Amy (Wolcott) York’s Post

Here are 6 signs that layoffs could be coming and what to do if you notice them. https://lnkd.in/gD7nNFbH #jobsearch #hiring #jobs #recruitment #recruiting #careers #nowhiring #jobopening

🚨 The Silent Layoffs rate increasing in companies 🚨 Have you noticed the rise of silent layoffs in the market lately? It’s becoming a trend where companies quietly reduce their workforce without making any announcements. Here’s why this should concern us all: 🤝 Trust Issues: When companies go silent, it creates a culture of fear and uncertainty. 😞 Low Morale: Employees deserve clarity. Ambiguity can lead to disengagement and burnout. 🏃♂️ Talent Drain: Top performers may jump ship for more stable opportunities. 🧐 What’s Causing This? 💰 Economic Pressures: Many companies are trying to cut costs without drawing too much attention. 🚫 Hiring Freezes: Many organizations are halting new hires, further straining existing teams. Is Silent Layoff justified from employee point of view? #Layoff #Silentlayoffs #corporateculture #corporateethics #Layoffs

Laying off thousands of people and claiming "not meeting expectations" is utterly absurd. Layoffs are primarily business decisions. Nothing more, nothing less. On the other hand, it also makes their leadership appear incompetent. How can they hire thousands of people through rigorous interview processes (the best of the best) and label them all as "underperformers"? Sure, there may be a few underperformers in the group, but calling the entire layoff group underperformers is unbelievable. The next time you consider joining a company, examine their history and see how they treated employees during layoff periods. #employees #layoffs #corporate

Let’s talk about layoffs and the impact they have on talented individuals. When someone faces a layoff, it’s often due to restructuring, budget cuts, or changes in company direction—not a lack of skills or dedication. Yet, many of these capable professionals find themselves viewed through an unfair lens, sometimes even labeled as “risky hires.” This perception couldn’t be further from the truth. To those who’ve been laid off, please know this doesn’t define your worth or capabilities. You’re resilient, skilled, and bring a fresh perspective shaped by your experiences. The fact that you’ve weathered unexpected change speaks volumes about your adaptability and drive. Keep going, and remember that the right opportunity is out there, and it’s waiting for someone just like you. And to recruiters and hiring managers, let’s rethink the narrative. A layoff is a business decision—not a verdict on someone’s value. By embracing these talented individuals, we open doors to candidates who are ready to make a positive impact. Let’s see the real person behind the resume. Together, we can build workplaces that truly value people and understand the strength in every story. 💪🌟 #Hiring #Layoffs #Resilience #CareerGrowth #Empathy #TalentAcquisition

Recently, I've had the opportunity to interview several candidates who have been affected by layoffs. More often than not, they try to justify that they weren’t bad performers, but they were laid off. Out of curiosity, I asked why they felt the need to justify themselves further. They shared that sometimes they feel judged by questions from recruiters or hiring managers about why they were selected for the layoff. Whether it's a case of self-doubt or insensitivity from the hiring team, it's important for us to set the record straight. Having been involved in delivering retrenchment and also having been at the receiving end of retrenchment, I can confidently say that, in most cases, performance is never a consideration. I've seen top performers, and even someone who just joined a week ago, be part of the layoff list. Layoffs are often the result of larger strategic decisions that have little to do with individual performance. As recruiters and hiring managers, we need to approach these conversations with empathy and understanding. It's crucial to create a safe space for candidates to share their experiences without feeling judged or inadequate. To all candidates affected by layoffs: your worth is not defined by these circumstances. And to my fellow recruiters and hiring managers: let's ensure we handle these situations with the sensitivity and respect they deserve. #TA #Talentacquisition #layoffs #Candidateexperience #empathyinrecruiting #empathy

Dear LinkedIn Said it well. Being laid off or unemployed doesn't mean that you have a lack of talent and skills. Many people, especially unemployed candidates, think that they don't have enough skills, which is why they are not hired by companies after giving lots of interviews or applying for jobs. Sometimes companies look for two-four skills in one person or multitasking due to their limited budget or stingy thinking. So in this situation, you must try to upgrade yourself by learning new skills, acquiring experience, or choosing carefully before applying to any company after reading the job description. #TA #Talentacquisition #layoffs #Candidateexperience #empathyinrecruiting #empathy #hr #corporateculture

I'm sincerely frustrated. 😤 Over the past three months I've seen hundreds of people that have been laid off with no warning, no outplacement planning, and very little severance... Haven't seen this many layoffs since the start of C-19. Your employees are nervous. If you are not planning on laying anyone off... COMMUNICATE THAT. If you are, START TALKING about your strategy to keep people to the best of your ability so your employees can plan in advance financially and emotionally. Upfront communication is never a bad decision. It's just mutual respect. #hiring #layoffs #network #businessowners #leaders #hr #recruiters #opentowork

Thanks for putting this out Leon Chua. Means a lot also coming from someone from the People/Talent team. Same here, I have been part of planning for retrenchments, have handed out redundancies to two of my teammates who were star performers, and personally have been laid off too more than once, in one case, I got let go, then my boss who laid me off got the axe months after. It is worth amplifying that "[L]ayoffs are often the result of larger strategic decisions that have little to do with individual performance. As recruiters and hiring managers, we need to approach these conversations with empathy and understanding. It's crucial to create a safe space for candidates to share their experiences without feeling judged or inadequate." But, WHY are layoffs not and cannot actually be based on individual performance? Because it wont be fair. We are hired for certain job roles/assignments, and the only fair basis for layoff is the determination that the work output of these jobss are no longer required by the company (think products that are deprecrated, projects that are no longer aligned with company goals, etc..) regardless of how the incumbent in that role was performing. And it cannot be that a star performer from these soon to be redundant roles replaces ok performers in other roles or projects who are then laid off ---> though there is a workaround here, create a new org structure, then do away with existing roles and force everyone to apply to roles in new structure. Point remains, if job is needed (and the BIG IF) and you perform reasonably well, you wont and should not be laid off. How do hiring managers / recruiters further validate? In my experience, what worked for me was getting recommendations / referrals from companies that laid me off, but most importantly from own hiring manager/boss and direct reports, plus peers but first two is most important I would say. If the CEO himself of the laying off company refers you to another C-level, that means a lot for getting the next role. #layoffs #opentowork #hiring #career #growth #jobs

I'm sincerely frustrated. 😤 Over the past three months I've seen hundreds of people that have been laid off with no warning, no outplacement planning, and very little severance... Haven't seen this many layoffs since the start of C-19. Your employees are nervous. If you are not planning on laying anyone off... COMMUNICATE THAT. If you are, START TALKING about your strategy to keep people to the best of your ability so your employees can plan in advance financially and emotionally. Upfront communication is never a bad decision. It's just mutual respect. #hiring #layoffs #network #businessowners #leaders #hr #recruiters #opentowork

Have you ever used the “It’s not you, it’s me” messaging when breaking up with someone? I have. (Almost always true 🤫) You know who should be using this message? Employers doing sweeping layoffs. BECAUSE IT’S TRUE. You know who erred, miscalculated, or straight-up effed up if a company is laying off dozens, hundreds, or thousands of people? Not the people being laid-off. It’s the people doing the layoffs that set the strategy, that made the bets, that approved runaway spending, and that are attempting a Hail Mary cost-cutting to get their annual bonuses. I’ve said it before, and I’ll keep saying it until every person who has been laid-off takes it to heart. IT’S NOT YOUR FAULT. Ditch the shame and blame so you can move forward. It’s freeing, I promise you. And if you’re a leader in the uncomfortable position of deciding on or communicating a layoff: be accountable and responsible. Unfortunately, I’ve been on the other side of the table 4x in deciding who to layoff and 6x in communicating a layoff that I had no say in. Each time it sucked, but I always knew that it was worse for the person being laid-off. I understand that HR can have scripted talking points and processes you must follow. But please be as humane and empathetic as you can and don’t make it about you. In case HR doesn’t tell you, these phrases, “It wasn’t my decision,”, “This is so hard for me,” or “I’m not getting my bonus either,” should NOT cross your lips when communicating a layoff. If you want to make it about you, then “It’s not you, it’s me,” is more appropriate. Read more in the blog for my lessons learned from the 12-months following a layoff: https://lnkd.in/gkPMeV6T