Introduction
We’re thrilled to sit down with Sofia Khaira, a renowned specialist in diversity, equity, and inclusion, who has dedicated her career to transforming talent management and fostering equitable workplaces. With her deep expertise in human resources, Sofia offers invaluable insights into the often-overlooked challenges faced by employees who remain after layoffs. In this engaging conversation, we explore the emotional and professional impacts of downsizing on survivors, the critical role of re-onboarding in rebuilding trust and productivity, the risks of turnover when support falls short, and the broader organizational consequences of neglecting these key team members. Let’s dive into her perspectives on how companies can turn post-layoff challenges into opportunities for growth.
Can you walk us through the purpose and scope of recent research on layoff survivors, like the Kahoot! 2025 Layoff Survivor Survey?
I’m glad to share some insights on this. The main goal of the Kahoot! 2025 Layoff Survivor Survey was to uncover the challenges and needs of employees who remain after a downsizing event, an often-ignored group in workforce strategies. It aimed to highlight how the lack of support impacts both individuals and organizations. The survey gathered responses from over 1,000 U.S. workers who had experienced layoffs in the past three years, providing a broad and diverse perspective. Data was collected over a short but focused period, from April 24 to May 1, 2025, ensuring timely and relevant findings.
What are some of the biggest hurdles layoff survivors face in the aftermath of a downsizing event?
Layoff survivors often deal with a perfect storm of challenges. Many feel abandoned due to a lack of training or guidance on how to navigate their new reality, which can leave them struggling to adapt. On top of that, there’s usually an immediate spike in workloads—about 61% feel this right away, and it lingers for weeks or even months for most. This added pressure, combined with plummeting morale—nearly half describe it as ‘quiet chaos’—creates a really tough environment. Over time, the absence of support chips away at their confidence and engagement, making it hard to stay motivated.
How do costly mistakes come into play for these employees, and what’s driving them?
The data is striking: 65% of layoff survivors admitted to making costly mistakes or hesitating in their roles due to insufficient training. This jumps to 77% for Gen Z workers, likely because they’re often earlier in their careers and may lack the experience to pivot without guidance. These mistakes can range from errors in decision-making to missed deadlines or missteps in customer interactions—issues that can directly hit a company’s bottom line or reputation. It’s a clear signal that without proper support, even well-intentioned employees can falter under pressure.
Why is re-onboarding being highlighted as a game-changer for layoff survivors?
Re-onboarding is critical because it helps reset the foundation for employees who’ve been shaken by layoffs. The survey found that 70% of survivors believe a structured re-onboarding process would have eased their transition, yet only 27% actually receive it. This gap often stems from companies focusing on cost-cutting over long-term stability. A strong re-onboarding process should include clear communication about new roles, tailored training to address skill gaps, and emotional support to rebuild trust. It’s about showing employees they’re valued, not just left to fend for themselves.
What are the risks of turnover when companies fail to support these employees after layoffs?
The turnover risk is very real. About 45% of survivors said they’re likely to leave within a year if they don’t get the training they need, and for Gen Z, that number spikes to 72% considering quitting. Younger workers often prioritize growth and support, so they’re quicker to walk away if they feel neglected. This potential exodus can cripple a company’s long-term success—losing talent means losing institutional knowledge, disrupting teams, and facing high costs to recruit and train replacements. It’s a ripple effect that can undermine recovery post-layoff.
How do you see the broader organizational impacts when layoff survivors aren’t given the attention they need?
When survivors are overlooked, the damage goes far beyond individual struggles. It risks a cascade of issues—low morale spreads, productivity dips, and mistakes pile up, costing the business in both dollars and reputation. There’s also a cultural toll; employees start to feel disposable, which erodes trust in leadership. As we’ve seen in the research, neglecting support doesn’t just impact the present—it jeopardizes future opportunities for growth and innovation. Companies that ignore this are essentially cutting corners at the expense of their own resilience.
What’s your forecast for how companies will approach post-layoff strategies in the coming years?
I’m cautiously optimistic that more organizations will wake up to the importance of supporting layoff survivors as a strategic priority. With data like this survey shining a light on the consequences of neglect, I expect to see a shift toward proactive re-onboarding and employee-centric recovery plans. Companies that invest in their remaining workforce will likely stand out as employers of choice, especially in competitive markets. However, it’ll take a cultural change for some to move beyond short-term cost-saving mindsets and embrace long-term stability. I hope we’ll see more leaders recognizing that supporting survivors isn’t just the right thing to do—it’s the smart thing.
