Layoffs don’t just affect the people who leave. If you’re still employed after a round of company cuts, you’re probably dealing with a heavy mix of feelings—relief, guilt, worry, maybe even a strange pressure to prove you “deserved” to stay. But once the shock fades, the reality sets in: You still have a job—but you also have questions. What’s happening with the company? Is your job safe? Are more cuts coming? Who’s in charge of what now?
This is where strong leadership matters. A solid leadership team should anticipate your questions and offer clarity. But if they don’t? You’re absolutely allowed (and encouraged) to speak up.
Let’s break down some key questions to ask leadership after layoffs—plus tips on how to frame them respectfully, clearly, and in a way that benefits both you and the team.
What to ask management after layoffs?
After layoffs, leadership sets the tone. “The way in which layoffs are handled has a significant impact on the psychological safety of those remaining,” says Todd Davis, a senior leadership consultant at FranklinCovey. “Leaders who recognize this will be as honest and as transparent as possible, recognizing the concerns of their team members.”
Asking smart questions shows you’re engaged, committed, and invested in moving forward. It also helps ensure you’re not left in the dark—because uncertainty is often more stressful than bad news.
If you’re unsure what to say, let’s make it easier. Below are some of the best questions to ask after company layoffs, broken into helpful categories.
Questions to ask after a layoff about the company’s future
After layoffs, it’s totally fair to want some insight into what’s next—especially if leadership hasn’t proactively addressed it. These questions help you understand the broader picture without sounding combative.
What to ask:
- Can you help us understand the business reasons behind the layoffs?
- How is the company repositioning itself for the future?
- Are there plans for more layoffs in the near term?
- What changes (if any) should we expect in company goals or strategy this year?
How you might frame it:
I’d love to better understand the big picture so I can focus my energy in the right areas. Can you share more about what the future of the company looks like after this restructuring?
Questions to ask after a layoff about your role and responsibilities
Layoffs often mean team shifts, new expectations, and more work for those who stay. This is your chance to get clarity so you can avoid burnout and confusion.
What to ask:
- How does my role fit into the company’s priorities moving forward?
- Will my responsibilities or KPIs change?
- Are there plans to redistribute work from the roles that were eliminated?
- How should we prioritize tasks if bandwidth becomes a concern?
How you might frame it:
With recent changes to the team, I want to make sure I’m aligned with what’s most important right now. Could we walk through any updates to my role or focus areas?
Questions to ask after a layoff about morale and culture
Layoffs shift the energy of a workplace—sometimes dramatically. If your team is quieter, more anxious, or unclear about how to support one another, it’s worth addressing that openly.
What to ask:
- How is leadership planning to support employee morale after this transition?
- What can we do as a team to rebuild a sense of trust and stability?
- Are there any resources available to help employees process the emotional impact of these layoffs?
- How can we maintain a healthy culture during this time?
How you might frame it:
I know the team’s going through a lot emotionally. Are there ways we can support each other or rebuild a sense of connection in the weeks ahead?
Questions to ask the CEO after layoffs
Whether you’re in an all-hands or a smaller meeting, sometimes you want to go straight to the top. Asking the CEO directly shows leadership that employees are paying attention—and it can influence how they show up moving forward.
What to ask:
- What are the biggest challenges you see ahead, and how can we help?
- What message would you like employees to carry forward after this?
- What can you share to help us feel more confident about our future here?
- How are you personally staying connected to what the team is going through?
How you might frame it:
I appreciate you being here to address everything. One thing I think would really help the team is hearing more from you about what you’re focused on now, and how we can align behind that.
Tips for asking hard questions with confidence
If speaking up doesn’t come naturally to you, that’s OK. Here are a few ways to approach these conversations respectfully and effectively:
- Lead with curiosity, not confrontation. You’re not there to accuse, you’re there to understand. Questions framed with curiosity go a long way.
- Use “I” statements. Say things like “I’d love more clarity on…” or “I’m wondering about…” to keep the tone open and constructive.
- Ask in the right setting. Big questions about strategy are best for all-hands or town halls. Personal role questions? Schedule an one-on-one with your manager.
- Be solution-oriented. Leaders appreciate when questions are tied to action—like, “How can I best contribute given the changes to our team?”
You should ask
You’re not being nosy. You’re not being difficult. You’re doing what any thoughtful, invested professional would do: trying to make sense of a tough situation and show up the best you can. The best leaders will welcome your questions, not avoid them. And if they don’t? That tells you something, too.