I was on a call this week with a leader who just had to lay off 30% of his team. You could hear the worry (and a little bit of panic) in his voice as he asked me, “Jackie, what’s my next move?”
He was sitting at his desk, the conference room quieter than it used to be, with empty chairs that once held valued team members. The weight of it all felt so heavy, like he was carrying the world on his shoulders.
Witnessing the fear and uncertainty in this emotionally fragile and pivotal moment took me right back to so many situations where I have sat with exceptional leaders in this incredibly hard space.
Most high level leaders have been in a similar spot, whether during layoffs or another very disruptive change –unsure of the future, feeling the fear, the responsibility, and wondering if you’re making the right calls. But as I listened, I knew from experience the next steps he needed to take to get his team (and himself) back on track.
Layoffs aren’t just cold, hard business decisions.
Leadership After Layoffs
Here’s the thing: layoffs aren’t just cold, hard business decisions. They’re emotional earthquakes shaking the foundation of your team. If you don’t handle it with care, those aftershocks can turn into disengagement and fear, freezing your team in place.
The secret? It’s not about damage control or pushing for productivity. It’s about rebuilding psychological safety– creating a space where your team feels valued, heard, and secure. Think of it like sheltering your people in the middle of a storm.
How do you do that? Be transparent about the situation. Listen, I mean really listen, to their concerns. Provide clear direction, offer support, and recognize the efforts of those who are still showing up, despite everything. Show them that this isn’t just about numbers – it’s about the people who make your organization what it is.
Trust me, your team isn’t just listening to what you say; they’re watching what you do. In times like these, your actions will speak louder than words.
Ask Jackie:
Question: Jackie, focusing on feelings sounds nice, but can we really afford that right now? Shouldn’t we be driving productivity?
A: I hear you, and I get it. But let me tell you, focusing on your team’s emotional well-being isn’t a distraction from productivity; it’s a path to it. When your people feel psychologically safe, they’re more engaged, more creative, and yes, more productive.
🌟 Final Thoughts:
You’re not ignoring the bottom line, you’re making sure your people are strong enough to drive it forward. Investing in their psychological safety isn’t just about surviving the moment; it’s about thriving in the long run. Real leadership isn’t about having all the answers—it’s about creating the kind of environment where your team feels safe enough to help you find those answers together.
Remember: your greatest asset isn’t in your spreadsheets. It’s the people who show up every day, ready to give their all. If you invest in them, they’ll invest in your success, and together, you’ll weather any storm.
Stay resilient,
Jackie
P.S – Got a leadership story or a meme that made you laugh? I’d love to hear it — send me a DM onInstagram!