While layoffs are one of the most visible types of workforce disruptions, they are not the only ones leaders should be aware of, according to a Nov. 4 article from executive coaching firm Challenger, Gray & Christmas.
The second quarter of 2025 saw the highest number of second-quarter job cuts across industries since 2020, according to the firm. Becker’s reported on 28 hospitals and health systems that cut jobs between April and June.
Other disruptions — such as automation and turnover — can challenge human resources leaders. Organizations that lack a strong offboarding strategy may face additional hurdles.
Here are five ways to manage workforce disruptions, per Challenger, Gray & Christmas:
1. Communicate clearly and respectfully with employees during layoffs. Leaders should be honest about their rationale for workforce reduction, while showing empathy and acknowledging employee contributions. Managers should prepare what to say, conduct conversations in private settings and offer access to career transition resources.
2. Maintain consistent communication about internal changes across audiences. Whether it pertains to a CEO exit or restructuring, messaging should be aligned across employees, leaders and external stakeholders to preserve trust.
3. Develop an offboarding playbook. Outline strategies for communication plans, exit interview protocols and knowledge transfer steps to ensure consistency and accountability.
4. Support employees beyond their final day. Outplacement services such as career coaching and resume support are important resources. Whether exits are voluntary or involuntary, fostering a strong alumni network can help preserve relationships with former employees.
5. Establish channels for employee feedback to identify concerns early. In addition to conducting exit interviews, organizations should consider regular surveys and focus groups during times of transition to surface issues before they escalate.
