Why Do We Call It “Restructuring”?

Call It What It Is… Layoffs.

Every time a company announces a “strategic restructuring”, we all know what’s coming: people are getting fired.

But instead of saying that, leadership rolls out a carefully worded press release about “realigning business priorities” and “positioning for future growth.”

It’s nonsense. Layoffs are layoffs. Pretending otherwise doesn’t soften the blow—it just makes leadership look dishonest.

1. Euphemisms Don’t Make It Better

No one loses sleep over corporate restructuring—they lose sleep over losing their job. Calling it something vague doesn’t help the people whose lives are about to be disrupted.

• “Rightsizing” = Cutting jobs to please shareholders.

• “Workforce optimization” = Cutting jobs to cut costs.

• “Refocusing our efforts” = Cutting jobs because leadership overhired.

If companies want trust, they need to start with honesty.

2. Layoffs Are Usually a Leadership Failure

When a company lays people off, it’s rarely because employees failed—it’s because leadership did.

• They overhired during a boom cycle.

• They mismanaged budgets.

• They made bad bets, and now employees are paying the price.

Own it. Stop acting like layoffs are just part of “evolving business needs.” They’re the result of decisions made at the top.

3. Respect the People You’re Letting Go

If you’re cutting jobs, at least have the decency to be straight about it.

• Give clear, direct communication instead of corporate-speak.

• Offer real severance and support, not just an email and a locked account.

• Treat people like humans, not numbers on a spreadsheet.

If your company’s future depends on laying people off, the least you can do is respect the ones you’re letting go.

Stop Hiding Behind Buzzwords

Restructuring. Rightsizing. Workforce reduction. Call it whatever you want—it’s still layoffs.

If companies want to be trusted, they should start by telling the truth.