Why employee happiness is a disappearing SaaS metric

It takes more than 2 years for employee trust to recover after a layoff. That’s the hidden cost most companies don’t calculate. Research shows layoffs drop Glassdoor ratings by 0.13 stars, with current employees seeing a 0.16-star decline. Those ratings don’t fully recover for 32 months. The business impact is even bigger. Layoffs lead to a 26% rise in active disengagement, a 40% spike in employees' job-hunting, and cost companies an estimated 5.2% of payroll in the first year alone - more than 20 billion dollars in lost productivity and turnover. When people walk out of your company, it sends a message. To the people who stay. To future candidates. To the market watching from the outside. That message shapes how your organization is perceived, inside and out. That’s why a post-layoff plan matters. It helps protect your people, rebuild trust, and stabilize the culture that keeps your business moving forward. At IMPACT Group, we help organizations manage change with care, creating structured exit plans that support employees leaving and keep those who remain engaged and focused. Because how you handle exits says just as much about your culture as how you hire. And the way you treat people on the way out often defines who’s willing to walk in next. If you’re planning workforce changes and want to protect your brand and bottom line — DM us at IMPACT Group

🌍 The 2026 Workplace: “Forever Layoffs” for Some, Pay Bumps for Others A new report paints a mixed picture of the future of work. On one hand — “forever layoffs”, automation, and disengagement continue to reshape traditional roles. On the other — top performers and in-demand specialists are seeing significant pay growth and flexibility. We’re entering an era where skills, adaptability, and purpose define opportunity more than job titles or tenure. Organizations that invest in upskilling, engagement, and trust will be the ones to thrive — while others risk losing their best people to burnout or better offers. What do you think the workplace will look like in 2026? Are we moving toward empowerment — or polarization? https://lnkd.in/g6EiS67j #FutureOfWork #WorkplaceTrends #HR #Leadership #EmployeeEngagement #Layoffs #PayTrends #CareerDevelopment #Automation #WorkCulture

‘Forever layoffs’ and disengagement for some, pay bumps for others: What’s in store for the 2026... Layoffs are increasingly common, with smaller-scale firings (under 50 people) now making up 51% of WARN Act notices in 2025 (up from 38% in 2015). This trend is dubbed the "forever layoff," which, while keeping companies out of major headlines, is predicted to stoke worker anxiety and create "cultures of anxiety, insecurity and resentment." Impact on Culture: Negative employee sentiment after a layoff takes more than two years to recover, and repeated cuts have double the impact, especially on key talent and managers. Leadership Dissatisfaction: Glassdoor ratings for senior leaders have been slipping since mid-2023, particularly in media, consulting, and tech. Reviews increasingly mention misalignment, distrust, and hypocrisy. Good News for Young Workers: Wage growth is on the rise for young workers (up to four years' experience), offering them more spending power in 2026. Certain cities like Provo, UT, and Austin, TX, are seeing the highest wage growth since 2020. https://lnkd.in/gPE2SpwD

The “Forever Layoff” era has begun. Not the flashy, headline-grabbing cuts. The quiet ones - 20 here, 30 there. So small they don’t make the news … but big enough to make everyone afraid. 🧩 According to Glassdoor: * Small-scale layoffs (<50 pax) now make up 51% of all WARN notices in 2025 (vs. 38% in 2015). * Post-layoff morale takes 2+ years to recover. * A second layoff doubles the hit. * Reviews mentioning “misalignment”, “distrust”, and “hypocrisy” are surging. Companies think they’re being strategic. But they’re quietly creating cultures of anxiety and disengagement - what I call the hollow company: Flexible. Lean. Optimized. But stripped of trust, loyalty, and long-term conviction. And here’s the paradox - wages for young workers are rising. But only for those who survive the AI reshuffle. That’s not progress. That’s a lottery. If “forever layoffs” are here to stay, leadership must evolve. We need to: ✅ Treat workforce planning as governance, not admin. ✅ Measure predictability as a performance metric. ✅ Rebuild trust as infrastructure, not PR. Because in a world of rolling cuts and endless reorgs … the rarest competitive advantage will be stability. 💬 Question: If layoffs are now structural - not cyclical - what new social contract should replace the old one?

🌍 The 2026 Workplace: “Forever Layoffs” for Some, Pay Bumps for Others A new report paints a mixed picture of the future of work. On one hand — “forever layoffs”, automation, and disengagement continue to reshape traditional roles. On the other — top performers and in-demand specialists are seeing significant pay growth and flexibility. We’re entering an era where skills, adaptability, and purpose define opportunity more than job titles or tenure. Organizations that invest in upskilling, engagement, and trust will be the ones to thrive — while others risk losing their best people to burnout or better offers. What do you think the workplace will look like in 2026? Are we moving toward empowerment — or polarization? https://lnkd.in/gaaFX5dT #FutureOfWork #WorkplaceTrends #HR #Leadership #EmployeeEngagement #Layoffs #PayTrends #CareerDevelopment #Automation #WorkCulture

⚠️ Layoffs are no longer just about cost-cutting. They’re about changing the way companies work. CNBC just ran an article about the warning signs before a company starts layoffs - things like: 👉 Hiring freeze 👉 Budget cuts 👉 Bosses talking about being “more efficient” Useful advice. But let’s be real - the deeper story isn’t about “efficiency”. It’s about how AI is changing what companies need from people. 1️⃣ AI didn’t cause the layoffs - it gave companies an excuse to restructure. Companies aren’t retrenching because of robots. They’re retrenching because AI lets them do more with fewer people. So they take the chance to: * Automate repetitive work * Cut middle management * Replace admin roles with tech This isn’t about saving money for one quarter. It’s about redesigning who creates value in the company. 2️⃣ What we’re seeing isn’t temporary. It’s structural. When hiring slows, perks disappear, and “efficiency” becomes the buzzword - it usually means the company is rebuilding its workforce for the AI era. Expect a smaller, tech-savvy core team - and more freelance, contract, or part-time roles around it. This will become the new normal. 3️⃣ For workers, the mindset has to change. “Keep your resume updated” is not enough anymore. The real move is to keep your skills moving. Ask yourself: ✅ What part of my job can be automated soon? ✅ What human skills can’t be replaced - judgment, storytelling, relationships? ✅ How can I connect what I do to business results? The goal isn’t just to keep your job. It’s to 'stay valuable' no matter how your job changes. 4️⃣ For Singapore, this is our next big challenge. If layoffs become part of every “AI upgrade”, then we need faster systems to help people move - from being retrenched → to being re-skilled → to being re-hired. SkillsFuture and WSG have to go beyond training subsidies. We need real transition support, not just courses. Bottom line: > Companies are optimizing. > Workers must strategize. > Government must stabilize. Layoffs are just the surface. The real change is how work, tech and people fit together in this new economy. 🔥 Don’t panic about AI. But don’t get too comfortable either.

SHOCKING: The "Forever Layoff" Era is Here - Why Your Job Security Just Vanished Overnight! Glassdoor's latest research reveals a disturbing new trend that should concern every working professional: "Forever layoffs" are becoming the norm. 📊 The numbers are staggering: • Smaller-scale firings (under 50 people) now make up 51% of all layoffs in 2025 • That's up from just 38% in 2015 • These rolling layoffs create cultures of anxiety and insecurity • Recovery takes over 2 years for affected companies Here's what this means for YOU: The days of job security are over. Companies are choosing continuous, smaller layoffs over large-scale cuts. This creates a perpetual state of uncertainty where anyone could be next. 💡 The wake-up call: When your income can disappear without warning, traditional financial planning isn't enough. This is exactly why I help professionals build: ✅ Guaranteed cash value through whole life insurance ✅ Infinite banking strategies for financial independence ✅ Protection that doesn't depend on your employer While others worry about the next round of cuts, my clients have: • Accessible cash reserves • Guaranteed growth regardless of market conditions • Financial stability that survives job loss The question isn't IF workplace instability will affect you - it's WHEN. 🤔 Are you prepared for the "forever layoff" era? What steps are you taking to protect your family's financial future when traditional job security no longer exists? Let's discuss how to build real financial security in uncertain times.