Changing roles can be exciting and at the same time complicated. The conditions surrounding your departure shape how you react to this change. When that departure is the result of a layoff, the transition becomes even more difficult. I have seen and supported people through this challenging moment.
In this article, I share a few approaches to help you bounce back if you’re facing this difficult situation. Know that you are not alone in experiencing this, and that you can recover and come out stronger from this challenge.
As a disclaimer, this discussion does not intend to justify why companies are letting go of people. Each case is unique, shaped by its own company culture, economic context, and market landscape. However, in our world, this is a reality that many face, and it will continue to happen. Companies, like living entities, are constantly adapting and transforming. It’s important to acknowledge the emotional impact this can have on individuals and approach these situations with empathy and understanding.
Understanding the impact
For all managers, it is essential to understand the emotional impact that such decisions have on the people affected. And of course, those most directly affected are the ones who will have to leave the company, but do not underestimate the impact on those who remain, who may develop survivor syndrome. In these moments, we as managers must approach the situation with courage, empathy, and understanding.
Those decisions are never easy to make or execute. They impact the whole company, especially the people directly affected and their colleagues. During this period, morale declines, engagement is affected, and overall execution slows down.
I have also been terminated. I thought I was prepared for it, and I was almost volunteering to be let go, but when the day came, I realized I wasn’t as ready as I thought. Even though you are prepared for such an event, the impact can be significant. Therefore, when it’s an absolute surprise, it could be devastating for a person.
This is why severance packages provide financial support during the transition; do not underestimate the time and effort required for grieving. It will take time and effort to rebuild yourself.
As a manager, if you hear colleagues stating that severance packages are generous, please do not let such statements go unanswered. The word will spread, and it may impact the affected people again. Packages are based on the length of the relationship; the longer the relationship, the longer it will take to recover. I have seen people let go with more than 20 to 30 years of service; these individuals will need time to heal and learn how to be competitive in the market. They need a package that provides them enough time to recover from this hit.
How to rebound?
On the practical side, leverage all the elements of your package. The severance package is a time allocation with no revenue loss to rebuild yourself; use this time to do so. Do not feel bad if you are taking a few weeks to recover from this hit. It’s ok to do so. If you have an outplacement firm to support you, work with them. They will help you update your resume, cover letter, LinkedIn profile, and all the elements that make you marketable. Because, yes, you are selling yourself. You want a company to hire you and in which you will feel recognized and supported. So, do not jump on the first opportunity; take the one that is a close match with you.
On the motivational side,
for those who have experienced this, regardless of the reasons for your dismissal, you have the power to shape your next steps. You alone will determine whether your future is bright or dark. This decision will affect you, your loved ones, and future colleagues. Embrace this change, channel your energy toward the future, and accept what has happened. Dwelling on the past won’t change it. The decision-makers won’t change their minds, and what happened is now behind you. Focus your time on the present to prepare for your future; do not rehash the past; only you can decide to move forward.
To rebound,
you need to find a new position. In this competitive time, those hired are the ones with positive energy and a willingness to move forward. Companies hire for the future based on a person’s potential, but they are less willing to hire those who are not forward-looking. You are the only one who can decide to move forward, turn the page on your former job, and look for the next step. The decision to be dismissed was not yours; you bear the consequences of it. However, the decision to rebound and look forward is yours, and you have complete control over it.
Question: What advice would you give to someone who is struggling to move forward after being dismissed from their job?
Reading: The Courage to Be Disliked: The Japanese Phenomenon That Shows You How to Change Your Life and Achieve Real Happiness – by Ichiro Kishimi and Fumitake Koga
Continue reading I will share about the emotions we can feel during this transition period.
r discover others?
🛠️ Three simple actions to navigate this transition
Make full use of the support offered, and treat it as a personal investment
Book an appointment with the support service in the very first days.
Let yourself be guided, even if you think you “don’t need it.”
This time funded by your former company is not a gift, it’s a resource to rebuild yourself, regain confidence, and prepare your next chapter.
Take back ownership of your professional narrative
Set aside a few hours to clarify your résumé, your LinkedIn profile, and your professional message.
You become the representative of an exceptional product: yourself.
The clearer your narrative, the more power you regain over what comes next, and the more you reconnect with your strengths.
Consciously choose your mindset for what’s ahead
Every morning, ask yourself one simple question: “What can I do today to move one step forward?”
You can’t control the layoff, but you can control your attitude, your energy, and the way you look toward the future.
That’s what will make the difference in your job search and in how recruiters perceive you.
👉 These three simple actions strengthen your leadership posture and unlock your potential.