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A Publication of WorkTogether Talent Consulting (formerly WorkMonger)
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In our third edition on Reduction in Force, we'll analyze this complex challenge from the leadership viewpoint while also exploring effective strategies for employees to respond and access available resources.
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Layoffs are tough, but there's a right way to handle them. Whether you're a leader making these calls or working closely with HR, this SHRM guide covers the whole process from prep to the aftermath. Key moves include considering alternatives first, creating fair selection criteria, timing meetings early in the week, and immediately reassuring remaining staff they're valued. Don't forget retention bonuses to prevent the post-layoff exodus!
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Building trust after layoffs starts with treating departing employees like humans, not numbers. Skip the cold Zoom calls and offer real conversations instead. Provide outplacement services, honest communication about why cuts happened, equip managers with talking points, offer EAP services, and keep checking in for months afterward.
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What We’re Writing Right Now
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What happens to folks staying after layoffs? They need support, too! They're juggling changed roles, missing colleagues, and wondering about the company's future. Simple fixes: assign a "captain of the ship" to focus on remaining staff, check job responsibilities to avoid overload, and get comfortable saying no to extras. This critical guide helps leaders manage the overlooked group.
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Career Corner: Ask a Recruiter
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You Were Spared in a RIF. Now What?
Guest Author: Taylor Gonzalez
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Surviving a reduction in force (RIF) has its own emotional and professional complexity. Maybe you’re relieved, maybe you feel guilty. Maybe you’re suddenly carrying more work or unsure how to lead amidst the shift. The truth is, there’s no right or wrong way to move through this. So, let’s begin navigating the new reality and remaining in the present moment.
- Acknowledge the Emotional Landscape
- Grief is valid—even if you're still employed. The loss of coworkers, community, and what was your normalcy can hit hard. Let yourself feel it.
- Guilt is common. Survivor’s guilt can emerge. Acknowledge it, but don’t let it undermine your worth or role.
- Talk it out. Peer processing can be powerful. Ask a teammate or friend to hold space or reflect together. Note: A reminder that a teammate or friend is not a professional mental health counselor.
- Rebuilding Within the New Work Reality
- Clarify your role. Ask leadership how your role or priorities may be shifting. Ask yourself if this feels in alignment with what you’d like to do.
- Set boundaries. If you're absorbing extra work, be proactive about what’s realistic—and unsustainable. Be real with yourself first and foremost.
- Ask for support. If expectations are changing, request resources, extended timelines, or clearer communication.
- Document everything. Especially if your scope expands significantly, keep a record of what you’re taking on, and ask any questions around responsibilities, expectations, timelines, and scope of work.
- Reengaging With Intention
- Re-ground in your values. What’s keeping you here? Reconnect with your purpose or the parts of the work you still care about.
- Rebuild team culture. Small moments of connection (a coffee chat, a shared win) can help mend morale. Take the charge or lead here in ensuring you feel the sense of community and culture!
- Stay open. It’s okay to explore new possibilities. This may be a time to renegotiate your path, within or beyond the org.
As with any shakeup, the dust may not settle right away. However, there is power in slowing down and responding intentionally. Whether this is a season of transition, or a choice to stay, you’re allowed to redefine your relationship with work, the organization, or your leadership.
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The New TrulyHired Job Board is Here!
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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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Freedom Preparatory Academy is a network of public charter schools serving nearly 2,000 students in Memphis, TN and Birmingham, AL. Freedom Preparatory Academy seeks a middle school teacher specializing in ELA for their growing network of charter schools. The Middle School ELA Teacher will be expected to both introduce and help students develop mastery of concepts as measured through assessments administered consistently throughout the year. The ideal candidate has two to four years of urban teaching experience and a valid Tennessee teaching license or the ability to obtain one.
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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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