Training gap after redundancies fuelling staff turnover

A new survey of U.S. employees highlights the operational and retention risks organisations face when post-redundancy training is overlooked. Among more than 1,000 US workers who remained with their employer after at least one round of redundancies, 65% said they had made costly mistakes or felt unprepared at work due to a lack of training or structured support.

The findings suggest that ‘redundancy survivors’ are frequently absorbing additional responsibilities without the knowledge or tools to succeed. While 70% said a structured re-onboarding programme would have eased the transition, just 27% received one. Gen Z employees reported the highest impact, with 77% citing errors or hesitation stemming from inadequate preparation.

The lack of training is not only affecting performance but influencing employees’ intent to stay. Nearly half (45%) said they would likely leave within a year if their development needs were not met. Only one in four respondents said the absence of support would have no effect on their decision to remain.

While some organisations may view training as a longer-term investment, the immediate implications are clear. 84% of respondents said they were self-teaching during work hours, often relying on peers, online searches, or trial and error. One in four were spending more than four hours a week doing so.

The research also points to a lack of visible leadership in the aftermath of restructuring. Almost half of respondents reported a drop in morale and engagement, with one in five saying their motivation was significantly affected and that leadership offered no support.

This comes at a time when workplace engagement in the U.S. has dropped to its lowest level in a decade, according to Gallup.

“Surviving a layoff doesn’t mean surviving the impact,” said Eilert Hanoa, CEO of Kahoot!, which commissioned the research. “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 survey underscores a growing expectation among employees that development opportunities continue, even in periods of disruption, and that L&D has a key role in mitigating the risks that follow organisational change.

The findings are based on a survey for Kahoot! in April 2025 of 1,064 full-time U.S. employees who experienced at least one company layoff in the past three years.

Key findings 

• 65% made costly mistakes or felt unprepared due to lack of training
• 70% said structured re-onboarding would have eased the transition
• Only 27% received structured re-onboarding or training
• 84% spent work hours self-teaching new responsibilities
• 45% likely to leave within a year if training needs are unmet
• 72% of Gen Z considered leaving due to increased pressure and limited support
• 42% regularly assigned tasks outside their expertise without training
• 49% reported a decline in morale and engagement after layoffs
• 80% said they'd be more likely to recommend their employer if L&D was prioritised