There’s nothing more unsettling than sensing a big change is coming and hearing nothing from leadership. In retail and hospitality, where change is constant, transparency isn’t optional; it’s how you keep trust. How has a lack of communication from leadership ever affected your team, and what would better transparency have looked like?

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I got laid off from my last job. We all had an idea it was coming, but our boss kept saying there was nothing to worry about, even though he knew full well what was about to happen. I guess knowing it wouldn't have really changed things at work since we would've ended up out of jobs anyway, but it still left a really bad taste in my mouth.

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That’s really frustrating… it’s not even just the layoff, it’s the lack of honesty. Even if it wouldn’t have changed the outcome, people deserve transparency so they can at least mentally prepare. Definitely leaves a bad taste. Hope something better comes your way soon 🤍

I went through an experience once where a lot of us were expecting layoffs. It was miserable because nobody in authority would tell us anything at all. So everyone expected the worst, and some people actually lucked out and found new jobs right away and quit. There were eventually some layoffs, but they weren't as widespread as we'd feared, but morale at that place was pretty much ruined by the experience. People were relieved to be keeping their jobs, but honestly, everybody was thinking about leaving after that.

That kind of silence really makes everything worse. When there’s no communication, people just assume the worst and start checking out mentally. Even if the layoffs aren’t as bad as expected, the trust is already broken, and it’s hard to come back from that.

So unsettling in this market, I looked for a job for 2 years before getting one and I'm always worried it will be pulled from me.

I feel this so much. The market’s been rough and that constant “what if” stress is real. Took me a while too, so I get it, just trying to stay hopeful and take it one step at a time.

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