Respectful Employee Departures

18 months ago, we laid off 70 people. Here’s how it went… We were burning too much. Hired too fast. It was our mistake. And we owned it. It was one of the hardest things I’ve done as a founder. But we tried to do it the right way. We spoke to each of the 70 people, personally. Told them what went wrong, why this decision had to be made, and how we’ll support them. We gave them 3 months’ notice. Helped with referrals, intros, job leads - anything that could help. 67 got placed before the notice period ended. For the 3 who didn’t, we gave 2 months’ extra salary. But look at what’s happening now - Over 120,000 people were laid off this year. And many of them didn’t even get a call. Some found out through a blocked email. Some were just removed from Slack in the middle of the day. That’s inhuman. Yes, layoffs happen. But how you handle them says everything about your culture. I know it’s tough to have these conversations, but this is what you signed up for when you became a founder. If you call someone “family” while hiring them, treat them like family when letting them go too. #HarshRealities

I love hiring people who have been made redundant, especially from startups. Startup leaders are constantly telling me, "We're looking for people who are comfortable with ambiguity, who can handle a pivot and who can tolerate some risk." When I meet candidates who have been made redundant from startups it usually means, they took a big swing. They bet on that company and went all in. They likely gave it their all and the success (or challenges) of that company are not a result of their individual performance or impact. But, here are things I look for in those candidates: 🙂 Attitude. I met with someone yesterday who had the most positive attitude about her redundancy. Of course it sucks. It hadn't been long after she was hired and was likely a surprise. But she focused on the amazing things she learned, the exposure she had, and how she wanted to use that in her story for what is next. 🫵 No finger pointing. There are ways to honestly talk about what happened in a company without being mean or finger pointing at people. Candidates who are still bitter or angry end up making it personal and pointing fingers. Let the emotion wear off (or save that for your friends), or you risk coming across with a lack of professional maturity. 🌳 Learner's mindset. The candidate yesterday spoke about what she learned in the role. The best candidates use every bit of their job (no matter how long they were in the role) to evaluate exactly what they want next and also leverage those experiences into what's next. But the biggest challenge and the real differentiator comes down to their story. 📚 Think about how you tell the story of this experience (however short) -- what you learned, the impact you had and how you grew. 📚 Share the attributes that show your resilience -- your adaptability, comfort with ambiguity and how you were a team player. 📚 Talk about how that sets you up brilliantly for what is next (which is XYZ...). And if you're a startup hiring, don't be scared by short tenure on a CV. Dig into the stories of these folks. They will often amaze you. #hiring #startups #redundancy ----------- I'm Tova, the founder of Series Build , helping Australian startups hire exceptional talent and bring more diversity into their teams.

Layoffs feel unethical, but they’re not inherently wrong. It’s the behavior behind the decision that matters. I learned this early in my career. Layoffs are business decisions. They’re about numbers, markets, and strategy. What makes them unethical is when leadership lies, hides, or treats people like disposable parts. When you can’t look someone in the eye and tell the truth, that’s when you’ve crossed the line. That’s why I teach the ETHICS framework to leaders and HR folks. It’s not academic. It’s survival. It kept me grounded when the pressure was high and the choices were ugly. Evaluate. Get the facts. Who’s impacted? What’s the real story behind the spreadsheet? Don’t accept half-truths. Think. Sit with the consequences. Who gets hurt? Who gets protected? What’s the ripple effect six months from now? Honor values. Integrity isn’t a slide deck. It’s how you behave when nobody’s watching. Does this decision reflect what you say you stand for? Identify options. There are always more than leaders admit. Better severance. Clearer communication. A chance to redeploy someone into a different role. Get creative. Choose. Make the call with clarity, not cowardice. People can smell fear. They can also smell respect. Scrutinize. After it’s done, don’t bury it. What worked? What was awful? What will you refuse to repeat? Layoffs are a business failure for sure. We can and should make them fair, transparent, and respectful. That’s ethical leadership. So next time you’re in the room for a hard decision, don’t wing it. Don’t hide. Use the ETHICS framework. Stand in your values. People will forget the press release, but they’ll never forget how you made them feel when their job disappeared. https://lnkd.in/e2amCVM6

The end of the year is chaotic. Budgets are tight. Burnout is real. As a founder, you're juggling a million things, trying to keep the business on track while planning for the year ahead, closing the year out strong, hiring, onboarding, or dealing with resignations. I get it. It’s easy to prioritize what feels urgent over what truly matters. But let’s zoom out for a second. What if your departing employee becomes your biggest advocate... or your harshest critic? What if your newest hire starts regretting their decision on Day 1 because you treated them like a checkbox instead of a person? Here’s the harsh truth: The way you handle these moments says more about your leadership than anything else. And guess what? The world behind closed doors is smaller than you think. Here’s why founders often miss the mark: “𝑰’𝒎 𝒕𝒐𝒐 𝒃𝒖𝒔𝒚” – You’re stretched thin, so you skip the exit interview or rush onboarding. “𝑰𝒕’𝒔 𝒋𝒖𝒔𝒕 𝒃𝒖𝒔𝒊𝒏𝒆𝒔𝒔” – You compartmentalize tough departures and forget the person behind the decision. “𝑰𝒕’𝒍𝒍 𝒘𝒐𝒓𝒌 𝒊𝒕𝒔𝒆𝒍𝒇 𝒐𝒖𝒕” – You assume culture can take care of itself, but it never does. Here's the fix: Treat departing employees like future employees. Respect them, listen to them, and thank them for their contributions. You never know when your paths will cross again. Treat new hires like your most valuable customers. First impressions matter. They’re betting on you. Show them they made the right choice. And ask yourself this: What would you want them to say about their experience if you weren't in the room? Would they describe the transition as thoughtful and human? Or transactional and cold? You can’t control everything in your business. But this? This is 100% within your control. Take 10 minutes today to ask: How would 𝑰 𝒇𝒆𝒆𝒍 leaving or joining this company? What could we do better? Then do it. When you invest in these moments, the dividends are real: a stronger reputation, a tighter culture, and relationships that will keep on giving beyond a single job. The hard decisions don’t have to be heartless. Make them count. Even when it's tempting to make the short, term easy opposite choice. Your future self will thank you. #startups #founders #leadership

Laid off? Don’t hide it. Own it. I’ve seen many folks hesitating to tell HR or even mention it in interviews. They feel it’ll hurt their chances. But the truth? Layoffs are normal now. HRs know it. Startups shut down. MNCs restructure. AI eats roles. Kisi ka bhi number aa sakta hai🙁 What matters is how you show up after it. In fact, I’ve seen cases where: ➡️ HRs fast-tracked profiles ➡️ Hiring managers got empathetic ➡️ You’re seen as an immediate joiner — big plus So instead of hiding the gap, talk about what you did during it. Upskilled? Freelanced? Mentored others? Took a mental reset? Say it without hesitation Your worth ≠ your layoff.

Being laid off is tough, but here's how to explain it professionally. I helped many land their next role. Here's what I learned about discussing layoffs effectively: Start with honesty - it's non-negotiable. When asked about your layoff, be direct: "I was part of a company-wide restructuring that affected X% of employees." "My department was eliminated due to strategic changes." Provide real context, but keep it brief: • Company reorganization • Merger/acquisition • Market conditions • Strategic pivot Then, immediately shift to your achievements: - Teams led - Problems solved - Projects completed - Revenue generated Don't just list them. Tell the story behind them. Share the impact you made. What happened after the layoff matters too: • Joined professional groups • Worked on side projects • Took relevant courses • Started freelance work Show you're growing, not waiting. I've noticed something interesting in my experience: The candidates who handle layoff discussions well often get hired faster. They don't apologize. They don't make excuses. They own their story. Remember to practice your explanation: - Stay positive but realistic - Keep it under 2 minutes - End with your future goals - Focus on facts, not emotions The key is turning a challenging situation into a demonstration of your resilience and professionalism. Here's what I know for sure: A layoff is just one chapter in your career story. How you tell it matters more than the layoff itself. Your next opportunity isn't about where you've been - it's about where you're going and what you bring to the table. Follow for more career transition advice. #layoff #jobseekers #jobs #employees

"Why did you leave your previous job?" A few weeks back, Chioma Okere left this question in a post. I revisited that post and would be dropping answers to all questions asked in the coming days. This question is one that catches many off guard, but it's inevitable in most interviews. I still remember the first time I was asked this. My heart raced, and my mind was flooded with all kinds of thoughts. At the time, I had left my previous role due to lack of growth. But how could I say that without sounding negative about my old employer? I didn’t want to come across as ungrateful, nor did I want to lie. So, I did what many do—I stumbled through a vague, unfocused answer. After that interview, I realized I needed to rethink my approach. Here’s what I learned: 1. Keep it Positive It's crucial to frame your answer positively. Even if the work environment was toxic, focus on what you're moving towards rather than what you're running from. Example: “I’m looking for new challenges and opportunities that align better with my long-term goals.” 2. Focus on Growth Employers love candidates who seek personal and professional growth. You can explain that you left because you had learned all you could in that role. For instance: “I reached a point where I wasn’t able to grow further, and I’m eager to take on new responsibilities and challenges.” 3. Be Honest, but Diplomatic There’s a way to be truthful without burning bridges. If there was a mismatch in expectations or company culture, acknowledge that—but gently. Something like: “The role evolved, and it no longer aligned with my skills and career aspirations, so I’m looking for an environment where I can make a bigger impact.” 4. Show Enthusiasm for the New Opportunity Instead of focusing too much on why you left, pivot to why you’re excited about this role. This reframes the conversation and shows the interviewer that you're focused on the future. That interview taught me an important lesson: it’s not just about what you say, but how you say it. Keep it constructive, forward-thinking, and authentic. Next time you're asked this question, use it as an opportunity to show your growth mindset and your excitement for what’s next. How have you handled this question? Let’s share our strategies! If you have any questions you'd love to be addressed do well to add them also in the comments section.

I can't believe that a little over a year ago, I was committing to a #PhD and getting ready to leave my full-time job 💼 There's a lot of insight out there about what do when starting a new job and preparing for a new opportunity, but there's not much when it comes to leaving a job and what you should do to round out your role. So, let's talk about it ⬇️ ✅ Document everything: Create detailed documents of your processes and responsibilities. It can be easy to assume things are "common knowledge"—write down those unspoken workflows that only you may be familiar with. I wish past employees in my roles would have done this 🙃 ✅ Have ALL the conversations: Schedule 1:1s with key colleagues to discuss transition concerns and address any lingering issues that might come up after you're gone. Have those lunches and fun chats you've been meaning to schedule, too. ✅ Create a transition timeline and clean up: Work backward from your last day to map out knowledge transfer, organize training sessions, and arrange gradual handoffs of responsibilities. Clean up your files, wherever you store them, and grab anything you may need (that you can take, of course). Transitions are challenging. Take care of yourself throughout the process. Your professional reputation isn't just built on how you show up—it's also shaped by how you leave 🩵 #CareerAdvice

Don't burn bridges. Proverb: Do not act in a manner that causes irreparable harm to your past relationships or connections, as you may need them later in life. It may seem obvious, but how you leave an organisation can say everything about your likely success in your next venture. Last week, a close friend shared their experience of their COO's recent departure. On their way out, “Scott” threw grenades in every direction. Departing from the agreed-upon company communication strategy, he broke management protocol on confidentiality by sharing sensitive information with his staff at his farewell party—all this was from a former senior leader, feted as a star performer a few months earlier. In a recent survey, one out of four respondents stated that they left their current role due to a "toxic" breakdown in their relationship. While some circumstances may cause us to leave our jobs on a sour note, it is always a good idea to exit gracefully and keep things professional. Being disrespectful towards your ex-manager or colleagues may not seem much initially because you're leaving the organisation. But this can significantly affect your future career prospects. And trust me when I say that it does. When you decide to make a move. Don’t: 1. Talk poorly of your manager or your team 2. Make a halfhearted effort during your notice period 3. Boast about your new job to others while working out your notice 4. Bring up old issues to justify your exit 5. Poach a colleague or a client during your notice period 6. Engage in unethical activities 7. Misbehaving during your exit party Instead, be gracious and kind, even if you've not had a great experience, which will only make you look better. Remember people are monitoring how an employee leaves. How you leave indicates how you may behave once you come aboard. You will save yourself future regret and stress if you leave on good terms. And you never know; your old boss might open doors of opportunity and give you a good reference long into your future. It is your brand and career, but be careful not to act in a manner that will irreparably harm your future. It is better to close the door gently than slam it in everyone's faces on your way out. Don't burn bridges.