Key points
- 87% of HR leaders have conducted or plan layoffs; 78% now see layoffs as regular events.
- 77% say redeployment programs exist, but only 19% of employees know about them.
- Employers who track it mostly find rehiring costs more than moving people into new roles.
- How you treat people who leave shapes the trust of everyone who stays.
Restructuring used to be a once-in-a-decade event. Not anymore. New research from LHH found that 87% of HR leaders say their organization has conducted or plans layoffs in the next year, and 78% now describe layoffs as regular events rather than one-offs. AI and automation are among the drivers.
I've led the people side of reorganizations and workforce reductions more than once. The hardest lesson is also the simplest: how you treat the people who leave is exactly how the people who stay will judge you.
Five moves that make the difference
1. Look for new roles inside first, and mean it. LHH found that 77% of HR leaders say redeployment programs exist, but only 19% of employees recognize them. A program nobody knows about doesn't help anyone. Look seriously for internal moves before you finalize who is affected. Most employers who track it find rehiring costs more than moving people into new roles.
2. Prepare your managers. Notification conversations are among the hardest any leader will have. Practice them. Give managers clear messages, answers to likely questions and support for themselves.
3. Communicate to everyone, not just those affected. Your remaining team needs to understand what's changing, what isn't and why. Silence fills up with rumours.
4. Give real support to people leaving. Senior-level career coaching, practical help with resumes and interviews, and guidance on the skills employers want now. It matters to them, and they'll remember it.
5. Look after your HR team. LHH also found that 64% of HR leaders say ongoing restructuring takes a toll on their own well-being. The people carrying the process need support too.
Your community is watching
In Atlantic Canada especially, word travels. The people you let go are your future customers, referrals and, sometimes, rehires. Handle the hard moments with care, and your reputation as an employer will be stronger on the other side.