A new employee experienced an abrupt, impersonal layoff in an HR-only meeting without a manager, warning, or privacy, accompanied by rehearsed language and zero empathy. High-profile mass firings—such as Better.com over Zoom and Tesla via a sudden email—demonstrate that dehumanizing practices persist despite talk of employee experience. Business change and restructuring are sometimes necessary, but layoffs can be executed more humanely. Employers should minimize uncertainty, involve managers, protect privacy, communicate clearly and candidly, preserve dignity, and provide meaningful exit support and transition resources to reduce harm and maintain trust.
I had just landed my first real (non-HR) job at an international company, fresh out of university, full of ambition, and eager to prove myself. I loved the work, worked hard, stayed late, and genuinely believed I was making my mark. So when I was called into a meeting with HR one sunny Wednesday morning, I came in smiling, half-expecting praise. Surely, my efforts had been noticed. Maybe even a promotion was coming.
I walked into a glass-walled meeting room to find Susan from HR sitting alone, visibly uncomfortable behind her laptop. After a few awkward pleasantries, she launched into a stream of corporate jargon about "shifting priorities" and "evolving strategies." I nodded along, trying to connect the dots. Then it hit me. "Susan . . . are you firing me?" She nodded and hurriedly mumbled something about exit services.
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