Is There Empathy in the Exit?

This weekend, I saw a TikTok that stopped me in my tracks. A person shared their layoff experience, describing how their computer and systems shut off without warning. One moment, they were working as usual; the next, they were digitally erased from their professional world. It made me think: in this season of widespread layoffs, how are we taking care of people when they exit?

Layoffs are never easy, but the way they are handled speaks volumes about a company's values and culture. The trend of abrupt disconnections—with access revoked mid-meeting or through impersonal email notifications—leaves many people feeling disposable. And as TikTok reclaims its space in the social landscape, these unfiltered stories remind us of the stark contrast between curated corporate messaging and the raw reality of employee experiences.

Corporate narratives often highlight their "people-first" culture. Yet, when it comes to layoffs, the empathy often disappears. Instead of human-centered approaches, we see decisions optimized for efficiency, not dignity. So, what might it look like to lead with more care during exits?

Humanizing the Exit

1. Transparent Communication: Companies that communicate openly about challenges and potential layoffs help employees feel less blindsided. Clarity fosters trust, even in tough times.
2. Dignified Offboarding: Providing advance notice when possible, offering mental health resources, and allowing for goodbyes can make a world of difference.
3. Storytelling and Community: TikTok and platforms like it offer spaces for laid-off workers to share their stories, find community, and even land new jobs. The authenticity of these narratives cuts through the noise of heavily edited corporate content.
4. Post-Exit Support: Empathy doesn't end with the goodbye email. Companies can offer alumni networks, job placement assistance, and periodic check-ins to support former employees' career transitions.

The Skills of Empathetic Leadership

Empathetic leadership requires intention, practice, and a genuine commitment to valuing people beyond their productivity. Here are a few essential skills that contribute to leading with heart:

1. Active Listening: Empathetic leaders practice active listening, especially during challenging moments. This means being present, asking open-ended questions, and validating the emotions of those affected. When leaders listen more than they speak, they create space for trust and honesty.
2. Emotional Intelligence (EQ): High EQ helps leaders navigate the complexities of layoffs with sensitivity. This includes recognizing the emotional weight of these transitions, regulating their own emotions, and responding to employees with genuine care.
3. Compassionate Communication: Delivering difficult news is never easy, but compassionate communication makes a difference. Leaders can practice this by being clear, direct, and kind—acknowledging the pain while offering practical support.
4. Self-Awareness and Reflection: Self-aware leaders regularly reflect on their own biases, assumptions, and leadership practices. They ask themselves how their decisions impact employees' well-being and adjust their approaches accordingly.
5. Cultural Humility: Marginalized groups often face greater uncertainty during layoffs. Leaders who cultivate cultural humility are better equipped to address these unique challenges with respect and fairness.

Why This Matters to Me

As someone deeply committed to equity and wellness in the workplace, I believe that empathy isn't just a buzzword—it's a leadership cornerstone. I've seen firsthand how compassionate leadership can transform organizations, fostering environments where people feel seen, heard, and valued. In times of uncertainty, empathy becomes even more essential. It's not just about soft landings; it's about honoring the humanity of those who helped build the company.

And listen, if you've seen that classic Denzel Washington meme where he says, "I'm leaving here with something," you know what I mean. When people walk away from a job—whether by choice or due to layoffs—they should leave with more than just a final paycheck. They should leave with their dignity intact, their contributions recognized, and a sense that they were more than just a cog in a machine.

As we move through this turbulent labor market, perhaps the question isn't just how we hire or retain talent—it's how we support people when they leave. Empathy in the exit isn't just kind; it's a reflection of what we truly value.

Reflection Question: How can your organization ensure that layoffs are handled with more empathy and dignity?

Let me know your thoughts.

—Jasmine

Reflection Question: How can your organization ensure that layoffs are handled with more empathy and dignity?

About Jasmine Fluker

Jasmine Fluker is a dynamic leader, strategist, and storyteller with over a decade of experience driving transformative change at the intersections of equity, leadership, and community. As the Founder of The Pivotal Paradigm Project, Jasmine has redefined how organizations approach diversity, equity, and inclusion through innovative strategies and community-driven solutions.

Jasmine is also the creator of Equity Insights with Jas and The Equity Edit, two influential newsletters that spark thought-provoking discussions, amplify underrepresented voices, and inspire meaningful action. Her expertise spans strategic planning, DEI coaching, and community organizing, all rooted in a deep commitment to fostering collective liberation and human-centered leadership.

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