How to Rebuild Trust with Your Team After Layoffs
Layoffs can be a turning point for company culture—and not always for the better. In conversations I’ve had recently, candidates often tell me they feel the effects of layoffs long after the dust has settled. Whether it’s uncertainty about the company’s future, fear of speaking up about career advancement, or a shift toward “just getting by,” the culture has changed—and not in a good way.
If you’re a leader navigating this reality, here’s what I’d share: rebuilding trust and retaining your employees requires intentional action. Your team needs more than a “back to business as usual” attitude—they need confidence, transparency, and genuine support. Here’s how to start:
Share your future plans. Talk openly about your 3-, 6-, and 9-month goals with your team. Even if you can’t guarantee everything, showing your vision helps them feel secure about the company’s direction and their place in it.
Be transparent where you can. If there are details you can’t share about the layoffs, that’s okay—but share what you can. Open communication builds trust, even in tough times.
Make space for tough conversations. In 1:1s, don’t shy away from your team’s concerns. Encourage them to share how they’re feeling—whether it’s about their career growth, workload, or financial advancement. Listening goes a long way toward rebuilding trust.
Boost team morale. Acknowledge the challenges everyone has been through, and show you’re there to support them. Whether it’s a team meeting to address concerns or a small gesture to show appreciation, morale matters more than ever after layoffs.
Rebuilding trust takes time, but being intentional about these steps can make a real difference. Layoffs may change the culture temporarily, but as a leader, you have the power to guide your team toward a stronger, more connected future.
What other strategies have you seen leaders use to rebuild trust after layoffs? Let’s keep the conversation going.