The uncomfortable truth is that too many leaders crumble when the pink slips start flying. They go quiet. They spin half-truths, or that straight up lie.
They lean on vague “economic headwinds” excuses and hope nobody notices. In reality, this builds anxiety and distrust for the team.
But people do notice. After all, you didn’t hire dumb staff members.
They notice when you dodge questions. They notice when you put out a polished email instead of showing up live. They notice when you protect the brand more than the humans who built it.
Leading in the age of layoffs should not include avoiding the backpack. Instead, it’s about earning trust when trust is at its thinnest. That means:
- Owning the hard truths instead of hiding behind corporate jargon.
- Communicating early, even when you don’t have all the answers.
- Sitting in the discomfort with your team, not disappearing into executive meetings.
- Making space for the people who stay, because survivor’s guilt and fear hit hard.
Layoffs will always sting. But what destroys culture isn’t the layoff itself. It’s actually how leaders behave before, during, and after. You can either amplify fear… or you can lead people through it with clarity and courage.
Employees aren’t asking for perfection. They’re asking for honesty, consistency, and humanity. They are asking for consistency and reassurance.
The kicker? If you want loyalty once the storm passes, you better earn it during the storm.
So, be honest. Do you think today’s leaders are stepping up, or falling short when it matters most?