Even when you rationalize that you do it so that the company can survive (otherwise everyone would eventually be laid off in the worst case scenario), you cannot help think about the fate of the individuals being laid off. But I think it is important for leadership to feel sad and uncomfortable about it, because it shows we care about the people. That is important especially when making those hard decisions.

It was scary and at the same time feeling the shame. I would get to stay, get paid and these people would be let go. To avoid any legal issues or conflicts a real reason would not be provided but careful wording would be used. This is really devastating because it does really help the subject to deal with the matter.

It was quite terrible but also frustrating. You cannot say openly all the reasonings behind and people lack total understanding of the big picture. It’s like they don’t care. Which is understandable, but as the leader is not against them, but trying to save as much as possible. The rest.

I felt it was something we absolutely need to do. I planned it well from both of the company's and the employees' point of view. For the company, I hired a lawyer that made it extremely simple to walk through the process in efficient, legal and empathic point of view. I wished the best for all the employees and offered them help to get a new job. I did not feel stressed or sad at all on the day, as I felt 100% confident that this is the best possible solution for both the company and the employees. And now, 6 years later, I know it was true.

General feeling was naturally depressive, as impacts for humans are severe. Then, on the other hand, the actions were mandatory, so brain told that there are no other options. One need to control the feelings very thoroughly.

Anxious, guilt, feelings of failure

I understood that it would be hard but the wave of silent numbness surprised me still as we announced the start of the change negotiations. When it was actually time to have 'the talks' there were spectrum of emotions; relief, suspense, empathy, frustration, anger (got personal attacks), determination etc.

There are two sides. On the other hand there must be always good reason why the layoff is done. It is relief that the problem is solved. On the other hand there is always also human aspect. How the person and his family members will survive. Will he/she find a new job? All in all I have always done these decisions after careful planning trying to take all the alternatives first into account. The layoff has been practically the last option.

It feels terrible. I am destroying someone's life.

Nervous. Wanted to make sure I did it correctly and therefore prepared well from all angles.