As economic uncertainty continues to drive workforce reductions across various industries, the focus often remains squarely on those who are let go. However, a significant new survey from Kahoot!, the learning and engagement platform, reveals a critical blind spot in post-layoff strategy: the profound impact on the employees who remain. These ‘layoff survivors’ are frequently left to manage increased workloads with little to no support, leading to costly mistakes, declining morale, and a looming retention crisis.
This issue emerges at a time when workplace engagement in the US is at its lowest in a decade, according to Gallup. The Kahoot! 2025 Layoff Survivor Survey indicates that organisational disruption, ongoing economic and geopolitical volatility, and a distinct lack of structured re-onboarding after layoffs are further exacerbating this decline, particularly among younger employees.
The Hidden Burden: Costly Mistakes and Self-Taught Roles
The survey paints a stark picture: a staggering 65% of layoff survivors reported making a costly mistake or feeling unprepared or hesitant to act at work due to a lack of training following workforce reductions. This figure rises sharply to 77% among Gen Z employees, underscoring how deeply younger workers are feeling the acute impact of these changes. While 70% of all respondents believed a structured re-onboarding programme would have significantly eased their transition, a mere 27% actually received one.
The prevailing approach has become one of trial and error. Most employees were not simply taking on more tasks; they were fundamentally figuring out their new responsibilities as they went. An overwhelming 84% indicated they spent work time teaching themselves how to handle their new duties, with one in four dedicating over four hours each week to this self-education. With only 27% receiving formal structured training, the majority relied on informal support or none at all. Peer learning was a common recourse for 55%, while 44% admitted to learning through trial and error, and 28% turned to external resources such as YouTube or Google.
Workload Surges and Expanding Responsibilities
The burden of increased workload often hit immediately. Sixty-one percent of survivors reported an immediate increase in their workload following layoffs, a figure that rose to 63% by the end of the first week. A month later, 60% were still carrying a heavier load than before the reductions. What began as a temporary measure to cover gaps rapidly became the new, permanent job for many.
Compounding this, 42% stated they were frequently or constantly assigned tasks outside their area of expertise without adequate training. The disparity in support was also notable: while 60% of senior-level executives were more likely to receive structured re-onboarding for new tasks, only 20% of individual contributors reported the same. This suggests a significant gap in leadership’s understanding and provision of support where it is most critically needed.
The Emotional Toll: “Quiet Chaos” and Eroding Morale
The silence that often follows layoffs can be more damaging than the reductions themselves. Nearly half of layoff survivors (49%) reported a direct drop in morale and engagement. For 19%, motivation took a significant hit, with no perceived support from leadership. Another 30% acknowledged some effort to rebuild morale, but felt it was insufficient.
Adding to this emotional toll, 48% noted that current global and economic tensions have exacerbated their stress. In the absence of clear direction and with mounting pressure, many workplaces have slipped into a state of “quiet chaos”—characterised by unspoken burnout, growing disconnection, and a leadership presence that is simply not showing up when employees need it most.
“Surviving a layoff doesn’t mean surviving the impact. When companies cut headcount without supporting those who remain, they are not just risking morale and employee engagement. They are risking mistakes, missed opportunities, and lost talent. The knowledge that left with those layoffs is not easily replaced. Without proper re-onboarding, what is lost can ripple across the entire organisation.”
Eilert Hanoa, CEO, Kahoot!
A Looming Exodus: The Risk of “Walkouts”
The absence of adequate training and support is not just affecting current performance; it is directly influencing employee retention. Only 24% of survivors believed the lack of training and development would have no impact on their decision to stay. A significant 45% indicated they would likely leave within the next year if their training needs were not met, while another 31% stated they would stay, but would feel less committed to the company.
Younger employees are particularly susceptible to this risk. A striking 72% of Gen Z respondents confirmed they have considered leaving their roles due to increased pressure and limited support following layoffs. This suggests that the next wave of departures might not be layoffs, but rather voluntary “walkouts” by disillusioned survivors.
Despite the barriers, employees clearly want to learn. Sixty percent affirmed that access to training improved their ability to contribute to company goals. Furthermore, 80% said they would be more likely to recommend their employer if learning and development were prioritised, revealing a powerful and undeniable link between upskilling opportunities and employee loyalty. Even with 54% of employees feeling comfortable asking for help, 46% do not, fearing they might appear incompetent or believing no resources are available.
Addressing the Blind Spot: Actionable Strategies for Leaders
This survey data highlights a critical blind spot that HR and business leaders must urgently address. The short-term cost savings from headcount reductions can quickly be negated by increased errors, decreased productivity, and higher voluntary turnover among remaining staff.
Organisations must move beyond the traditional post-layoff silence and proactively implement structured re-onboarding programmes. This includes:
- Clear Communication: Acknowledging the workload changes and offering transparent plans for support.
- Targeted Training: Identifying new skill requirements and providing immediate, relevant training for employees in expanded roles.
- Visible Leadership Support: Leaders must be present, empathetic, and actively involved in rebuilding morale and providing direction.
- Investing in Learning & Development: Prioritising upskilling not just as a perk, but as a strategic imperative for retention and organisational resilience.
By supporting their layoff survivors with the right training and a clear path forward, leaders can mitigate the risks of costly mistakes and prevent a new wave of voluntary departures, ultimately fostering a more committed and productive workforce.