Ask the Editors: Layoffs
You asked, we answered. Here is our honest advice and thoughts in response to your questions about Layoffs this month.
Q: What's the best practice to network with the right people to find the right role and get your foot in the door?
Ben Marullo: The best way to network is to forget about the word “networking” and replace it with “relationship building.” You should consistently build relationships in your career field. Think about the company you would be most excited to work for and use LinkedIn or other networking channels like Slack groups to find the people with your desired role. Once you do, reach out to them, inviting them out for coffee if they are local to your area or asking for a virtual coffee chat if they are remote. Explain that you want mentors and would love to learn about their career paths. This should come from purely wishing to learn from them, never to get something from them. Be curious about them, ask them why they chose to work at their company, what they do daily, and how they like their role. Most people will take the time to discuss this with you. Toward the end of your chat, ask them if they would be open to referring you to a role at their company should the opportunity arise. Then, take it upon yourself to keep up to date with open jobs at the company. When you find a fit, contact your connection and kindly ask them for a referral.
This process is about learning and building relationships with authenticity. If you are not genuinely curious about your mentor’s role and company, you should not select them to be your mentor. Finding a job you are passionate about is critical. This will shine through in everything you do and show your mentor that you genuinely care, which will help you get your foot in the door when the timing is right. This process also hinges on advanced planning. Relationship building should be a continuous part of your career, no matter where you are in your career journey. Never wait until you need a job to get your foot in the door to build a relationship. However, be transparent when building relationships if you desperately need a job. Nobody wants to feel used!
Q: How should you job search after a layoff?
Ben Marullo: Job searching after a layoff elicits a range of emotions, but following a tactical action plan will keep you grounded, maintain momentum, and focus on what you can control during the turmoil that is out of your control. Follow this plan:
Day 1 (day of layoff):
Reach out to your family, friends, and support network. Tell them what happened and that you are looking for support for your next opportunity.
Relax. Go outside. Spend some time with friends. Do whatever you need to do (healthy) to grieve the loss.
Day 2:
Make a LinkedIn post, change your status to #openforwork, and respond to messages from your network.
Thoroughly read all paperwork from the company that laid you off. Consider all aspects of the termination agreement, including severance pay (if available) and options for insurance coverage.
File for unemployment. It's helpful to call them and have them help you file your application, but you can also do it online.
Day 3 - 7:
Do nothing. Take a break. This is important. It might sound silly, but it's not. Every time I underwent a layoff, I failed to take a break. It hurt me in my next role because I was emotionally burned out. You MUST take the time to grieve, feel your emotions, and talk to your close friends and family about it.
Day 8:
Move on. If you take that first week to unplug and allow yourself to process emotions, at this point, it's time to move on. Don't THINK about what happened. Don't even TALK about what happened. It's in the past, nothing you can do, and you need 100% of your focus on what happens next.
Day 9 - future:
Begin the job application process. You got this.
Follow up on all network opportunities (from your LinkedIn post and reaching out to friends/family)
Get your resume in shape and synthesize your current work into it.
Remember, you will be okay. This is the hardest part, but it's the most important. If you genuinely believe this, it will become true.
Q: How often is organizational dynamics more to blame than individual contributions in layoffs?
Maggie Bean: I’d say the vast majority of the time, layoffs result from organizational dynamics, not individual performance. This is important to talk about for two reasons: if you've been laid off, it's difficult to internalize that this is not a reflection on you as a human but on business realities and the dynamics you were working within.
Second, for job seekers, understanding these dynamics helps you identify potential red flags in the teams and organizations you’re considering joining. There was a recent discussion on LinkedIn about PLG vs. SLG product marketing layoffs, saying that PLG PMMs were less at risk because they are closer tied to revenue. First off, I don't think it's that black and white. What’s more valuable is taking a broader look at what role product marketing serves in the organization. Do they have an established presence and strong leadership? What activities and results are they most associated with? If PMMs are primarily valued for execution-heavy activities like launches or marketing campaigns, they may be more vulnerable as budgets tighten and those activities ramp down. On the other hand, if product marketing is well established, valued as a strategic force, and product evangelists with irreplaceable expertise, they will likely be more secure. But again, you can be all those things and still be impacted by layoffs, as every situation is different.
Let's continue the conversation in the comments: What organizational dynamics do you think have the most significant impact on product marketing layoffs?