Tech is in turmoil but you don’t have to be…

It’s been described as a mid-life crisis and a copycat cull, but however you want to understand it, the recent mass layoffs in the tech industry have been alarming to read about and devastating for those experiencing them. Less talked about is the additional pressure now facing those who remain – and in particular the leaders and managers who are charged with delivering ‘business as usual’. 

The tens of thousands of reported job cuts in tech are compounded by hiring freezes across the sector. And while this news is still being absorbed by many, the workload and performance expectations have not been reduced in line with the diminished numbers. 

Understandably the mass lay-offs have left many employees upset, angry, confused, and shocked. It will take some time to see how this reverberates across the economy as a whole  – the optimistic outlook is that it will be more of a Great Redistribution of talent than a Great Reduction. But while we wait to see how this all plays out, tech leaders and managers still have to show up and deliver. 

Being a good leader during bad times

Leaders and managers are now faced with shrinking teams and diminished confidence. There’s a sense of betrayal in workplaces that promised a family and instead blindsided employees from new hires through to old hands. There will be a lot of disgruntled folks who survived the cuts but feel threatened, worried and aggrieved by what has happened to their colleagues. When people are laid off, especially at scale, there is personal loss, but also loss around legacy, knowledge, skills and company culture. This new workplace reality is likely to be met with lower engagement and even lower enthusiasm. 

Tech might be in turmoil but business goes on. Projects need to be completed, targets reached and deadlines met. Innovation and efficiency are your currencies now, and as leader you have a responsibility to steady the ship and provide an environment for your people where they can work to the best of their abilities. How do you do that?

Here’s my three priorities for tech leaders right now.

1. Compassionate communication

Your downsized team is likely not as focused and productive as you need it to be right now. It is very easy as a leader or manager to become task oriented as the demands on your time increase. Don’t let this be at the cost of relationships. 

Now is the time to dig deep and use your emotional intelligence tools. Whether they lost a close co-worker or are simply frightened for their own future, employees are shook by the recent events. They will need a little time and space to process their feelings. Make it clear that you understand their concerns and commit to communicating with as much transparency as possible. Trust will need to be re-built, even if you were as much in the dark as your team. 

2. Expectations

Set clear expectations with your team about what you need from them and by when. Check in with progress regularly and provide wise counsel without micromanaging. There will be projects and pieces of work that didn’t have the luxury of a handover. Approach these as a team so that no one feels isolated or ‘dumped on’. Be equally clear about what you won’t accept in terms of performance or behavior – going soft won’t help anyone. 

3. Celebrate the wins

You’re about to become a master in morale management – congratulations! But seriously, keeping a sense of optimism within your team is vital and makes for a more productive and positive work environment. Give consistent feedback, thank people for their efforts and mark your milestones – no matter how small. In these unpredictable times, with much out of your control, a glowing customer review or a bug-free piece of code is cause for celebration!


🚫 Traps to avoid 🚫

Short term thinking

Not developing people – or yourself 

Making everything urgent – your planning processes are still valid!


And remember – this too shall pass. You will weather the storm, learn new skills and be in a strong position for what comes next.