Layoffs Are Traumatizing Dammit

Layoffs aren't career setbacks—they're traumatic events. And we've normalized them to the point where companies casually include them in business plans. Beverly breaks down why this matters, what it costs, and what needs to change.

What you'll learn:

• The research on layoff trauma: Why job loss causes psychological harm even without financial crisis—and why American workers suffer more than workers in other countries

• Signs layoffs are coming: The patterns senior leaders don't want you to recognize—sudden "efficiency" focus, hiring freezes, mysterious consultants, and restructuring announcements

• The terminology games: Why companies use "restructuring" instead of "layoffs"—and the HR loophole this creates

• Leadership perspective: Beverly shares her experience conducting three layoffs and why each one traumatized her—plus what ethical leaders do differently

• The strategic layoff problem: Companies that include layoffs in annual business plans, lay off workers then rehire, or conduct Q4 layoffs to hit margins while announcing executive bonuses

• Accountability we need: Specific legislation and corporate policies that would prevent layoffs from being used as strategic business tools

• What to do right now: Practical steps if you've been laid off or you're seeing warning signs

Beverly brings research from the Journal of Applied Psychology, Journal of Vocational Behavior, and Rutgers University unemployment studies—not just opinion, but evidence that layoffs traumatize people and we need systemic change.

For employees navigating layoff anxiety or recovering from job loss. For leaders who've had to conduct layoffs and were affected by it. For anyone who believes corporations need accountability for how they treat workers.

The uncomfortable truth: Beverly has conducted layoffs. Each time was traumatizing. And what she can't comprehend is how this has become an expected aspect of business—how executives discuss eliminating 200 positions like they're discussing vendor contracts.

We need to stop using euphemisms that distance us from the human cost. We need transparency about which companies conduct strategic layoffs. We need financial penalties for companies that lay off workers then rehire for the same roles. We need to recognize that if you have money for stock buybacks, you have money to keep people employed.

This isn't about making business harder. This is about recognizing that we've prioritized "business flexibility" over human beings for decades—and it's not working for anyone except shareholders and executives.

If you've been laid off: The trauma is real. You're not broken. The system is broken.

If you're a leader: Let your discomfort with layoffs drive you to advocate for better practices.

If you want change: Demand accountability. Support worker protections. Share stories. Vote for policies that prioritize people over profits.

Layoffs are traumatizing dammit. It's time we stopped pretending they're not.

Part of "How To Give A Damn About Your Workplace"—where we demand better from corporate America.

You're not expendable. You're valuable. And you deserve better.