How to Support Employees During Layoffs Without Losing Their Trust—or Your Values
Terminations are among the most difficult responsibilities a leader or HR team can face. Even when they’re unavoidable—due to market downturns, restructuring, or budget cuts—how you handle them defines your company’s culture far beyond the event itself. The question isn’t if layoffs will happen. It’s how you’ll support the people affected.
Supporting employees during layoffs doesn’t just soften the blow; it protects your brand, helps departing staff move forward faster, and reassures those who remain. It’s an opportunity to live out your values with clarity and compassion.
Let’s walk through a step-by-step strategy to guide you through this process in a way that balances business needs with human care.
Why Employee Support During Layoffs Matters
Whether you’re letting go of one person or one hundred, the emotional weight is real—for those being laid off, for the team delivering the news, and for those left behind.
A well-handled layoff communicates that people matter, even when roles change or disappear. Done poorly, it can damage morale, erode trust, and trigger legal and reputational risks.
According to a recent SHRM article, how employers treat staff during layoffs has a lasting impact on brand perception, both internally and externally (source).
The takeaway? Layoffs are more than logistics—they’re leadership moments.
Step-by-Step: How to Support Employees During Layoffs
1. Plan with empathy and clarity
Before you deliver the news, get extremely clear on:
Who is impacted and why
What support you’ll provide
How and when the message will be delivered
Who will follow up and answer questions
Layoffs should never feel like an ambush. Build a communication plan that respects your employees’ time, privacy, and dignity.
2. Communicate directly—and humanely
The way you deliver the message is just as important as the message itself. Use clear, direct language and avoid corporate jargon. Whenever possible, deliver the news in a private, one-on-one conversation—even if done virtually.
Avoid phrases like “we’re all in this together” or “this hurts me more than it hurts you.” Instead, be honest, specific, and kind. Acknowledge the contribution the employee has made. Offer space for their response.
3. Offer real transition support—not just a severance check
Employees need more than a goodbye and a benefits summary. They need help figuring out what’s next.
This is where career transition and outplacement services become critical. At TurboTransitions, we help companies offer affordable, virtual outplacement solutions that blend:
Human career coaching
AI-powered job tools (like resume builders, interview prep, and LinkedIn optimizers via PruE AI)
Certification prep and skills-gap analysis
Job search strategy support
This level of support helps laid-off workers feel empowered, not abandoned—and increases their chances of quickly finding new employment.
4. Check in on the rest of your team
The layoff doesn’t end with the people who leave. “Survivor’s guilt” is a very real phenomenon. Remaining team members may feel anxious about their own roles or discouraged by the loss of colleagues.
Be transparent about the path forward. Hold open Q&A sessions. Encourage managers to create space for check-ins. And if your company has an internal support system (like a wellness program), make sure employees know how to use it.
What Companies Often Get Wrong
Even well-meaning organizations can stumble during layoffs. Some common mistakes include:
Treating it as a one-time event: Layoffs ripple for weeks or months. Treat it as a process, not just a day.
Outsourcing empathy: Handing off difficult conversations to a third party without leadership involvement can feel cold.
Offering vague support: “Let us know how we can help” is too open-ended. Employees need clear, actionable next steps.
By contrast, companies that lead with structure, support, and compassion tend to preserve goodwill—even in tough times.
Frequently Asked Questions
What is the best way to notify someone of a layoff?
In-person or video conversations are best. Keep the explanation brief, express appreciation, and provide clear next steps including support resources.
Should we offer outplacement services?
Yes. Outplacement helps laid-off employees transition faster and more successfully. It also reflects well on your company and can reduce legal exposure.
How soon should we give employees access to support tools?
Immediately. Ideally, they should walk out (or log off) knowing they have access to resume help, career coaching, or platforms like PruE AI that guide their next move.
What should we avoid during layoffs?
Avoid vague language, public announcements before personal notifications, and offering no support. These damage trust and morale.
Can we afford to offer support if budgets are tight?
Yes. Virtual services like those offered by TurboTransitions are affordable, scalable, and flexible. You don’t need an enterprise budget to offer meaningful help.
Wrapping Up
Supporting employees during layoffs isn’t about perfection—it’s about humanity. When people leave your organization, they should still feel seen, respected, and equipped to take their next step.
You can’t control the economic climate. But you can control how your company shows up when it matters most. Whether it’s offering tailored outplacement support, keeping lines of communication open, or making sure every message is delivered with care, the little things leave a lasting impact.
TurboTransitions exists to help companies navigate these moments with grace, clarity, and compassion—without adding unnecessary complexity or cost. Because the way you exit employees is just as important as how you onboard them.
Want help building a thoughtful support plan? Let’s talk.
Tags: how to support employees during layoffs without losing their trust
Author: Reid Alexander
Disclaimer: This content is for informational purposes only & not intended as professional legal or HR advice. Consult with qualified professionals for advice tailored to your specific situation. The author & publisher disclaim any liability for errors, omissions, or actions taken based on this content.