What Employees Should Prioritize to Stay Resilient Amid Ongoing Layoff Waves

By karmaX Expert


clock 2 5 min read
Updated 12:00 AM GMT+7, Mon November 17, 2025

A Layoff Wave Spanning Banking, Tech, and Southeast Asia

Over the past 18 months, layoffs have swept across multiple industries worldwide. National Australia Bank (NAB), one of Australia’s “Big Four” banks, announced hundreds of job cuts as part of its cost-optimization and operational restructuring plans (ABC News, 2024). In the U.S., companies like Meta, Amazon, Citigroup and Pfizer continue additional rounds of workforce reductions through 2024–2025 to navigate profitability pressures and shift resources toward AI and automation (CNBC, 2024).

Across Asia, Grab and Sea Group have also trimmed headcount to improve efficiency amid slower growth. In Vietnam, layoffs are less publicly announced but are quietly happening in banking, fintech, e-commerce, F&B, and retail – especially across operations, customer service, and sales teams.

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Layoffs are no longer unexpected shocks. They have become a strategic tool in global restructuring. In this environment, employees need clarity, readiness, and resilience more than ever. There are six steps that can help you stay grounded, protect your career trajectory, and navigate uncertainty with confidence: preparing proactively instead of reactively, strengthening core skills, building internal relationships, recognizing organizational signals early, demonstrating unmistakable value, and maintaining transparent communication with leadership. Together, these behaviors form a practical framework that helps professionals remain steady – and even grow – amid an evolving labor landscape.

1. Practice “Career Cushioning” Instead of Waiting for the Shock

The concept of career cushioning has risen sharply since the pandemic. Rather than being pessimistic, it reflects a proactive mindset: keeping your professional documents updated, maintaining visibility on LinkedIn, nurturing industry relationships, and continuously exploring emerging skills. Reports from HR experts show that individuals who practice career cushioning transition faster and experience less psychological shock when organizations restructure.

2. Strengthen Core Competencies and Flexible Capabilities

Research from HRSG (2024) highlights that people who focus on competency-based development are more resilient during layoffs and bounce back faster afterward. Instead of relying solely on your current job description, investing in transferable skills, broadening your functional understanding, and participating in cross-team projects help you remain relevant even if your role changes. Being adaptable is one of the strongest predictors of employability during economic uncertainty.

3. Build Resilience and Social Capital Inside the Organization

INSEAD’s studies emphasize that employees with strong social ties and psychological resilience are less likely to leave during organizational turbulence and adjust better when structures shift. This means staying engaged with colleagues, contributing meaningfully to team outcomes, and cultivating internal visibility. People with strong social capital often become “sticky talent” – those the company is reluctant to lose.

4. Read Organizational Signals Before Decisions Are Announced

According to SHRM, employees should learn to identify early signals of restructuring: hiring freezes, budget cuts for training, sudden changes in leadership direction, or consolidation of departments. Recognizing these signals early allows you to prepare – professionally, financially, and personally – rather than reacting in panic. Staying informed is essential to staying stable.

5. Become a Person of Clear Value that is Not Easily Replaced

During workforce reductions, those who demonstrate measurable impact, ownership, and domain expertise tend to remain. Individuals with strong professional identity and visible contributions become “high-retention assets.” The key is understanding the unique value you bring: not just tasks, but outcomes, problem-solving ability, and cross-functional influence. Companies retain clarity.

6. Communicate Transparently With Leadership to Reduce Uncertainty

INSEAD research also highlights that open communication reduces anxiety and preserves trust during restructuring. Seeking feedback, clarifying expectations, and discussing long-term career directions with your manager helps you stay aligned with organizational goals. Transparency strengthens your position even when the broader structure is shifting.

Layoffs Are a Reality, but Not a Dead End

Workforce reductions are becoming part of the global business landscape, but they do not define an individual’s future. With the right preparation – career cushioning, skill development, internal visibility, and resilience – employees can not only withstand disruptive change but also turn it into momentum for growth.

In periods of uncertainty, the advantage belongs to those who stay proactive, adaptable, and deeply aware of their own value.