Managers Handling Lay-Offs

Layoffs are one of the most difficult responsibilities a manager can face. Letting go of a team member—especially someone who may have contributed significantly to the organization—is emotionally taxing, professionally delicate, and can leave lasting effects on morale, trust, and team dynamics. While much of the focus during layoffs is (rightfully) on supporting impacted employees, it’s equally important to recognize that managers need support too. This blog addresses the emotional and operational weight that managers carry during workforce reductions and offers practical, compassionate advice to help navigate these conversations with empathy, professionalism, and resilience.

Lead with Empathy and Respect

The way you deliver the message can deeply impact how the employee experiences the transition. Always lead with empathy—this is a human conversation, not just a business announcement. Acknowledge the difficulty of the situation. Use language that is caring, not clinical. Avoid corporate jargon like “restructuring” or “realignment” if it feels cold or impersonal. A simple “I’m truly sorry that this decision impacts you” can go a long way in conveying humanity. Your tone, body language, and willingness to pause and listen will all be remembered long after the meeting ends.

Provide Support and Reassurance

It’s important to reassure the departing employee that they’re not being abandoned. Explain any outplacement support or resources the company is offering. Walk them through what will happen next—from returning company equipment to accessing final pay and benefits. Equally, remind them of their value. While this decision may be due to business needs, it does not define their worth or contributions. Encourage them to ask questions, and let them know you’re available for support if they need follow-up conversations. This step is also about preserving their dignity—how you treat them in this moment speaks volumes about your values as a leader and the company as an employer.

Support Your Remaining Team

After the layoff conversation, your role as a leader is far from over. The remaining team members may feel anxious, demoralized, or insecure. It's vital to address the emotional aftermath and maintain open lines of communication. Be transparent (within what you’re allowed to share) about the reasons behind the change. Reaffirm the team’s importance and future direction. Allow space for people to express their concerns, and don’t shy away from acknowledging the emotional impact. This is a time to rebuild trust and reinforce stability. Your team will be looking to you for reassurance, consistency, and compassion.