Kahoot!’s latest report reveals the cost of insufficient training and support for remaining employees post-layoff, underscoring the critical need for re-onboarding and upskilling.
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of layoff survivors say lack of training led to costly mistakes
report a drop in morale and engagement post layoffs
did not receive structured training or orientation for their new responsibilities
say structured re-onboarding would have eased the transition
Across industries, economic uncertainty and a changing business landscape have fueled a wave of US workforce reductions, as organizations seek leaner and more agile operations. However, in this new survey of over 1,000 U.S. employees who have experienced a recent layoff, the data shows that the impact of layoffs extends beyond exiting workers, reverberating through the remaining workforce. And as employees attempt to adapt, many companies are failing to provide the support and training they need to succeed.
At the same time, Gallup has reported that employee engagement has fallen to a 10-year low, raising an alarm for critical business goals from productivity to retaining top talent. This survey uncovers how workforce disruptions and lack of employer support are accelerating the decline in engagement, and how companies can begin reversing this trend with a process of re-onboarding.
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 left with those layoffs is not easily replaced. Without proper re-onboarding, what is lost can ripple across the entire organization”
– Eilert Hanoa, CEO of Kahoot!
According to the survey, most employees found themselves tasked with new responsibilities after a layoff, but without new guidance. Only 27% of employees reported receiving structured training or orientation for their new responsibilities. On the other hand, 55% relied on informal support from peers, 44% on trial and error, and 28% on online resources like Google and YouTube.
As a result of this lack of training, 84% of employees said they spent time during the workweek teaching themselves how to perform their new work tasks, with 1 in 4 saying this cost them more than four hours per week.
Few would be surprised that most respondents (61%) said that their workload increased immediately after layoffs, as employees stepped in to cover important tasks on their former coworkers’ to-do lists. Yet, while employees may have expected this to be temporary, 63% reported that they continued carrying a heavier workload a week later, and 60% still did so after a full month.
Not only did these new tasks leave employees with more to do, but also more to learn how to do. In this survey, 42% said they were frequently or constantly assigned responsibilities outside their area of expertise without any training. Training was not always equally available either, as senior-level employees were more likely to receive structured re-onboarding, while only 20% of individual contributors were given this support.
said they were frequently or constantly assigned responsibilities outside their area of expertise without any training.
While layoff survivors may be counted as the lucky ones, nearly half (49%) reported that their morale and engagement at work declined after the disruption, citing inadequate support from company leaders. Nineteen percent of employees said that their motivation dropped significantly and that leadership offered no support. An additional 30% said that their employers made some effort to rebuild morale, but it wasn’t enough to make a difference.
Adding to the emotional toll, close to half of employees said current global and economic tensions have made things worse. As uncertainty grows without clear direction, the result is quiet chaos: intensifying stress and unspoken burnout, more employees feeling ill-equipped to do their jobs, and the ripple effects of disconnection and disengagement.
said current global and economic tensions have negatively affected their morale and engagement at work.
Not only is this absence of training and support impacting remaining employees’ engagement and performance; it is also impacting companies’ ability to retain talent. More than 3 in 4 respondents confirmed that a lack of training and professional development would influence their decision to remain with their employer. Close to half of employees (45%) said they would likely leave within a year if they don’t receive the training they need, while 31% said they would stay, but would feel less committed to the company.
This issue is felt most acutely by younger employees, with 72% of Gen Z respondents saying that they have considered leaving their company due to the increased pressure and lack of support after layoffs. This is understandable, as many Gen Z’ers are still establishing their foundational professional skills. Additionally, while 65% of all respondents said they made a costly mistake or felt unprepared or hesitant to act at work due to a lack of post-layoff training, 77% of Gen Z employees said the same.
With layoffs causing significant changes to how tasks are allocated, it may be unclear to leaders where employees have knowledge gaps. Use Kahoot!’s reporting features to gain insights into where employees need additional training or support.
For employees who have received training and development after a layoff, the results are clear: 60% said access to training made them better equipped to contribute to company goals. Additionally, 81% of respondents confirmed they would be more likely to recommend their employer if it prioritized employee learning and development. This shows how training could potentially be a game-changer for key workforce goals, including employee performance as well as attracting and retaining top talent.
Despite its clear importance to professionals, 46% say they don’t feel comfortable asking leadership for help or training. This is due to worries of appearing incompetent (18%), no available resources (10%), or other factors depending on the situation (18%). To unlock the benefits of learning support post-layoff, it’s critical that companies take a proactive approach—assessing learning needs, providing accessible resources, and tracking progress towards their learning goals.
This survey was conducted online in the United States by market research consultancy Researchscape on behalf of Kahoot! from April 24 to May 1, 2025. It includes responses from 1,064 full-time U.S. workers who experienced at least one company layoff in the past three years.
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