculated approach. The new playbook is nearly invisible: → Performance reviews target even top performers → Gradual reduction through attrition and hiring freezes → RTO mandates designed to drive voluntary departures → Restructuring justified as "investing in AI" (Workday) Multiple strategies now run in parallel: → Expanding "span of control" (more direct reports) → Increasing technical-to-non-technical staff ratios → Strategic office closures and "space consolidation" → Cuts spread across quarters, not single events The impact goes far beyond headcount. When organizations flatten, everything changes: → Same output is expected from fewer employees → Institutional memory erodes with each departure → Decision-making concentrates among fewer people → Career paths narrow as management layers disappear For employees, navigating this change requires strategy. Here's how to build resilience: → Upskill aggressively: Focus on high-growth areas → Build cross-functional visibility: Network widely → Understand the metrics: Know your company targets → Maintain financial readiness: Build emergency funds → Manage your mindset: Don't let fear drive decisions The goal isn't surviving the next cut. It's positioning yourself to thrive regardless of organizational shifts. What we're witnessing isn't another corporate cost-cutting strategy; it's the fundamental rewiring of the employer-employee relationship. Those who recognize this shift will not just survive; they'll define success on your own terms

Boeing just announced they are cutting 17,000 people from their global workforce. This is a huge lay off—representing more than 10% of the company including many immigrant workers. Layoffs hit everyone hard, but for immigrant workers, the consequences can be devastating: 1/ Most visa holders have just 60 days to find a new job or leave the U.S. 2/ Visa-dependent spouses lose their work rights if the principal worker is laid off. 3/ Layoffs can derail the green card process, forcing workers to restart with a new employer. 4/ L-1 visa holders can’t switch companies—they must find a similar role within the same company or leave. 5/ Despite paying into benefits, visa holders can’t access all social services. If you’re a visa worker facing a layoff, here are a few options: - Ask for nonproductive paid status: Some companies will keep you on nonproductive paid status, extending your 60-day grace period to find a new job. - Change to a B-1 visitor visa: B-1 visa lets you stay for 6 months. While USCIS takes 10+ months to process, you can remain in the U.S. during this time and change back if you find a new job. - Change to an F-1 student visa: Enroll in a degree program while you search for a job. You can stay in the U.S. while your status change is being processed. - Start thinking about long-term status & lock in priority dates: There are options to get long-term status without employer sponsorship. For example, you can apply for an EB-2 NIW (National Interest Waiver). This green card option allows advanced degree holders or those with exceptional skills to apply without a job offer. Fields like dentistry, VR engineering, and education have been approved. Layoffs are tough for everyone, including U.S. citizens. However, for visa workers, layoffs carry even greater consequences—it’s not just about losing a job; it could mean losing their chance at the American dream. Being an immigrant is hard, so let's be kinder to our immigrant friends & neighbors.

“Our budget was slashed again,” exclaimed a frustrated CMO from a $75mil SaaS company. “The remaining staff is depressed, and those who can are jumping ship--anyone have any ideas for me?” the CMO asked. And so began another CMO Huddle in the “hidden recession” of 2024. Before breaking down the potential solutions to this common challenge for many B2B CMOs, let’s reflect on the economic realities our recent research revealed: ⚡ 69% of B2B marketing leaders believe their industry is in a recession ⚡ 50% noted their company experienced layoffs ⚡ 69% were asked to do more with less budget ⚡ 76% are experiencing more pressure to deliver pipeline results [Note: The complete report will be released on 6/18/24. Ping me for a copy.] Now let’s tackle this CMO’s leadership challenge after layoffs and budget cuts. Most of the time, layoffs do not end up with the optimal mix of talent based on the reduced budget. Sure, you eliminated some weak performers. That’s always helpful. But the critical question is, given your new budget, do you have the right mix of talent? If you had started from scratch, is this the team you would have put in place? Rather than fretting about staffers jumping ship, think of that as an opportunity to right-size and rebuild with a team unburdened by what happened before. Look for “utility players” eager to tackle multiple roles and “Impact Players” as outlined in Liz Wiseman’s great book. These more flexible individuals will be invaluable as you look to stretch every penny. Now, on to allocating your smaller budget. The biggest mistake you can make is to cut each area equally. Instead, take a step back. Restart your strategic process. The budget will follow. A smaller budget requires more focus. First, your smaller staff won’t be able to cover the same ground they did before. Second, your overall reach is likely to drop or your dollars will be spread too thin to make an impact. But again, you need to tackle your go-to-market strategy before deciding on budget allocation. Here are some questions to help drive a more focused strategy: 🐧 Can you eliminate one or more products/services in your portfolio?   🐧 Can you drop a vertical market or two or refine your ICP? 🐧 Can you fixate on one vulnerable competitor and win more of those deals? 🐧 Can you reposition your product/service to make it more appealing to a specific target? 🐧 Can we adopt a more distinctive personality to help us cut through?  This exercise is about differentiation. Narrowing the target and finding your unique position, your most compelling point of difference. Once you have this, allocating your reduced marketing budget will almost be fun. Ultimately, a budget cut is a leadership opportunity for CMOs. Force the big-picture discussion. Remind your leadership team, “We can’t keep doing what we did before with fewer resources and expect better results.”  You can also promise them that a tighter strategy is the fastest path to innovation. 

Getting laid off feels personal, even when it’s not. Even when you know it’s about budgets or restructuring, not performance. But the emotional impact is real. Shock. Shame. Fear. Pressure to figure it out fast. If you’ve just been laid off, here are the first 3 things I want you to do: 1. Pause, don’t panic: Take a breath before you update your LinkedIn or start firing off applications. Clarity matters more than speed. Give yourself permission to feel and reset before you act. 2. Document your impact: While it’s fresh, write down what you accomplished in your last role. Metrics. Projects. Feedback. These will shape your resume, your interviews, and your confidence. 3. Reconnect with your network: Not with desperation, but with honesty. Let trusted contacts know you're exploring what's next. Most opportunities don’t come from job boards. They come from conversations. Getting laid off doesn’t erase your value. It just opens the door to something that fits better now. You are not starting over. You’re starting from experience. And you don’t have to do it alone.

Laid off. Let go. Restructured. The title might change, but the impact is the same. For executives and senior leaders, the emotional toll and strategic complexity of a career interruption is unlike anything you’ve faced before. You don’t just need a résumé update—you need a roadmap. I wrote this Forbes article for leaders who know they’re not just looking for their next job—they’re rethinking what’s next. 🔹 How do you make sense of the disruption? 🔹 How do you clarify your unique value? 🔹 How do you prepare for the questions you know are coming? 📘 This is not a list of generic tips. It’s a 12-strategy survival guide for navigating executive-level transitions with intention. You’ll learn how to: ✅ Build a credible Unique Value Proposition (UVP) ✅ Document accomplishments before access is cut off ✅ Use thought leadership to open hidden doors ✅ Nail your “Tell Me About Yourself” answer with confidence ✅ Develop a future-proof job search and networking plan Whether you’re mid-search, anticipating changes, or coaching others through disruption—this guide will help you take your next steps with strategy and self-awareness. 📖 Read the full article on Forbes: “Layoff Survival Guide: 12 Career Transition Strategies for Executives” 🔗https://lnkd.in/gVvFBqti If it resonates, share it with a colleague. And if you’ve experienced a career transition—what helped you most? #QualifiedIsntEnough #CareerVelocity #jobs