Recognizing Layoff Warning Signs: What I Saw and How I Responded

Layoffs rarely happen in a vacuum. In my previous company, the signals started quietly and became unmistakable over time. I wasn’t impacted at first, but I knew I had to move before it was too late. Here’s what I observed and how I responded.

Context

I enjoyed the work and the team. But over a couple of years, a pattern emerged that made the outlook feel shaky. None of these signals prove a layoff on their own, but together they painted a clear picture. I really loved the job and could genuinely see myself retiring at that company. I worked with coworkers from amazing places around the globe, and the flexibility made the role feel almost perfect. It seemed too good to be true.

Early Warning Signs

• Travel restricted to upper management only

The Layoffs

• First layoff (different team)
  • It didn’t hit my org, so the message was: this is isolated. One isn’t great, but it happens.
• Second layoff (management impacted)
  • Now leadership layers were affected. When managers are being cut, it usually signals broader reshaping or deeper financial pressure.
• Third layoff (half my team impacted)
  • This is when it became undeniable that deeper cuts were underway.
  • I felt survivor's guilt. I felt extremely bad for my coworkers and questioned why I remained.

My Decision

Even though I wasn’t impacted, I treated the pattern seriously. I started interviewing and networking, aiming to move on my terms rather than waiting for the next round.

The Outcome

Shortly after I started my new job, I got word that my old team was made redundant; the entire team was let go. It was tough news, and it reinforced that moving early was the right call.

What I Learned (and What to Watch For)

• Leadership travel and spend patterns: When only upper management is approved for travel and team-level collaboration is repeatedly cut, it often points to sustained cost control.
• Frozen offsites and meetups over multiple cycles: One year can be a budget blip; repeated cancellations are a signal.
• Management reductions: Cutting managers often precedes or accompanies larger reorganizations.
• Messaging drift: Vague or shifting explanations about “strategic alignment” without clear follow-up plans can be a red flag.

Practical Advice

• Document the signals so you can assess trends objectively.
• Quietly refresh your resume and portfolio when the first serious red flags appear.
• Activate your network early. Referrals shorten timelines and improve outcomes.
• Interview while you have leverage: it’s less stressful and you can be selective.
• Have a runway plan: finances, healthcare, and a realistic timeline.

Closing Thoughts

You may not control macro conditions, but you can control your response. Read the signals, act early, and rely on your network. That combination helped me move to a better opportunity before the next round arrived.