Few words jolt the nervous system like “layoff.”
It hits harder than any bad performance review. One day, you’re delivering projects, solving problems, replying to Slack threads like a seasoned pro. Then suddenly, a headline:
“XYZ Tech Lays Off 3,000 Employees.”
Your gut drops. Your mind jumps to the worst-case scenario. You glance at your dusty CV and feel the rush of adrenaline normally reserved for fire alarms. It’s not irrational. It’s not weakness. It’s smart.
Because in this industry, if you’re not preparing for change, you’re already behind.
Why Layoffs Are Still Happening in Tech
Yes, layoffs are still happening. No, it isn’t the end of the world.
Here’s the backdrop: In 2023, more than 320,000 tech professionals lost their jobs. That trend hasn’t disappeared in 2024. It’s just quieter now. Targeted. Calculated. You might not even know it’s happening unless you’re in the room.
Companies like Google, Amazon, Salesforce, and Meta have been shedding layers. Entire departments that don’t “spark joy” for their CFOs are quietly phased out.
Why?
Because tech is coming down from its post-pandemic high. In the rush to meet remote demand, companies over-hired. Now they’re adjusting. And many are doing it while trying to pivot into AI-first business models.
We’re not witnessing a collapse. We’re witnessing a correction. A recalibration.
Not all sectors are shrinking. But roles not tied to direct revenue, product velocity, or AI strategy? Those are under the microscope.
Layoff Anxiety: The Emotion You Shouldn’t Ignore
Let’s get personal. I’ve been laid off. More than once. I know how it feels.
One Monday, I got a Teams invite titled “Important IT Update.” Harmless, right?
Inside the call: me, my director, and someone from HR. You don’t need a crystal ball to know what happens next.
“It’s not personal, Tino. It’s just business.”
It never feels like “just business” when it’s your livelihood. But I kept it professional. I helped my team. I held my head high.
Because that’s what professionals do. Even when treated like a line item on a spreadsheet.
And I’m telling you this because it could happen to you.
Not because you failed. Not because you’re not valuable. But because the business changed direction. Because leadership panicked. Because priorities shifted overnight.
What Exactly Is Layoff Anxiety?
It’s the pit in your stomach every time a new org chart is announced.
It’s obsessively refreshing LinkedIn to see who’s “open to work.”
It’s questioning every one-on-one invite.
And yes, it’s completely rational.
Recent studies show:
- 28 percent of U.S. workers fear being laid off in 2024 (Gallup)
- 60 percent of tech workers updated their resume in the past three months (Blind)
- Half of all layoffs had nothing to do with individual performance (McKinsey)
Let that last one sink in. You can work hard. Deliver results. Still be cut.
This isn’t your fault. But it is your responsibility to respond.
How to Prepare for the Inevitable: 7 Moves for Tech Workers
You don’t need to panic. You need a system. A proactive strategy. Here are seven things you can do right now:
- Resilience Over Security
Job security is dead. The only real job security now is adaptability.
Can you pivot into another team? Can you prove your value in three sentences? Can you operate without a title?
Learn to build career resilience:
- Diversify your skills
- Learn how to communicate value
- Build a reputation that extends beyond your role
- Keep Your Proof in Reach
You need to:
- Update your CV quarterly
- Maintain a portfolio of wins and impact
- Document your work and contributions
- Have your references on standby
People who document well transition better. It’s that simple.
- Get Close to the Money
Ask yourself: What’s actually generating revenue or product traction at your company?
If you’re far from that value chain, consider moving closer. Learn what leadership actually cares about. Pay attention to the metrics that get repeated in board meetings.
- Add One High-Leverage Skill
No need to become an AI researcher. But do ask: What’s one thing I can learn that gives me flexibility?
Consider:
- AI use case implementation
- Product analytics
- Revenue operations
- Internal tools that improve team performance
Cross-skilling is no longer optional. It’s survival.
- Make Yourself Visible and Valuable
Visibility is not vanity. It’s a career asset.
Start with:
- Sharing insights on LinkedIn
- Writing internal case studies
- Contributing to team retros or innovation projects
- Mentoring someone earlier in their journey
Visibility builds credibility. Credibility builds options.
- Understand Business Drivers
You don’t need an MBA. But you do need to understand:
- Profit and loss basics
- How your role affects key metrics
- What the executive team actually obsesses about
Saying “I just write code” is the modern equivalent of waving a red flag.
- Have a Plan B (and C)
Know your runway. Know your support system. Know your options.
Create a personal contingency plan:
- Who are your emergency job contacts?
- What’s your minimum monthly burn?
- Could you survive a 30-day gap? A 90-day one?
Planning is not paranoia. It’s preparation.
What Companies Should Do (But Often Don’t)
If you’re a leader, know this: People are not stupid.
They hear the whispers. They notice the budget freezes. They know when the “innovation team” is quietly dissolving.
Want to retain talent? Want to maintain performance? Then stop treating employees like replaceable parts.
Here’s how:
- Communicate Early and Often
Silence is toxic. People will fill the gaps with their worst fears.
If layoffs are possible, say so. If you’re unsure, say that too. Uncertainty is manageable. Silence is not.
- Set Clear Expectations
People want to know what “good” looks like. Define it. Share it. Reward it.
Stop making employees guess how to stay off the cut list. Clarity drives performance.
- Relocate, Don’t Eject
If one team is over-resourced, offer internal mobility.
Let people apply across functions. Let them shadow. Don’t wait until a pink slip forces their hand.
- Create Real Psychological Safety
Ask real questions. Listen without defensiveness.
Try this: “What are you most worried about right now?” Then just listen.
Employees don’t need yoga classes. They need honest conversations.
Frequently Asked Questions (FAQ)
What is layoff anxiety?
Layoff anxiety is the fear of sudden job loss, often triggered by market volatility, organizational changes, or a lack of transparency from leadership.
Is layoff anxiety irrational?
No. In today’s climate, it’s a practical emotional response. Anxiety helps prepare your body and mind to anticipate change.
How can I reduce layoff anxiety?
By focusing on preparation. Build new skills, maintain a network, and document your wins. Control what you can.
Is any job really safe in tech anymore?
Not really. But careers built on adaptability, visibility, and aligned value creation are far more durable.
What are signs your company might lay people off?
- Budget freezes
- Hiring pauses
- Leadership silence
- Vague restructuring messages
What are “quiet layoffs”?
These are stealthy reductions through reorgs, performance plans, or strategic attrition that don’t make headlines but impact careers significantly.
Real Talk: You Don’t Need to Panic
You just need to stay awake. Stay ready. Stay flexible.
The best professionals I know aren’t paranoid. They’re pragmatic.
They don’t wait for a crisis to react. They treat their careers like living systems. Adaptive. Responsive. Antifragile.
You don’t need to know the exact next step. But you do need a compass.
Layoff anxiety isn’t a weakness. It’s an early warning system.
Use it. Don’t be used by it.
About the Author
Tino Almeida is a leadership strategist, career coach, and tech industry veteran. He’s helped professionals at Microsoft, Citrix, and McLaren build careers that survive disruption and thrive through change. When he’s not coaching clients, he writes about work, resilience, and the weird beauty of surviving chaos with clarity and sarcasm.
For more, visit: diamantinoalmeida.com