Layoffs and Imposter Syndrome: Keep Going

Simply said: innovation dies in an ATS (applicant tracking system) Having ran a 50K+ member innovation community for a few years: Innovators and thought-leaders who are looking to improve the way things are done have a high percentage of being unhirable through traditional HR/talent funnels: they also have a high percentage of being affected by layoffs. When an organization attempts to stick a square peg in a round hole - they grade the outcome of the prospect based solely on forcing people through a traditional lens. That is the existential crisis of mid and large companies: they simply don't know how to score something that is innovative or thought-leading because they don't have a cookie cutter measuring stick.

Layoffs are swirling all around and people are understandably anxious that they’ll be let go. But what if your company has done layoffs, and you’re still there? You may be feeling a mix of emotions, and your work life will probably have to shift. And of course there’s more to do with fewer people. In this article we wrote for Fast Company, Dorie Clark and I lay out the 5 most important things you need to do in the near-term to navigate this new reality. 1) Identify why you got save 2) Reset expectations with your team 3) Rethink your calendar 4) Stand out and find opportunities 5) Don’t neglect your network Link to the article in the comments. Layoffs are hard on everyone, even if you’ve been saved. But by focusing on what you can control, you can move forward even in challenging times. What have you seen that works when your company is undergoing disruption and layoffs? Share in the comments so we can all learn together.

With layoffs still unfortunately running rampant here’s the signs I saw before company cuts were made (as someone whose been a part of 2 large scale layoffs) 1. Hiring was reduced (or halted all together) and anytime someone left they wouldn’t be backfilled 2. We were asked to work on projects for other departments outside our core work 3. Company town halls became very vague and filled with buzzwords about times of “focus” 4. Limited business travel + team building opportunities 5. Pressure from leadership to document ROI of all projects 6. Increased amount of individuals on PIPs (performance improvement plans) 7. Industry competitors announcing layoffs While none of these individually is a guarantee layoffs are on the horizon, it’s important to not ignore signs when they arise. Here’s the top 5 things to start on if you think your company may be headed towards a restructure: ✅ Update your resume and LinkedIn ✅ Download work samples or metrics (non-confidential, of course) ✅ Start reconnecting with your network ✅ Review your benefits and severance policies in the employee handbook ✅ Keep performance records and recent achievements easily accessible If you’re starting to see the writing on the wall, getting a jump start on your search could be what saves you from gaps in unemployment and income.

Layoffs. Reductions in Force. For many of us, it’s top of mind — because we were recently RIF’d, because we are worried about layoffs around the corner. I discuss the loss of jobs frequently. Not because I’m flippant about it, or looking to draw a reaction by highlighting the plight of so many individuals going through a very difficult experience, and not because I’m unempathetic. I believe it’s important to discuss this *because* I recognize how traumatic and painful this experience is for so many. The discussion around layoffs is a launchpad for the highly productive discussion around what comes next.

How to Become Indispensable and Survive Layoffs in 2025 Layoffs in 2025 are less about performance and more about expendability. Companies don’t just cut the weakest links; they cut the ones no one notices. That means survival depends on becoming indispensable—making your work critical, visible, and aligned with what leaders truly value. The Corporate Survival Protocol lays out a roadmap to shift from replaceable to essential through small, consistent actions. The first steps are assessing your value and spotting red flags in your daily habits. Are you just doing the minimum, or are you stepping up with solutions? From there, you build skills that no one can ignore—technical know-how, people skills, and industry-specific expertise—then make those contributions visible through smart networking and subtle self-promotion. These moves put you on the radar as someone bosses and teammates don’t want to lose. Finally, adaptability seals the deal. In 2025’s turbulent economy, staying agile means watching for shifts, anticipating problems, and taking initiative before others do. It’s not about flashy heroics; it’s about steady contributions that prove your value. Follow this protocol, and you won’t just keep your job during cuts—you’ll position yourself as the person who thrives while others scramble.

💼 Dealing with Layoffs – A Note for Employees ( Share your views on this ) #shareyourviews Layoffs are never easy. They bring uncertainty, self-doubt, and emotional stress. But remember: a layoff is not a reflection of your skills, your value, or your potential—it’s often just a business decision in response to market realities. Here are a few ways employees can navigate this challenging phase: ✅ Acknowledge & Process – Take time to absorb the change, don’t rush into decisions out of panic. ✅ Stay Connected – Reach out to your professional network; opportunities often come through people you know. ✅ Upskill & Reinvent – Use this time to learn, explore new domains, or build on existing strengths. ✅ Stay Positive & Resilient – Remember, many success stories start after a setback. ✅ Leverage Support Systems – Family, mentors, ex-colleagues, and communities can provide both guidance and emotional strength. To all those impacted: this is just a chapter, not the whole story. The market values resilience and adaptability more than ever. Keep moving forward—you are capable of more than you realize. And to leaders—while layoffs may sometimes be inevitable, empathy, communication, and genuine support for impacted employees go a long way. #Layoffs #CareerGrowth #Resilience #Networking #Startups

When reviews are tied to layoffs, what should feel like guidance can start to feel like anxiety. Melissa Phillippi reminded us to keep feedback focused on growth.

Layoffs don’t end with the people who leave. The bigger risk is with the people who stay. 👉 Studies show 71% of employees think about quitting after witnessing layoffs. Not because of headcount cuts, but because trust, safety, and belonging take the hardest hit. Check this carousel to learn how you can keep your best people from walking out next. Layoffs may be inevitable. Losing your best people doesn’t have to be.

Let’s talk about the elephant in the room: layoffs.   You’ve seen the headlines. Maybe you’ve even felt the tension in your own company. Layoffs aren’t always just about cutting costs; they’re often tied to shifts in the market and in workplace priorities.   Here’s what I’m seeing right now in HR trends: -Companies are leaning harder into automation, which means fewer roles in certain areas… and new roles popping up in others. -There’s a growing demand for multi-skilled employees. People who can adapt, pivot, and stretch outside their job description. (eh-em transferrable skills) -Leaders are quietly assessing not just what you do, but the impact of what you do.   It’s a tough reality, but here’s the flip side: this is also a season of opportunity.   When roles shift, there’s room for those who: -Proactively build new skills. -Advocate for the value they bring. -Strengthen relationships across teams.   So if layoffs are on your radar (even indirectly) don’t freeze. Get curious. Sharpen your skills. And make sure the right people know the impact you’re making.   Because in times of change, the most adaptable are often the ones who thrive.   What’s one skill you’d want to sharpen right now if your role shifted tomorrow?   Live Empowered,  Stephanie

What Happens After a Layoff Isn’t Just About Those Who Leave When we talk about layoffs, most of the focus is on the people who lose their jobs. And that’s important — those transitions can be devastating. But there’s another side we don’t talk about enough: the people who remain. They’re asked to pick up more responsibilities with fewer resources. They wonder if they’ll be next. They often lose trust in leadership and morale can sink. The truth is, layoffs don’t just cut costs — they cut confidence. And when fear replaces trust, everyone suffers: employees, customers, and even the company’s long-term performance. Non-competes only make this worse. They don’t just trap those laid off — they create fear for those still working, who feel stuck and powerless. That’s why the FTC is asking for stories until November 3. If you’ve experienced the impact of non-competes — whether you were laid off or left behind — your voice matters. Submitting a comment is one way to help create change.