You’re exhausted.
You barely slept last night, running through the script over and over. You knew today would be brutal. And it was.
You sat across from people you care about, delivering the words that would change their lives. You saw the shock, the hurt, the questions they couldn’t even form yet. You kept your voice steady. You stayed professional. You held it together.
Now, it’s over—but not really.
The people who left are facing uncertainty. And the people who stayed? They’re looking to you.
They feel relief, guilt, and a deep desire to help—but they don’t know how. You don’t have all the answers, but you do have an opportunity:
👉 You can turn their uncertainty into action. You can give them a simple, safe way to support their former colleagues—without adding pressure.
Step 1: Turn Good Intentions into Meaningful Support
Most employees want to support their laid-off colleagues, but many hold back because:
❌ They don’t know what to say.
❌ They’re not sure if it’s “their place” to make introductions.
❌ They don’t want to make things worse.
A well-timed introduction can be life-changing. A poorly timed one can add pressure to someone who isn’t ready to network. That’s why the laid-off person should always take the lead in deciding what kind of support they want.
Before making an introduction, encourage your team to ask first.
💬 “I’d love to support you as you look for your next role. Would introductions be helpful right now? If so, are there specific companies or industries you’re focusing on?”
This does two things:
✅ It makes sure the person actually wants the introduction.
✅ It gives them control over the process, rather than overwhelming them.
By making this the norm, you prevent awkward situations and create genuine, useful connections.
Step 2: Give Employees a Safe, Simple Way to Support Their Former Colleagues
After a layoff, send a short, clear message to your team that does three things:
1️⃣ Acknowledges the situation (without over-explaining).
2️⃣ Gives them a way to help (only if they choose to).
3️⃣ Provides a simple template so they don’t have to figure it out on their own.
📩 Email Template to Send to Your Team
👉 Subject: How You Can Support Our Former Colleagues
Hey Team,
I know last week was tough. Many of you have asked how you can support our former colleagues as they navigate their next steps.
One of the most valuable ways to help is through introductions—but only when the person is ready. If you know someone hiring, or just someone open to networking, you can ask your former colleague if an introduction would be helpful.
To make it easier, here’s a simple template you can use.
[Insert Template Below]
This is completely optional—but if you’ve been wondering what you can do, this is one of the best ways. Let me know if you have any questions.
Best,
[Your Name]
Step 3: Give Them a Ready-to-Use Email Template
Now that your team has permission and knows when to offer help, make it easy for them to actually do it.
📩 The Magic Email Template
👉 Subject: Quick Intro: [Colleague] + [Connection]
Hey [Colleague] & [Connection],
I wanted to introduce you two because I think you’d have a great conversation.
[Colleague], [Connection] is a [job title] at [company] and has great experience in [industry/skillset]. They might be a helpful connection as you explore next steps.
[Connection], [Colleague] is currently in transition and looking for their next opportunity. If you’re open to sharing insights or connections, I know they’d appreciate it.
I’ll let you take it from here. Wishing you both a great conversation!
Best,
[Your Name]
💡 Pro Tip: Include their LinkedIn profiles in the email—makes it easy for both people to prep before connecting.
Step 4: Normalize and Encourage This Behavior
The more people see that helping is encouraged, the more they’ll actually do it.
✔ Bring it up in team meetings. (“If you know someone hiring, feel free to use the template!”)
✔ Recognize employees who make meaningful connections.
✔ Follow up with laid-off employees to see how they’re doing.
You’ll be amazed at how many people step up once they realize it’s okay—and easy—to help.
The Impact: Why This Makes You Look Like a Hero
✔ Laid-off employees find jobs faster. They’re not just left to figure it out alone—they have a whole network supporting them.
✔ Your remaining employees feel empowered. Instead of feeling awkward or guilty, they can take meaningful action that makes a real difference.
✔ You, as the HR leader, build trust and credibility. People see that you’re not just delivering bad news—you’re helping create a real path forward.
This isn’t just about networking. It’s about turning a hard moment into a collective win.
👉 Know an HR leader who could use this? Send them this article—it might be exactly what they need right now.
Related Reads (from my Leadership Blog)
After a layoff, what leaders say—or don’t say—matters. This post breaks down how to handle the moment after the announcement, when teams are watching closely.