Ask An Expert 5 Questions Leaders Should Ask Before a Layoff

We sat down with Roslyn Fogarty, a seasoned HR executive and fractional CHRO with more than two decades of experience guiding organizations through complex people decisions, to ask five questions about planning for and executing a human-centered layoff. Drawing from her work with startups, growth-stage companies, and leadership teams, Roslyn shares practical insights on how thoughtful preparation, clear communication, and structured support can make a meaningful difference for both departing employees and those who remain.

1. From your experience, what distinguishes a human-centered layoff from a purely transactional one?

I think the biggest difference is whether leaders recognize that, even though the decision might be driven by business realities, the experience itself is deeply personal. A transactional layoff focuses on efficiency and speed. A human-centered one pays attention to how the message is delivered, how much clarity people are given, and whether there’s room for emotion in the moment. What I’ve seen over and over is that people may not agree with the decision, but they remember whether they felt respected and supported throughout the process.

2. What preparation matters most before leaders and managers communicate a layoff?

Preparation really comes down to alignment and readiness. Leaders need to be clear on the “why,” consistent in the message, and honest about what they can and can’t share. Managers also need space to practice and process their own reactions before they’re asked to support others. Where organizations often struggle is assuming a script is enough. Without proper preparation, even thoughtful leaders can come across as rushed or unclear, which only adds to the stress of an already difficult situation.

3. How can companies support managers and HR teams who are delivering difficult news, not just those receiving it?

Managers and HR teams are often expected to carry the emotional load of layoffs quietly and professionally, and that takes a real toll. Supporting them means offering coaching ahead of time, having experienced partners available during conversations, and acknowledging afterward that this work is hard. When leaders feel supported, they’re better able to show up calmly and compassionately, which has a meaningful impact on the experience for employees.

4. What role should structured transition support play in protecting employer brand and employee trust?

Structured transition support shows that an organization cares about people beyond their immediate role. Thoughtful outplacement gives departing employees direction and confidence at a moment when they often feel disoriented. Just as importantly, it sends a clear signal to remaining employees that leadership is acting with integrity. That combination, care for those leaving and reassurance for those staying, is essential to maintaining trust and protecting employer brand.

5. Looking back, what’s one practice that consistently leads to better outcomes for both departing and remaining employees?

Intentionality. The organizations that take the time to thoughtfully design the experience, from communication and timing to support and follow-through, consistently see better outcomes. People leave feeling respected, leaders feel less isolated, and teams are able to move forward with greater trust. Those moments are never easy, but when handled with care and structure, they can be far less damaging than many leaders fear.

Blog Post Title Two

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Blog Post Title Three

It all begins with an idea. Maybe you want to launch a business. Maybe you want to turn a hobby into something more. Or maybe you have a creative project to share with the world. Whatever it is, the way you tell your story online can make all the difference.

Don’t worry about sounding professional. Sound like you. There are over 1.5 billion websites out there, but your story is what’s going to separate this one from the rest. If you read the words back and don’t hear your own voice in your head, that’s a good sign you still have more work to do.

Be clear, be confident and don’t overthink it. The beauty of your story is that it’s going to continue to evolve and your site can evolve with it. Your goal should be to make it feel right for right now. Later will take care of itself. It always does.

Blog Post Title Four

It all begins with an idea. Maybe you want to launch a business. Maybe you want to turn a hobby into something more. Or maybe you have a creative project to share with the world. Whatever it is, the way you tell your story online can make all the difference.

Don’t worry about sounding professional. Sound like you. There are over 1.5 billion websites out there, but your story is what’s going to separate this one from the rest. If you read the words back and don’t hear your own voice in your head, that’s a good sign you still have more work to do.

Be clear, be confident and don’t overthink it. The beauty of your story is that it’s going to continue to evolve and your site can evolve with it. Your goal should be to make it feel right for right now. Later will take care of itself. It always does.