Responses to Job Cuts

🚨 Breaking: The layoff wave is back, but here's what smart professionals are doing differently this time. Last week alone, massive job cuts hit corporate America: → Amazon: Cutting 14,000 corporate jobs now, with 30,000+ expected soon → UPS: 48,000 positions eliminated this year → Paramount, Target, PwC, Intel, Nestlé: All announcing significant reductions 💡 What's happening: These layoffs span retail, logistics, media, and consulting. The reasons vary from market corrections after over-hiring, changing consumer behavior to operational efficiency drives and of course, AI. But the impact is the same: thousands of talented professionals suddenly navigating an uncertain job market. 🎯 What's actually working for people navigating this: If you're still employed: → Build your "external credibility" now. Write LinkedIn posts, comment on industry topics, get visible in your field before you need to be. → Start having "informational coffee chats" with 2-3 people in adjacent roles monthly, before you need them. → Document your measurable wins quarterly. Not for annual reviews but for the conversation you might need to have in 6 months. If you've been affected: → The 48-hour momentum plan: Update LinkedIn, reach out to 10 warm contacts (not asking for jobs, just letting them know what you're looking for). → Industry-hop strategically: Your skills often transfer better than you think. Target growing sectors, not just familiar ones. → Avoid the "spray and pray" trap: 20 targeted applications with personalized outreach beats 200 generic ones. While most people immediately start applying to the same type of role at similar companies, look at where money is flowing. What problems are businesses trying to solve right now?  Position yourself as someone who solves those specific problems. If you've been laid off, give yourself 24 hours to process.  Then shift into strategic mode. The professionals who bounce back fastest aren't the most qualified, they're the most intentional about their next move. More resource guide in comments ⬇ — 🌿 Re-post to help someone who needs this. 👉 Follow for daily career strategies that actually work in 2025.

108,000 job cuts in January 2026. Biggest start-of-year surge in over a decade. Most people see that headline and panic. Here's what you should do instead: read between the lines. Layoff announcements tell you exactly what companies are cutting and what they're keeping. The pattern? Companies are cutting roles that can be automated or consolidated. For example: If they're cutting lowest performers, they're tightening standards, not eliminating the role entirely. If they're eliminating middle management layers, they're flattening hierarchy but keeping technical roles. If they're cutting back-office operations, they're automating admin work but keeping revenue-generating positions. Use this to your advantage: 1. Find out which roles are being cut ✅ Read the SEC filings, not just headlines ✅ Check company earnings call transcripts (publicly available) ✅ Look at LinkedIn's "People also viewed" on laid-off employees to see role clustering 2. Identify what's NOT being cut ✅ If they're cutting junior analysts but not senior strategists, they want synthesis over data entry. ✅ If they're cutting customer support but not customer success, they want relationship builders. ✅ If they're cutting coordinators but not project managers, they want decision-makers. 3. Position yourself for what remains ✅ Learn the skills of the roles that survived ✅ Build a portfolio that shows you do the work they're keeping, not the work they're cutting ✅ Use AI to close the gap between where you are and where they need you Everyone's reading the same headlines. But creativity is the currency now. You can pivot. You can learn new skills. And you can build something on the side while you search. What are you seeing in the hiring patterns right now? Drop it in the comments.

We are seeing increased job cuts amidst a corporate push to invest in AI. Just last week (Oct 28, 2025), Amazon said it will reduce ~14,000 corporate roles as it leans into AI—part of a wider restructuring trend across tech. So how should we deal with AI-led downsizing? As I regularly discuss with students in my courses on Human Resource Management, and as I argue in this article here, there are a few better practices when considering job cuts. Before you cut: ✔️ Ask if cuts are truly necessary. Could redeployment or reskilling achieve the same productivity gains? Layoffs take personnel costs off the P&L, but they add severance, future hiring/onboarding/training costs—and harder‑to‑price hits to reputation, customer relationships, and employer attractiveness. ✔️ Crowdsource the redesign. Involve employees in simplifying/automating work and promise a path to a new role when they help make their old one obsolete. If cuts are unavoidable: ✔️ Go once, go fast. Multiple rounds crush morale and productivity. ✔️ Communicate like a public company. Disclosure rules often require simultaneous external/internal updates, so pre‑briefs may be limited—but you can still coordinate support, manager toolkits, and Q&A to launch at the same moment. ✔️ Offer real help. Internal mobility windows, outplacement, warm introductions to partners, and clear timelines signal respect and reduce uncertainty. Transparency and reassurance—at the same time: ✔️ Paint a tangible vision of the future. People tolerate disruption better when they can see where it leads. ✔️ Share scenarios, not certainties. Be honest that the future is fluid; lay out plausible paths and what would trigger shifts. ✔️ Commit to a cadence. Promise timely updates when assumptions change—and keep that promise. Leaders don’t control the pace of AI, but they do control how they navigate it, with clarity, dignity, and accountability. #Leadership #AI #FutureOfWork #HR #ChangeManagement

Would you be ready if you got the pink slip- the layoff email tomorrow? The news of Infosys laying off 700 employees and job cuts across major US tech companies—Amazon, Meta, and others—is unsettling. Layoffs are becoming a harsh reality in 2025, and uncertainty looms large. When the dagger of layoffs hangs over our heads, panic and fear are natural. But instead of worrying about what's beyond our control, let's focus on what we can control: being proactive, staying agile, and preparing ourselves for any career shifts. Here’s how you can safeguard yourself in these uncertain times: 1️⃣ Upgrade & Upskill "The best time to learn was yesterday. The next best time is today." 📍Stay relevant by continuously upskilling in high-demand areas. 📍Explore courses in AI, cloud computing, cybersecurity, and data analytics, as they remain recession-proof. 📍Attend industry webinars, networking events, and certifications to stay ahead. 2️⃣ Expand Your Network "Your network is your net worth." 📍Engage actively on LinkedIn, attend meetups, and connect with professionals in your field. 📍Join relevant groups and communities to stay updated on new opportunities. 📍Seek mentorship and peer support—opportunities often come from unexpected places. 3️⃣ Build a Strong Personal Brand 📍Optimize your LinkedIn profile—make it recruiter-friendly. 📍Showcase your expertise through posts, articles, and sharing industry insights. 📍Highlight your skills, achievements, and problem-solving capabilities to stand out. 4️⃣ Be Financially Prepared 📍Maintain an emergency fund covering 3-6 months of expenses. 📍Explore multiple income streams—freelancing, consulting, or passion projects. 📍Reduce unnecessary expenses and focus on financial stability. 5️⃣ Stay Positive & Adaptable "A layoff is not the end—it’s a redirection, not rejection." 📍Stay mentally resilient, practice self-care, and don’t hesitate to seek support. 📍Adaptability is key—be open to contract roles, remote work, or even industry shifts if needed. Final Thought: "You can’t control the waves, but you can learn to surf." 🌊 💫While we can’t predict the future, we can control how we prepare for it. Stay proactive, stay agile, and keep growing. 💫 Let’s support each other in these times. If you’ve faced a layoff before, what strategies helped you bounce back? Share in the comments! #Layoffs #CareerGrowth #Resilience #Networking #PersonalBranding #Upskilling #JobSearch #StayPrepared

Sadly, there are a lot of people on my timeline who have been laid off in recent months.  Let’s be clear— layoffs impact everyone. Yes, those who lost their jobs deserve dignity and care, and as someone who’s been laid off multiple times in my career, I greatly empathize. But the people still there—they’re processing guilt, fear, and uncertainty all while being asked to carry on. 🚩 Leaders, this is the moment when your team is watching—not just what you say, but how you show up. The aftermath of a reduction in force isn’t just a logistical challenge. It’s a trust test. People are grieving. They’re confused. And they’re wondering if they’re next. Don’t take them for granted. They stayed—but they didn’t stay unchanged. So how should you respond?  Not with spin. With presence. Don’t rush to “get back to normal.” There is no normal after layoffs—there’s only a new reality. And your job is to help your team navigate it with clarity, care, and credibility. Start by acknowledging the loss. Name what happened. Don’t hide behind corporate speak. Then create space for the emotional fallout—not just productivity metrics. Your people need a human response, not just a business case. And above all, be transparent about what’s next. Even if the answers aren’t perfect. Especially when they’re not. Trust isn’t built when things are easy. It’s built in the hard moments—when leadership chooses accountability over silence and empathy over distance. People never forget how you made them feel when things got hard.  Lead accordingly. #DEI #Leadership

"But won’t they wonder why I got cut?" That’s the fear. I hear it from high-performing execs 𝘢𝘭𝘭 𝘵𝘩𝘦 𝘵𝘪𝘮𝘦 after a layoff. Let’s be honest—this isn’t just about finding the right words for an interview. This is about 𝘪𝘥𝘦𝘯𝘵𝘪𝘵𝘺. When your brand has been built on being indispensable, getting caught in a reduction in force can rattle your core. You start questioning: – Did I miss something? – Was I not as valued as I thought? – Will this make future employers doubt me? But here’s what really trips people up: 𝗜𝘁’𝘀 𝗻𝗼𝘁 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝘀𝗮𝘆. 𝗜𝘁’𝘀 𝗵𝗼𝘄 𝘆𝗼𝘂 𝗳𝗲𝗲𝗹 𝘄𝗵𝗲𝗻 𝘆𝗼𝘂 𝘀𝗮𝘆 𝗶𝘁. If you feel embarrassed, apologetic, or uncertain—𝘵𝘩𝘢𝘵 is what gets conveyed. Even if your words are polished. Executive presence isn’t just about tone. It’s about ownership. And here’s what I remind every client: ➡️ 𝗩𝗶𝗿𝘁𝘂𝗮𝗹𝗹𝘆 𝗲𝘃𝗲𝗿𝘆 𝘀𝗲𝗻𝗶𝗼𝗿 𝗹𝗲𝗮𝗱𝗲𝗿 𝗳𝗮𝗰𝗲𝘀 𝘁𝗵𝗶𝘀 𝗮𝘁 𝘀𝗼𝗺𝗲 𝗽𝗼𝗶𝗻𝘁. • Jamie Dimon was fired from Citi • Sallie Krawcheck was too, and she was later ousted from BofA before founding Ellevest • Michael Bloomberg was exited from Salomon Brothers NOTE: They didn’t let that career moment define their worth—they used it as a launchpad to their next big move. Layoffs don’t tarnish your value. But your mindset can. So when you explain what happened, do it like this: ✅ Directly ✅ With context ✅ Without apology ✅ And with a clear eye toward your next move Swipe the carousel for the exact language I coach clients to use. Like Jamie Dimon, Sallie Krawcheck, and Michael Bloomberg, these examples prove one thing: 𝗔 𝘀𝗲𝘁𝗯𝗮𝗰𝗸 𝗱𝗼𝗲𝘀𝗻’𝘁 𝗱𝗲𝗳𝗶𝗻𝗲 𝘆𝗼𝘂𝗿 𝘁𝗿𝗮𝗷𝗲𝗰𝘁𝗼𝗿𝘆—𝗵𝗼𝘄 𝘆𝗼𝘂 𝗿𝗲𝘀𝗽𝗼𝗻𝗱 𝗱𝗼𝗲𝘀. 👉 Their exits didn’t limit them—they launched them. Next time you’re in that interview chair, remember: you’re in elite company. Then remember: 𝗬𝗼𝘂𝗿 𝗻𝗲𝘅𝘁 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝘆 𝗶𝘀𝗻’𝘁 𝘄𝗮𝗶𝘁𝗶𝗻𝗴 𝗳𝗼𝗿 𝗮 𝗽𝗲𝗿𝗳𝗲𝗰𝘁 𝗽𝗮𝘀𝘁. 𝗜𝘁’𝘀 𝘄𝗮𝗶𝘁𝗶𝗻𝗴 𝗳𝗼𝗿 𝗮 𝗹𝗲𝗮𝗱𝗲𝗿 𝘄𝗵𝗼 𝗼𝘄𝗻𝘀 𝘁𝗵𝗲𝗶𝗿 𝗽𝗿𝗲𝘀𝗲𝗻𝘁. 👇 What’s been the hardest part for you to process—or explain—after a layoff? ------------------- ♻️ Share with an exec who needs this now ➕ Follow Courtney Intersimone for more insights on executive influence and advancement

January 2026 marked the worst start to a year for U.S. layoffs since 2009, with employers announcing 108,435 job cuts, a 118% increase from January 2025 and 205% more than December 2025. Naturally, this news means more people are flocking to LinkedIn. "My company XX just laid off 20%. I, unfortunately, was one of those people. I am available to start immediately." 𝗛𝗮𝘃𝗲 𝘆𝗼𝘂 𝘀𝗲𝗲𝗻 𝗮 𝗽𝗼𝘀𝘁 𝗹𝗶𝗸𝗲 𝘁𝗵𝗶𝘀 𝗯𝗲𝗳𝗼𝗿𝗲? I saw several this week from well-meaning job seekers. This post is sad because you know this person was completely blindsided and wants to find a job as soon as they can. And I always think: Oh, I want more for them. Because they are more than the layoff. They’re not just someone who’s “available.” They’re someone who has contributed, solved problems, led projects, built expertise, and earned wins — even if it’s hard to remember that in the middle of a tough week. That’s why I’d love to see job seekers include just a bit more in these posts, such as: ✔️ Projects they’re proud of ✔️Skills they bring to the table ✔️Results they’ve delivered ✔️Recognition they’ve earned A layoff may be the headline, but their value is the story. To help, I put together a quick-hit article with a simple, strong “Open to Work” template that makes it easier to share not just what you need — but what you offer. https://lnkd.in/edYpw2M2 #Opentowork #OTW

If you were laid off and are now interviewing, you must be prepared to address the hiring manager's concern of whether it was due to low-performance or a broader cut. If you are asked about being laid off, here's how to handle it with clarity and confidence: 1/ If your entire team or division was cut, this is your strongest story. Be clear. State your entire team was impacted and reference a news article (if you can). 2/ If you were cut as a small percentage of the team, use this structure: -- State the facts in one sentence: “I was laid off as part of a broader reduction tied to Project X / Org Y.” -- Provide a non-performance reason, such as: “My specialty on the team was X and now that feature will be in maintenance mode.” This signals the decision was driven by company needs (not your performance). -- Transition to a positive forward-looking statement about what you will contribute: “While I appreciated my time at X, I am excited to apply my skills to Y and contribute by delivering ABC." Bring the focus back to the value you will bring to the new company. 3/ Never badmouth your company or previous manager. An interview is not the place to air grievances. People hire future teammates, not past frustrations. You cannot always control a layoff. But you can control how you show up next. And that is what good hiring managers will care about.