What companies can’t do after layoffs

Surviving a layoff might feel like a win for employees — until the real work starts and no one shows then how to do it.

A new survey from Kahoot! found that most employees left behind after layoffs are struggling without proper training or support. Two-thirds (65 per cent) of layoff survivors said they made costly mistakes or felt unprepared to take on new responsibilities. Among Gen Z workers, that number jumped to 77 per cent.

“Surviving a layoff doesn’t mean surviving the impact,” said Eilert Hanoa, CEO of Kahoot!. “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 [is] left with those layoffs is not easily replaced. Without proper re-onboarding, what is lost can ripple across the entire organization.”

The 2025 Layoff Survivor Survey paints a picture of what Kahoot! calls “quiet chaos” — a workplace where employees are overwhelmed, undertrained and unsupported. While 70 per cent of workers said a structured re-onboarding program would have helped, only 27 per cent actually received one.

Instead, most were left to figure things out on their own:

• Most (84 per cent) said they spent time each week teaching themselves how to handle new tasks.
• One in four spent more than four hours a week doing so.
• Only 27 per cent received formal training for their new responsibilities.
• Almost half (44 per cent) relied on trial and error, and 28 per cent turned to Google or YouTube for help.

The workload surge hit fast with 61 per cent saying their workload increased immediately after layoffs — and 60 per cent were still carrying more work a month later. Nearly half said morale dropped and 19 per cent reported a major hit to motivation with no support from leadership.

The emotional toll is growing, especially among younger workers. Seven in 10 (72 per cent) of Gen Z respondents said they’ve considered quitting due to increased pressure and lack of support. And 45 per cent of all respondents said they’re likely to leave within the next year if training needs aren’t met.

Even asking for help is a challenge. While 54 per cent feel comfortable approaching leadership, the rest don’t — with many fearing they’ll look incompetent or that no resources are available.

Still, the desire to learn is strong. Three in five said training improved their ability to contribute to company goals, and 80 per cent said they’d be more likely to recommend their employer if learning and development were prioritized.

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