Every day we come across, or should I say scroll past, posts in social media about layoffs. Some are expected but for many the layoffs were an unexpected surprise, a bolt from the blue. For many it is shocking, life changing, and when I say life changing it could be positive or negative. A career shift could become a life shift. A layoff affects not just the individual—it ripples through families, communities, and entire social ecosystems.
In India, everything is about people; everything begins and ends with people. This is reflected in the strong family ties, community bonds and the need for social interactions in daily life. And we have lots and lots of people, vast and diverse. So people are not just our biggest resource, they are our finest asset. The big question is how do we put people first in everything we do in any organization, especially when it comes to organizational decisions and especially during crisis.
A layoff is not just a financial decision; it is an emotional event. It’s a moment that can redefine someone’s life trajectory. In India, where job stability often underpins family security and social standing, the impact of a layoff goes far beyond the office walls. Organizations must recognize this and move beyond transactional thinking. The goal should not be to minimize cost at the expense of humanity, but to balance business needs with compassion and care.
So how do we build organizations that put people first?
Build empathy in operations. It is not optional but strategic. So prioritize Empathy. Leaders must be trained to understand the human impact of their decisions. Empathy should be reflected in policies, performance reviews, and even exit processes. Compassionate exit interviews, mental health support, career counselling, and even extended notice periods or severance packages, where possible.
Transparent communications. The is so essential when the organization is going through tough times. Uncertainty and silence breeds fear. Transparent communication builds trust, reduces uncertainty(anxiety) amongst the employees and very importantly maintains employee morale. Listen as much(maybe more) as you speak, communications should be two way. Use simple jargon free language, it is important understand the emotional weight of the moment.
Leadership must be held accountable for the human impact of their decisions. A hiring manager has the final say on who gets hired, making them accountable for the outcome of their decision, which is a good practice. Let us celebrate compassionate leadership as a model for others. Make "people impact" one of the core KPIs. At times, even redefining success metrics for the organization can go a long way. Recognizing leaders who prioritize people alongside performance and have a mechanism to track employee engagement and satisfaction.
Offering access to upskilling programs, financial planning can come as a big relief. Creating alumni networks for job referrals, mentorship and associating with local networks to supports the laid -off employees can form part of community support.
To summarize, India's strength lies in its people. Let's resolve to build resilient, future-ready organizations, that honor the strength, not just in good times, but especially in difficult times. Putting people first isn’t just the right thing to do, it’s the smartest thing to do.
Let’s build workplaces where empathy is a policy, transparency is a culture, and people are always at the heart of every decision.
On a side note, I have been part of major organizational re-alignment and layoffs, and have actually been through situations and scenarios from above. Although I was not directly impacted but was certainly affected, and the memories(not great ones) remain for life.
