I was one of the lucky ones. I was ready to be made redundant, and when it finally happened, I felt relief.
But I know that for most people, redundancy is not a relief. It’s devastating.
Even though I ultimately welcomed my exit, I still felt – and witnessed – the heartbreak, anxiety, and uncertainty it brought, both for myself and so many others.
I lived through two years of rolling layoffs, watching colleagues vanish overnight. And while I was still inside the system, I could feel the emotional weight pressing down on everyone who stayed.
It didn’t feel like a workplace anymore. It felt like Squid Game – a relentless survival contest, where no matter how well you play, the rules keep changing. Every round brings a new wave of eliminations. Even the strongest players start to realise that skill, tenure, and dedication won’t necessarily keep you safe.
And employers don’t seem to recognise just how damaging this has become.
If You Haven’t Seen Squid Game
Squid Game is a South Korean thriller series that became a global phenomenon. In the show, hundreds of financially desperate contestants are lured into a deadly competition where they must participate in children’s games. The catch? If you lose, you die – and the stakes get higher with every round. With each elimination, the prize money grows – literally adding to a massive pot suspended above the players. The remaining contestants are forced to keep playing, knowing that every new game will bring another brutal elimination.
If you haven’t seen it, I highly recommend watching it. Not just because it’s gripping television, but because it provides a disturbingly accurate (albeit extreme!) metaphor for the psychological impact of corporate layoffs.
The difference, of course, is that in real life, people don’t physically die when they lose their jobs. But mentally and emotionally? The damage can be severe. And for those still employed, the fear of elimination never goes away.
Tech Layoffs and the Shift from Growth to Survival
For years, the tech industry was fuelled by rapid expansion, aggressive hiring, and promises of long-term career paths. But now? The cycle of hiring sprees followed by brutal layoffs has become disturbingly common. Every few months, another company announces deep job cuts, restructuring, or a “strategic shift.”
Employees are left scrambling – not just those who are laid off, but those who remain.
The impact? Workplaces are no longer places of growth and innovation. They have become high-stakes survival arenas.
It’s not about thriving anymore – it’s about avoiding elimination.
The Squid Game Reality of Corporate Layoffs
At times, it feels like we’re competing in a game we never actually signed up for.
Every round of layoffs is another level of the game. You survive this one, but you know another is coming. You’re not winning, you’re just surviving.
- Your colleagues disappear overnight. One day, you’re working alongside them; the next, their accounts are deactivated, their names removed from Slack. Their departure is silent, efficient, and impersonal.
- The rules keep changing. The KPIs, performance expectations, and leadership priorities shift constantly. What was valued last year – or even last quarter – no longer matters.
- Loyalty means nothing. Employees who have spent years building expertise, delivering results, and shaping company culture are let go with the same efficiency as those who just joined.
- Those who remain aren’t safe – they’re just waiting for the next round. Every email from leadership, every surprise calendar invite, every unexpected meeting request sends a wave of anxiety through the team. The uncertainty is constant.
And what’s most disturbing? Employers don’t seem to grasp the psychological impact of all this.
I Felt It Too
I know I said I wanted to be made redundant – and I did.
But I still felt it.
In just two years, from the time the layoffs began, I was moved four times – each time as part of the dust settling. With every move, the clarity in my role drifted further away. I kept showing up, doing the work, staying engaged. But it started to feel like no matter how hard I worked, the goalposts kept moving – and the bar kept rising.
In that same time, I had five different managers. And when your future is left in the hands of someone who doesn’t really know you yet, it’s hard. It stops being about how capable or committed you are. It becomes about visibility, timing, and perception.
That’s especially hard when you’re working remotely – and even harder when you’re the only one in your region. My teammates were in the US and Europe. I was the only one in APAC. The time zones, the distance, the lack of casual connection – it all made it even easier to feel invisible.
That’s one of the hardest parts – not being seen clearly, despite everything you’re giving, and everything you’ve already given over many years. And I know I’m not the only one who’s felt that.
For me, it wasn’t just the layoffs. This all came on the heels of burnout I was still trying to recover from. The constant reshuffling, the uncertainty, the pressure to keep proving myself over and over – it was exhausting.
The game was burning me out. And I wanted out.
That’s why, when it finally happened, I felt relief.
I know not everyone feels that way. But for me, it was the exit I didn’t know how to take on my own.
The Mental Health Toll: How It Feels to Play the Corporate Squid Game
The companies making these cuts often describe them as a “difficult but necessary business decision.” But for the people living through them, it’s not just business – it’s personal. It’s their careers, their livelihoods, and their mental well-being on the line.
Chronic job insecurity leads to anxiety and burnout.
Employees are working under the constant fear that they might be next, leading to stress levels that affect productivity, decision-making, and overall well-being.
- Survivor’s guilt makes it harder to stay. Those who remain after a round of layoffs often feel guilty, questioning why they were spared while their colleagues were not. This creates emotional exhaustion and disengagement.
- A loss of trust in leadership. How do you stay motivated when you know that no matter how much you give, you could still be let go? Employees stop believing in long-term career paths and start planning their exits.
- Identity crisis and self-doubt. When a company you dedicated years to decides you’re “no longer needed,” it shakes your sense of self-worth. For those who are laid off, the transition can trigger depression and anxiety about what comes next.
The worst part? Many leaders don’t see this happening.
They believe that layoffs are just a numbers game – optimising costs, “streamlining” operations, adjusting for market shifts. They don’t recognise that to employees, this isn’t just a spreadsheet adjustment. It’s an existential crisis.
Breaking the Cycle: What Companies Need to Understand
The corporate world has normalised mass layoffs as a routine part of business, but it doesn’t have to be this way. If companies want to build strong, resilient teams, they need to change the way they treat their people – especially in difficult times.
Transparency matters
People can handle difficult news, but they need honesty. The vague “restructuring” emails and carefully curated PR statements erode trust. Leaders need to communicate openly about business realities and risks.
- Psychological safety should be a priority. If employees are operating in constant fear, they won’t innovate, collaborate, or stay engaged. Companies need to invest in cultures where employees feel valued – not disposable.
- Layoffs should be a last resort, not a first option. Companies that view employees as long-term investments, rather than short-term costs, see higher retention, loyalty, and productivity.
- Mental health support isn’t optional. If companies are willing to make decisions that affect employees’ lives so profoundly, they should also provide real support – whether that’s severance, career coaching, or mental health resources.
Because right now? Too many companies are playing Squid Game with their employees.
And they don’t even realise the damage they’re doing.
If You’re Stuck in the Game, What Can You Do?
If you feel like you’re caught in this cycle of uncertainty, burnout, and corporate survival, here are a few things to consider:
- Start planning for yourself, not just for your employer. Even if you’re staying for now, think about what you want long-term. If another round of layoffs came, would you be ready?
- Protect your mental health. No job is worth your well-being. If stress and anxiety are becoming overwhelming, consider seeking support from a mentor, coach, or therapist.
- Recognise your value beyond your role. Your worth is not defined by a company’s decision to keep or cut you. Your skills, experience, and contributions still matter – even if they don’t recognise them.
- Know that there’s life beyond this. Whether you choose to leave or eventually get pushed out, this experience does not define you. Some of the best opportunities come from forced transitions.
And most importantly? You don’t have to play forever.
The moment you realise that? You’ve already won.
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