In 2023, more than 305,000 U.S. workers lost their jobs in mass layoffs, a trend that began in the tech sector but quickly spread across industries and continued through 2024. Layoffs are difficult for everyone involved—both the employees who lose their jobs and those who remain in the organization. While those directly affected face the immediate, often overwhelming impact of job loss, remaining employees grapple with survivor’s guilt, job insecurity, and the stress of managing an increased workload.
Human Resources (HR) plays a key role in helping companies maintain morale and productivity through challenging times. In partnership with company leaders, HR must wear two hats: demonstrating empathy for employees who are no longer with the company and supporting those who stay, thereby fostering stability and empowerment to help teams navigate this difficult transition.
Identifying Skill Gaps and Immediate Needs
Post-layoff environments are often tense and uncertain. HR should work closely with department leaders to identify key technical, knowledge, and operational gaps within each division that require immediate attention and support. These gaps could be anything from technology usage to client knowledge and reporting capabilities. Once those gaps are identified, HR and department managers should meet with the remaining employees, not only to assess their current skills but also to reassure employees who may be wondering if the business is in trouble or if they are next.
In a leaner workforce, employees may need to take on new responsibilities or expand their roles. Providing training can help them adapt to these changes, equipping them with the skills necessary to manage increased workloads and new tasks effectively. This allows the company to maintain momentum and reinforce productivity despite the reduced headcount.
Training as a Tool for Growth
However misguided it may be, training is not always seen as the most meaningful activity for employees. It often can be incorrectly viewed as time-consuming and just another part of an obligatory onboarding process. However, in the context of layoffs, training becomes an even more crucial and underutilized tool for enhancing performance in current roles, as well as for fostering personal growth and increasing job security.
By equipping employees with new skills, training can boost their confidence and engagement, while also helping to maintain or even improve the company’s efficiency during times of transition. Prioritizing learning and development allows HR cultivate a culture of growth, positioning employees for future internal opportunities and encouraging long-term retention. One way HR can make training more engaging and enjoyable is by incorporating video-based learning.
Creating Impactful and Engaging Training Programs with Video
Video-based training can make learning more interactive and enjoyable, thereby increasing employee engagement and information retention. TechSmith’s 2024 Viewer Trends Report, which surveyed 1,000 people globally about viewer engagement and preferences for instructional video content, highlights this fact. Video has rapidly become the preferred medium for learning, with 83 percent of people opting for video over traditional formats such as text or images. Employees are more likely to engage with video-based training if the content is visually appealing and easy to follow.
Training videos should be dynamic and tailored to showcase essential processes specific to each role. While many assume that shorter videos are always better, viewers generally prefer instructional videos that are 10 to 19 minutes long. Very short videos—30 seconds or less—still work best for quick product overviews, but longer videos, especially those over 60 minutes, are acceptable if they are teaching complex skills.
The traditional challenge with creating video training programs is the heavy lift required from HR. Thanks to the proliferation of artificial intelligence (AI), businesses now can scale their video training programs more efficiently than ever. AI can translate training content into multiple languages, enabling localization across different regions. Additionally, AI-generated avatars can provide engaging picture-in-picture (PIP) narration, helping companies maintain continuity even when trainers or employees move on to new opportunities. It is also so much easier to iterate and update videos with new content without requiring a re-shoot.
In a reduced workforce, employees may feel they don’t have the time for training or learning new skills. Video-based training, however, offers flexibility, allowing them to watch on their schedule, pause when needed, and revisit content as necessary.
By making training programs accessible, engaging, and relevant to current needs, HR can empower teams affected by layoffs to build confidence and feel supported in their evolving roles.
