Modern Mentor

How to manage through a season of layoffs

Episode Summary

The buzzword of 2023 so far seems to be “anxiety.”

Episode Notes

Layoffs are swirling in the ether these days and teams are feeling anxious. That anxiety is holding back their work and employee experience. Here’s how to manage through this season of uncertainty.

Modern Mentor is hosted by Rachel Cooke. A transcript is available at Simplecast.

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Episode Transcription

Hey, it’s Rachel Cooke, your Modern Mentor. I’m the founder of Lead Above Noise—a firm specializing in helping companies retain, engage, and develop talent.

Part of my job is helping leaders understand the employee experience—how it’s going and what specific actions would really enable their teams to deliver bigger results, to develop new skills, to connect more fully with colleagues and purpose, and finally to thrive—to feel well and whole and recognized.

And I do this not by showing up with the right answers, but the right questions. My job is to help a company’s leadership understand not best practices, but right practices—the ones defined by and for their employees. What are they experiencing today, what’s not working well, and what changes do they want to see?

And it’s interesting because as I work across industries, from Tech to Pharma to Healthcare and Finance and Retail… there are some pretty darn consistent themes.

The buzzword of 2023 so far seems to be “anxiety.” Teams are feeling it deeply. And it’s having a not-so-cute drag on their ability to be productive.

And this anxiety is stemming largely from the atmosphere of layoffs happening all around us.

But the main issue isn’t that they’re happening, it’s how they’re happening—as in people are being blindsided. We’re all seeing stories of people finding out they’re one of the unlucky ones by mass email or Zoom call or (how is it that I even have to say this?) trying to log into a system only to realize—surprise—your credentials don’t work!

Too many companies have played fast and loose with basic humanity. And even if it’s been only a few bad players, we’ve all heard these horror stories. And it’s triggered a real and collective anxiety—a massive loss of trust at work. And no one can do their best work while they’re mentally preparing to fight off the old saber-tooth tiger.

So rather than trying to power through this anxious season, let’s talk about how we can all play a role in repairing the trust that’s been broken. Whether you’re a leader or a corporate citizen we all have a job to do.

I’ve spoken before about the Trust Triangle. It comes from a Harvard Business Review article written by Francis Frei and Anne Morris. In it, they explain how trust is built upon three key elements—authenticity, logic, and empathy. I’ve used this model in programs and it’s a real crowd-pleaser. Because it’s super effective.

Today, though, we’re going to simplify even further. In order for us to all participate in a rebuilding of trust at work, we need, collectively, to do three things and do them well.

And they are be real, be clear, be kind. Seriously. It’s that simple. And here’s how we go.

Be real

I’m talking to teams who are worrying about layoffs simply because they don’t have enough information. They hear these awful stories around social media and they think—is this what’s coming for me? Is my company on the brink? Could my job be on the line?

They tell me things like “We’ve had town halls in the past where senior leaders have grabbed the mic and told us a bunch of great news stories… and then days later we’ll read something totally different in the press.”

We are all adults. We all deserve truth over stories that play well from a stage.

So leaders, here’s your job:

• Tell the truth—always. Even when it’s not the story you wish you had to share.
• Be present. In person or virtually—let your teams just see you in the trenches with them.
• Never blow smoke. Don’t make promises you can’t keep. If layoffs are even a remote possibility, never promise otherwise.
• Communicate consistently. Even when you have nothing new or riveting to say, silence is always perceived as bad news. And when there are no stories, people start inventing their own. Which are always worse than the truth.

And citizens, here’s your job.

• Ask your questions. Be direct. Make sure your leaders understand your concerns and curiosity so they can address them.
• Engage with your leadership. When they make the effort to be present—they have a town hall or an open meeting—show up for it. Give them signals that this is worth their time.
• Connect with each other. This is a team sport. Your leaders can’t be everywhere all at once. So tap into your peer networks for further support and information sharing.

Be clear

Sometimes I see leaders communicate with every intention of being transparent and truthful. But they let themselves get so caught up in wordsmithing and corporate speaking that teams are left thinking… what in the [bleep] did they just tell me? Let’s avoid that misstep.

So leaders, here’s your job:

• Stop with the corporate speak and branded memos. Just say words. Unfiltered. Run your messages by a friend or spouse—someone who doesn’t speak your language. And ask them to repeat your ideas back to you. Make sure they’re picking up what you’re putting down.
• Tell your teams what they need to know and do. Sometimes we focus so hard on positioning, on context, on reassurance, that we lose sight of the simple facts. Where there are instructions—actions that need to be taken—state them simply and clearly.
• Be consistent. Don’t contradict yourself. Nothing breaks trust faster than mixed messaging. When you’re communicating with your teams, check your last couple of emails—your instructions, your timelines, etc. Make sure whatever you’re saying today aligns to that. If not—correct yourself.

And citizens, here’s yours:

• Poke holes. Respectfully. Assume your leaders are striving for clarity and consistency. But if they offer a timeline or instruction that doesn’t make sense, before you assume the worst, just ask for clarification.
• Join the coalition. Leaders really are, in most cases, doing their best. But you often have more visibility than they do into how your peers are faring. So offer to be a point of insight—a resource to leadership if they have questions about how their messages are being received, or where you’re hearing questions and concerns on the ground. 

Be kind

While this isn’t kindergarten, I do feel like a reminder is in order here. Not because leaders are being intentionally malicious. But because I think sometimes they’re so focused on executing that they lose sight of the human impacts layoffs can have.

Leaders. As you navigate these challenging times. Here’s what I ask you to remember.

• Anxiety is valid and real and human. Please treat it as such. If you’re seeing signals—team members seeming distracted or needing extra assurances, please address it with respect. Don’t dismiss anyone.
• Deliver bad news with empathy. I mean, again—do not just call IT and tell them to revoke someone’s credentials. Ever. But beyond that, really plan out your message. Explain the what and why, give a team member some space as needed. Be present for them.
• Acknowledge those “left behind.” If you’ve had to lay off team members, you likely need those remaining to pick up that slack. Please remember this is a lot to ask. And they’re feeling some survivors’ guilt. You have to honor this. Help them prioritize, lighten their loads where you can, and let them know you’re hurting too.

Citizens. Your main job here is to focus on connection. Be with your team members. Support them, invite them to support you. Ask for help without apology. And offer it where you can. We really are all in this together.

Join me next week for another great episode. Until then, visit my website at leadabovenoise.com if your organization is looking to dial up its Employee Experience or deliver some leadership development that activates change. You can follow Modern Mentor on Apple Podcasts, Spotify, or wherever you listen to podcasts. Find and follow me on LinkedIn. Thanks so much for listening and have a successful week.