It Takes a Village
Layoffs in Big Tech and What We Can Do About It
“And I knew exactly what to do. But in a much more real sense, I had no idea what to do.”
Michael Scott, The Office
Before I ever worked in an office, I watched The Office. I loved the show. A lot of you did, too. The Office humanized working “for the big guy,” and we loved to laugh at undesirable, yet necessary, interoffice relationships and greedy corporations and bad bosses. When I did enter the workforce, I felt like The Office had prepared me for a working world that was often not fiction: undesirable, yet necessary, interoffice relationships and greedy corporations and bad bosses.
The show first aired its American series in 2005, and as of the time of this writing, not much has changed. Most of what The Office had to say about the workplace is not fiction, and especially not the last two points: greedy corporations and bad bosses. The quote above was delivered after Stanley had a stress- and overall health-induced heart attack. In that episode, instead of addressing the workplace stress and anxiety that causes poor health and encourages unhealthy habits, Dunder Mifflin offered company training and never addressed the root cause. Well, the Big Tech industry is having one giant heart attack and the Michael Scotts of the world have run amuck.
Big Tech has announced or followed through on laying off over 70,000 people. The entire city of Scranton, Pennsylvania, the fictional location of our favorite branch of Dunder Mifflin, has a population of almost as many people as Big Tech has laid off in the last three months.
By now, you’ve probably seen a post from someone in your LinkedIn network who lost their job, and if you haven’t already, you’ll surely read leaked emails from severed employees — more words from bad bosses who “know exactly what to do but have no idea what to do.”
There are four types of people affected by these layoffs:
Those responsible for these layoffs who may or may not be benefiting (read: profiting) right now
Those who got laid off
Those who work or live adjacent to someone who got laid off
Those who have never been privileged enough to work for Big Tech, whether we’re talking about actual privilege (socioeconomic and social injustice barriers) or exercised privilege (those who have the privilege but chose not to for any variety of reasons)
First of all, for those in Category 1: giant FUCK YOU. People (and I guess corporations are people too?) in this category often reap what they sow. This is worth a completely separate article and this is neither my area of expertise nor do those in this category deserve any additional energy. Moving on.
For those in Category 4: these corporations will start hiring again soon. If working for Big Tech is ever an option for you, beware of promises of “exponential growth” and “changing markets” that justify said future hiring. See how this one plays out.
For those in Category 2: I’m so, so sorry. I cannot imagine what you’re going through right now. You are the reason for this article.
Category 3: we are the village.
It takes a village.
The truth? I don’t know exactly what to do, but I do know that Category 3 people can do much better than Michael Scott when our Category 2 people need help. Here are the first two stages that we can go through together to help each other right now:
Stage 1: You (or someone you know) has just been affected by Big Tech industry layoffs
Category 2: Stop and feel what you feel. Grieve. Scream. Cry. Break something (but something that doesn’t harm you or others). Please don’t move on until you’ve completed the cycle of stress induced by these layoffs. Really process how you’re feeling, and do nothing with it but get it out — for as long as it takes.
Category 3: Be there. Listen. Offer support, but do not offer platitudes. Only try to offer solutions when the person/people directly affected indicate that they’re ready for solutions. Resist the urge to “fix it” until the time comes.
Stage 2: You’ve gone through Stage 1
Category 2: You’re amazing. No, really. By processing how you feel about the job you just lost, you can learn what you want from your next role, and equally as important, what they do not want. Now that you’ve completed Stage 1, Stage 2 asks you to reflect on your next steps and figure out what you want or need. I say “or need” because not everyone can immediately leave Big Tech to go back to school or take a bunch of time off or change industries entirely. Sometimes, we need to secure where the next paycheck comes from first, and then we can (maybe, not always) consider larger career transitions. Then, engage with people in Category 3. We’re ready.
Category 3: It’s go time, friends. Category 2 people need us. This looks like understanding what they want or need, and leveraging our resources to lift them up. If someone you know just posted that they’re seeking their next role, here are a few things you can do right now:
“Like” that post and share it with your network, and include some words of your own when you share it. Keep it short, though; this is about the Category 2 person, so try not to distract from that.
Look at your current company’s offerings, see if the person in Category 2 might be interested in applying for any of them, and then ask for permission to directly email your company’s HR or Recruiting team on that person’s behalf and, if permission was granted, DO IT. Connecting one human to another human directly is, by far, the best way to make a connection. As a hiring manager, I can affirm that direct referrals from good people can break down hiring barriers faster than bad bosses can spout Michael Scott-esque quotes.
If your company isn’t currently hiring, examine your network (read: first connections on LinkedIn, people you frequently come across at industry events), see if you know anyone who works in an area that aligns with Category 2 person’s wants or needs, and reach out on their behalf (with permission first, of course).
Consider offering to help with their resume and cover letter, write them a recommendation.
Write them a referral and offer to be a reference for their next job application.
Help them with any code reviews if they’re updating an online code repository.
If you’re partnered or family with the Category 2 person and cannot do any of the above things for any reason, you have two essential assets at your disposal: your compassion and your love. Offer these freely, while maintaining healthy boundaries for yourself (that’s for my empathic friends in this category). What makes them feel happier, or feel more confident? Even short bursts of joy and laughter can boost a person’s mental health tremendously.
Everything beyond Stage 2 varies wildly. I have more to say on that, but right now, we need to help our Category 2 people get stable.
Category 2 people: job loss can seriously affect your physical and mental health. You are your number one priority. You have what it takes to see yourself in a better place in your work life and soon. Please lean on your Category 3 people. If you don’t have anyone, I’d love to hear from you and leverage my network too.
As a society, we need to put some major, unrelenting effort into figuring out how to not tolerate bad behavior in Big Tech moving forward. I don’t know what that looks like, but I sure would love to be a part of the solution.
Great article Becky!
👏👏👏