The bad — and unexpected good — of being in layoff limbo

Some companies are giving an unusual kind of layoff warning: Cuts are coming, though you might have to wait weeks or months to learn whether your role was affected.

"I want to acknowledge that news like this creates uncertainty," Hill wrote. "Throughout this process, we will communicate directly, act with transparency and treat people with respect."

In a statement, Nike spokeswoman Mary Remuzzi said the company "remains committed to being transparent with our employees and communicating updates as we have them." She also said: "Some actions will occur over time and, in many locations, applicable local requirements and consultation processes will inform timing and execution."

The company last announced it was eliminating about 1,400 roles in April, though at the time it said those affected would hear directly from their leaders and HR partners starting that same day.

When Meta said in April that it would let go 10% of its workforce the following month, internal forums quickly filled up with posts from employees filled with anxiety, dark humor, and questions, Business Insider previously reported. One commentator described the situation they were facing as "28 days of hell."

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It wasn't the first time Meta had announced layoffs before all of them took place. In mid-March 2023, during its "Year of Efficiency," the company said some employees would learn the next day whether they were affected, while reorganizations and layoffs in its tech groups would follow in late April and in its business groups in late May.

Career coaches and HR professionals say employees often try to prove their value when layoffs are looming. Yet going above and beyond generally doesn't help, while disengaging could give the company a reason to add an employee to its layoff roster.

"Working harder in the final weeks won't move the needle," Laszlo Bock, formerly Google's head of human resources, previously told Business Insider. Instead, employees are often better off using the time to network and line up their next move, said Bock, who now advises startups.

The catch, she added, is that the notice companies give needs to be specific: Flagging departments, locations, or roles most likely to get cut can help workers assess their risk of getting a pink slip. Otherwise, a vague warning can create "a lot of anxiety" across a company, Rodehorst said.

Employers can help, she said, by stating publicly that cuts reflect factors such as financial challenges, not workers' abilities, and by allowing employees to take interviews during company hours. The extra time also lets workers collect colleagues' contact information and nonproprietary documents, such as performance reviews, that can help with their search, Labovich said.