The Survivor Re-Engagement Plan
Re-engage the team after a layoff
We just did a layoff: [HOW MANY LEFT, HOW IT WAS COMMUNICATED, WHAT THE PEOPLE WHO STAYED ARE SAYING, WHETHER MORE CUTS ARE POSSIBLE]. Plan the re-engagement: the all-hands message that answers the real questions (is it over, why these people, what changes), what to never say ('this was hard for me too'), the manager talking points for the first week, the workload problem nobody mentions (their work went somewhere), and the 30-day signals that tell me if survivors are quietly interviewing. Flag where HR or counsel should review before anything goes out.
Inputs needed
- ■Layoff scope, how communicated, survivor sentiment, future risk
What good output looks like
Real questions answered directly; forbidden phrases listed; orphaned work addressed; 30-day flight-risk signals named; review checkpoints flagged
The stream (0)
Reading the room…