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A Publication of WorkTogether Talent Consulting (formerly WorkMonger)
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In our final edition discussing reductions, we focus on rebuilding trust and preserving company culture after layoffs while ensuring clear, empathetic communication with all stakeholders throughout the transition process.
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Layoffs don't have to destroy your company culture if you handle the aftermath thoughtfully. Research shows survivors face 41% lower job satisfaction and 20% reduced performance, but there's hope! This guide offers six practical strategies - from transparent communication to showing genuine appreciation - that help remaining employees feel valued and rebuild team unity after difficult cuts.
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Layoffs don't have to destroy team morale and trust when handled with care. This piece shows why treating departing employees with dignity actually protects your remaining team. Key strategies include making cuts the absolute last resort, giving advance warning, offering robust outplacement services, and equipping managers with talking points. Caring for those leaving shows those staying they truly matter.
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What We’re Writing Right Now
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When sharing layoff news with clients and stakeholders, lead with transparency and heart. Start by connecting clients with their new relationship managers, help departing employees tap into their networks, and time your social media thoughtfully. Most importantly, show your humanity! Celebrate the folks staying, support those leaving, and demonstrate how much you value everyone who's served your organization.
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Career Corner: Ask a Recruiter
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How to tell your professional network that you were impacted in a RIF?
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I work with many clients who have been impacted by Reductions in Force (RIFs). There’s a lot of to-dos that seem to take over their lives, from applying for COBRA and unemployment, to rethinking personal budgets in the short term. One other to-do some of my clients struggle navigating is sharing the news with their professional network, be it current/former colleagues, their LinkedIn connections, or external partners (like consultants/vendors/funders/stakeholders they worked with daily). There is not one strategic way to share the news with your network, but there are practices to employ and avoid.
Practices to employ:
- Consider taking a few days before sharing the news, when emotions are less heightened and you can process engaging with others (innocent questions about what happened or what’s next could trigger strong reactions when the news is still fresh).
- It is your choice whether you want to name that you’ve been part of a RIF versus just sharing that you are searching for a new role, but I have noticed that networks tend to operate with more urgency, resources, and empathy when they know you were impacted by factors outside of your control.
- Create a document to craft a message for different audiences - one to current colleagues, one to external professional partners (if applicable), and LinkedIn (if using). I know of folks who have leveraged AI for messaging when they’re in doubt, and this can be a helpful way to get started.
- Keep it light - no need to share a ton of specifics, here are some relevant things to communicate:
a) Following a great run at [name of org], you were part of an org-wide Reduction-in-Force.
b) Share some proud highlights from your tenure.
c) Convey your current plans (i.e. taking the summer off to rest, searching for a new role, the plan is “there is no plan” at this time, etc.)
d) Provide a few concrete ways your network can support, like introducing you to hiring managers, sending you job openings, serving as a strategic sounding board as you consider what’s next, or just staying in touch.
e) Include your personal contact information
Practices to consider avoiding (but you know yourself best!):
- Sending an email or posting on LinkedIn the moment you get the news. I’ve seen people do this when emotions are high, and they’ve regretted language/tone once some time has passed.
- Messaging people without clarity of the kinds of roles you want to move into, industries you’d like to target, or specific ways your network can help. This isn’t a bad thing on its own, but it is a missed opportunity - people want to help, but without clear direction they won’t add as much value.
- Publicly calling out your employer. Even if you’re mad. Even if this RIF could have been avoided with better fundraising, strategy, programming, business development, etc. While it may feel good in the moment, it could hurt your job search prospects (future employers may wonder if you’d badmouth them as well). In fact, I’ve seen people impacted by RIFs lose the ability to be considered for new opportunities with their employer because of the way they talked about their RIF to external audiences. Privately? Do what you want and need to do in order to process your feelings!
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The New TrulyHired Job Board is Here!
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SchoolKit is working in partnership with local educators to help improve instruction and leadership through content and curriculum-specific training, coaching, and strategic planning. The School District of Philadelphia is undertaking new curriculum adoption and partnering with SchoolKit for support throughout this adoption. As a SchoolKit contractor, you will work directly with SDP instructional staff through large and small group professional development, 1:1 conversations, and training modules. The ideal candidate will have 2+ years experience with K-12 Illustrative Mathematics, EL and/or Study Sync/SDP-created 9-12 ELA curricular resources. This is a part-time position that runs through June 2026. SchoolKit contractors will get to choose the services that align with their schedule.
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KIPP Texas Public Schools is a network of 54 public charter, open-enrollment, pre-k-12 schools educating nearly 32,000 students across Austin, Dallas-Ft. Worth, Houston, and San Antonio. KIPP Texas is looking for a certified Multilingual Educator to be their Multilingual Education Specialist in Houston for the '25-'26 school year. The Multilingual Education Specialist plays a central role to support the school in fulfilling the KIPP Texas' mission by directly impacting the academic and linguistic success of all Multilingual Learners. The ideal candidate has 2+ years teaching Multilingual Learners and is ESL or bilingual certified.
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TrulyHired is a quick, easy, and tailored job board that specializes in providing job seekers with educational equity roles at impact-driven education organizations. Here are a few of the amazing jobs we have available. Check them out and apply if you're interested!
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You don’t have to be a job seeker to take the next step in your professional growth.
Our tailored career services—like resume reviews, interview prep, and personalized coaching—help leaders like you gain clarity, align with your goals, and stand out.
Ready to level up?
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