This is the best way to announce your layoff on LinkedIn
After Ethan Olkovikas lost his marketing communications job in the third round of company layoffs earlier this year, he faced a common decision: To post or not to post about it on LinkedIn. “As a marketing communications professional, I knew how important it would be to control the narrative around my experience,” he says. In addition, he says he has always liked to help others by sharing his experiences and being a resource. So, he decided to go public. By the end of the week, he posted the news about his layoff. But, then Olkovikas took things one step further: He posted a series of updates that included personal stories, strategies for professional headshots, and insights from his own experiences. Ultimately, the posts lead to a freelance art directing gig and a wave of support. The final post in the series announced his new role, which he landed in May. Altogether, His posts earned more than 30,000 impressions. “I didn’t feel that the layoff reflected on my performance,” he says. “It felt like posting on LinkedIn and being very open and honest and transparent about my experience from the start would kind of allow me to control the narrative around my story.” While deciding whether to make layoff news public or not is a personal decision, getting there is a process that requires thought and, perhaps, some preparation. To share or keep quiet? While Olkovikas had a positive experience announcing his layoff on LinkedIn, recruiter Jacob Binke isn’t as enthusiastic about sharing. The managing partner of The Birmingham Group, a Berkley, Michigan recruitment firm specializing in the construction industry. Binke says he has a more challenging time placing people who announce that they’re unemployed. “The perception, at least in my industry, is that if you get laid off, there’s a reason why you get laid off,” he says. He says prospective employers may offer lower salaries because they think the laid-off candidate is desperate for work. Human-first leadership advocate Paul Wolfe, a former chief human resources officer (CHRO) and human resources executive for Indeed, Match.com, and Condé Nast says that type of feeling may be industry-specific. He believes the “stigma” of going through a layoff or job loss is fading. “I’m a big believer, both as a CHRO and as an individual, in transparency,” he says. Wolfe believes it’s easier to be transparent about a layoff—especially if a company has announced a big layoff—than trying to pretend it didn’t happen. Catherine Fisher, LinkedIn career expert, agrees. LinkedIn research found that 85% of users who post that they’re open to work get support from their networks. Put your best foot forward If you do decide that you’re going to post, there are a few matters to consider. The most important, says Wolfe, is to be sure you’re in the right state of mind. A layoff can be emotional—and you don’t want to let those emotions get the best of you.“It’s kind of like the grieving process you go through,” he says. “Don’t post anything while you’re pissed as hell.” Then, make sure your LinkedIn profile is “complete, accurate, and active,” Olkovikas advises. Fisher adds it’s also a good time to review the skills you want to showcase and make sure your LinkedIn profile is reflecting them. Ensure that any skills or experience you’ve acquired in your last job are properly highlighted. And, before you decide to go public, you can also signal to recruiters only that you’re open to work. Make your post work for you When you post about your layoff on LinkedIn, “be bright, be brief, be gone,” Wolfe says. In other words, keep your post positive and short. Fisher adds that it’s important to be thoughtful about what you’re asking of your network. “What’s really important is to say what you’re looking for, what skills that you have that make you right for what you’re looking for, and then how your network can help,” she says. Are you looking for introductions? Are you looking for advice about how to approach the job search? Being specific about what you need will help ensure that you get it. The ‘Open to Work’ badge Whether you post or not, there’s another decision: Should you use the “Open to Work” badge? Some folks have strong opinions about the green badge, unveiled during pandemic-era layoffs, as Fast Company has previously reported. Some believe the badge seems “desperate” and may even lead to employment scams. Others say it’s just one more tool to get the word out. Fisher says people who signal that they’re open to work in some way get roughly 40% more Inmail messages than those who don’t. The green badge is just a visible way to do so. If you do decide to go public on LinkedIn with your layoff, Wolfe says handling it in a polished, professional manner is the way to go. He says he is often called on by friends to look at a post before they put it out into the world. “More than one set of eyes is always good on something you’re going to post p
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After Ethan Olkovikas lost his marketing communications job in the third round of company layoffs earlier this year, he faced a common decision: To post or not to post about it on LinkedIn.
“As a marketing communications professional, I knew how important it would be to control the narrative around my experience,” he says. In addition, he says he has always liked to help others by sharing his experiences and being a resource. So, he decided to go public.
By the end of the week, he posted the news about his layoff. But, then Olkovikas took things one step further: He posted a series of updates that included personal stories, strategies for professional headshots, and insights from his own experiences. Ultimately, the posts lead to a freelance art directing gig and a wave of support. The final post in the series announced his new role, which he landed in May. Altogether, His posts earned more than 30,000 impressions.
“I didn’t feel that the layoff reflected on my performance,” he says. “It felt like posting on LinkedIn and being very open and honest and transparent about my experience from the start would kind of allow me to control the narrative around my story.”
While deciding whether to make layoff news public or not is a personal decision, getting there is a process that requires thought and, perhaps, some preparation.
To share or keep quiet?
While Olkovikas had a positive experience announcing his layoff on LinkedIn, recruiter Jacob Binke isn’t as enthusiastic about sharing. The managing partner of The Birmingham Group, a Berkley, Michigan recruitment firm specializing in the construction industry. Binke says he has a more challenging time placing people who announce that they’re unemployed. “The perception, at least in my industry, is that if you get laid off, there’s a reason why you get laid off,” he says. He says prospective employers may offer lower salaries because they think the laid-off candidate is desperate for work.
Human-first leadership advocate Paul Wolfe, a former chief human resources officer (CHRO) and human resources executive for Indeed, Match.com, and Condé Nast says that type of feeling may be industry-specific. He believes the “stigma” of going through a layoff or job loss is fading. “I’m a big believer, both as a CHRO and as an individual, in transparency,” he says. Wolfe believes it’s easier to be transparent about a layoff—especially if a company has announced a big layoff—than trying to pretend it didn’t happen.
Catherine Fisher, LinkedIn career expert, agrees. LinkedIn research found that 85% of users who post that they’re open to work get support from their networks.
Put your best foot forward
If you do decide that you’re going to post, there are a few matters to consider. The most important, says Wolfe, is to be sure you’re in the right state of mind. A layoff can be emotional—and you don’t want to let those emotions get the best of you.
“It’s kind of like the grieving process you go through,” he says. “Don’t post anything while you’re pissed as hell.”
Then, make sure your LinkedIn profile is “complete, accurate, and active,” Olkovikas advises. Fisher adds it’s also a good time to review the skills you want to showcase and make sure your LinkedIn profile is reflecting them. Ensure that any skills or experience you’ve acquired in your last job are properly highlighted. And, before you decide to go public, you can also signal to recruiters only that you’re open to work.
Make your post work for you
When you post about your layoff on LinkedIn, “be bright, be brief, be gone,” Wolfe says. In other words, keep your post positive and short. Fisher adds that it’s important to be thoughtful about what you’re asking of your network.
“What’s really important is to say what you’re looking for, what skills that you have that make you right for what you’re looking for, and then how your network can help,” she says. Are you looking for introductions? Are you looking for advice about how to approach the job search? Being specific about what you need will help ensure that you get it.
The ‘Open to Work’ badge
Whether you post or not, there’s another decision: Should you use the “Open to Work” badge?
Some folks have strong opinions about the green badge, unveiled during pandemic-era layoffs, as Fast Company has previously reported. Some believe the badge seems “desperate” and may even lead to employment scams. Others say it’s just one more tool to get the word out. Fisher says people who signal that they’re open to work in some way get roughly 40% more Inmail messages than those who don’t. The green badge is just a visible way to do so.
If you do decide to go public on LinkedIn with your layoff, Wolfe says handling it in a polished, professional manner is the way to go. He says he is often called on by friends to look at a post before they put it out into the world. “More than one set of eyes is always good on something you’re going to post publicly,” he says.
