What happens when people are let go?
After the Layoffs: A Hard Look at L&D
It’s never an easy decision to let people go, especially if it involves a significant portion of your organization, and even more so if those people have dedicated years of their career to its growth and success. Ideally, such a decision is made only after all other options have been carefully considered and exhausted, because the ripple effects touch everyone involved; the people let go, those who remain, and even those within the broader business environment.
This post explores the realities behind layoffs, their organizational impacts, and what it might mean for Learning & Development (L&D), especially now, as the industry grapples with uncertainty and the rapid adoption of AI tools.
The Human Cost of Layoffs
When layoffs are reported in the media or online, headlines tend to focus on numbers or what gets more clicks. But lost jobs are not merely statistics; they’re lost routines, disrupted families, and fractured professional identities. Laid-off employees are left asking themselves difficult questions at 3 a.m.:
Was I not good enough? Will I find something else? What happens to my family?
But layoffs don’t only affect those who leave. The “survivors,” those who remain, carry burdens of their own. Workloads balloon as one person suddenly does the job of three. Morale sinks. Trust erodes. Anxiety builds, as remaining employees wonder if they’re next. And yet they’re expected to perform as though everything is business as usual, all while navigating the loss of colleagues, mentors, and friends.
Organizational Disruption
When employees are cut, more is lost than just people; gone too are momentum, innovation, and institutional knowledge. Short-term financial logic often underestimates the long-term costs of disinvestment in talent and experience.
Those left behind often bear the brunt of these changes. They’re expected to implement new strategies with fewer resources and less support, creating an environment of uncertainty and stress. Trust in leadership erodes, communication turns reactive, and organizational culture, something built over years, can quickly deteriorate.
What This Says About the L&D Industry
What’s so special about the Learning & Development field is its core mission is inherently altruistic: to help people improve at work and life. But when layoffs hit those who create training and career development programs, to my friends and colleagues, it’s particularly disorienting. These professionals, accustomed to guiding others, suddenly find themselves needing guidance.
Ironically, as layoffs occur, the demand for effective L&D has never been higher. Every leadership report emphasizes reskilling as a critical need; AI-driven transformations are reshaping entire sectors, and retaining talent increasingly depends on internal mobility.
If anything, layoffs highlight a troubling paradox: L&D is more necessary than ever, yet the resources and recognition it deserves are often the first to be cut, which makes me wonder what the future holds for the larger economy.
What We Need to Reckon With
When I hear about layoffs, I ask if this is an indicator of what’s happening in the larger economy, or is it just something to do with a particular organization. Either way, layoffs push us to reconsider priorities, processes, and our fundamental purpose. They reveal something deeper about how organizations view L&D: essential yet expendable, valued yet vulnerable.
For the L&D industry to grow stronger, we must advocate for our value more clearly; speaking the language of leadership, elevating the visibility, and demonstrating measurable impact. It also means actively supporting L&D professionals, recognizing the future of work isn’t about technology alone. It’s fundamentally about people.
Let’s talk about AI, the so-called “800-pound gorilla” in the room. It’s both a catalyst and an uncertainty. Understanding how to integrate AI without losing sight of the human elements is essential. The industry must proactively define how AI can complement, rather than replace, human insight, empathy, and judgment.
A Path Forward
If you’ve been laid off, know that it is only a moment in time, and doesn’t define who you are or the work you’re capable of. What you deserve—and should seek—is acknowledgment, practical support, and clear guidance forward. Don’t face this alone: seek out mentors, lean on your networks, and remain connected to your community.
For those still standing inside the organization, clarity, compassion, and realistic expectations are essential. Leaders must treat human resilience as a strategic resource, not a limitless one, providing adequate time and resources to adapt to new realities.
Closing Thoughts
Layoffs aren’t merely organizational decisions, they reshape lives and careers. In Learning & Development, where purpose is fundamentally tied to human growth and empowerment, these impacts feel especially profound. As we navigate the future alongside rapidly evolving technology like AI, our greatest responsibility is to ensure we don’t lose sight of the humanness that defines our work.
To those who have experienced layoffs: your skills, value, and potential remain intact, even in moments of disruption. For those still in place, advocate for investment in people, processes, and technology. As the landscape of work continues to evolve, L&D professionals are in a great position to lead the conversation.
I welcome your thoughts and perspective.