Avoiding Layoffs in a U.S. Company | Proven Survival Tips • WaterMoon.Log

How to Survive in a U.S.-Headquartered Company

In a U.S.-based company, performance is everything. The moment your results start slipping, you’re at risk of being moved into a “performance review” process that can end in termination.

Over the years, I’ve seen colleagues let go with little warning—sometimes overnight—because their numbers or project impact didn’t meet expectations. That possibility is always in the back of your mind.

And yet, I’ve managed not only to survive but to be recognized as a top performer year after year. My reputation has grown to the point where I’ve been in more direct meetings with the CEO than some senior-level colleagues.

In this post, I’ll share how the layoff process typically works in U.S. headquarters and the strategies I’ve used to stay firmly in the “must-keep” category. If you work in or plan to join a U.S. or European company, you’ll find this relevant.

📌 How Layoffs Happen in U.S. Companies

In most U.S. companies, layoffs fall into two main categories:

Mass layoffs – Company-wide cost-cutting measures that can affect entire teams, regardless of individual performance.
Performance-based terminations – Targeted at individuals whose output or impact is below expectations. A poor rating in your performance review can put you on a short path to dismissal.

There’s no concept of guaranteed job security. Leaders often see workforce changes as part of running the business.

If you’re let go, it’s usually immediate—either you’re asked to pack up and leave that day, or in stricter environments, your system access is cut instantly and your belongings are returned later.

📊 How Performance Reviews Work

Many U.S.-based companies run performance reviews twice a year, often in June and December. My company uses a multi-step evaluation:

1. Manager Review

Evaluates what you delivered, how you delivered it, and how you worked with others.
Covers both hard skills (technical expertise, problem-solving) and soft skills (collaboration, adaptability, leadership potential).
Focuses not only on results but on whether you achieved them efficiently.

2. Anonymous Peer Review

Collects feedback from colleagues you’ve worked with on projects.
Assesses collaboration, communication, and overall contribution to team goals.
Honesty is common since the feedback is anonymous.

If your scores are low, you may be placed in a Performance Improvement Plan (PIP). Failure to improve in that period almost always means termination.

🧠 Essential Strategies for Survival

1. Increase Your Visibility

In U.S. companies, it’s not just the best workers who last—it’s the ones who make sure others know they’re doing great work.

Regularly share project updates during team meetings.
- If your manager or executives are in the room, make an effort to contribute something—anything is better than staying silent.
- When you’re out of ideas, even asking AI for discussion points can help spark input.
Make your manager see you as critical to the team’s success.
- Personally, I often compile information my manager might have missed and send it proactively. In many ways, I act as their second set of eyes and hands. (More on my documentation process below.)
Keep detailed records of your work in Slack, email, or similar platforms—this is the most important part of staying visible.
- Senior leaders don’t attend every meeting, so I leave messages that make it clear I’m actively delivering results. That way, they’re reminded I’m contributing even when they don’t see me in person.
- Always CC or tag your manager when sending work updates so they can advocate for you when needed.
- Use tools that work for you to log your work in a clear, accessible way:
  - For date-specific tasks, I use Google Calendar Tasks (e.g., “Deployed to stage environment – Aug 5, 2025”).
  - For technical or process information, I use Notion or Confluence (e.g., storing admin IDs/passwords for each environment).

2. Quantify Your Results

In performance-driven environments, results need to be backed by evidence, not just impressions. Numbers speak louder than “good job.”

Set measurable KPIs at the start of a project and compare them upon completion.
- Example: “Page load time reduced from 3.2s → 1.8s”
- Example: “Bug reports decreased by 30%”
For developers: Use GitHub data—PRs created/reviewed, lines of code changed, percentage of feedback addressed.
For marketing or operations roles: Use metrics like conversion rates, leads generated, or revenue impact.
At year-end OKR reviews, presenting these numbers in charts or tables makes a lasting impression on your manager.

3. Manage Your Relationship with Your Manager

In many companies, your manager holds the majority of influence over your performance rating and career trajectory.

Leverage regular 1:1 meetings not just to report progress, but also to share challenges and propose solutions.
- Use a “Problem → Analysis → Solution” structure for clarity.
Make them your ally by highlighting extra contributions you’ve made for the team or for them personally.
- Example: covering for a teammate on vacation or quickly handling urgent requests from another department.
Maintain transparency—share bad news early. Waiting until problems escalate can hurt your credibility.
Connect beyond tasks—show that you understand and support the company’s culture and goals.

4. Secure an Irreplaceable Position on the Team

In U.S. companies, the first people to be cut are those the team can function without. On the other hand, if leadership believes, “We can’t operate without this person,” you’re far less likely to be on the layoff list.

Deepen your expertise: Own a specific tech stack, database, or internal tool that no one else on the team fully understands.
Join critical projects early: When a new initiative launches, volunteer immediately to secure the “founding member” title.
Be the problem solver: Take the lead in resolving urgent outages or complex client issues—trust builds quickly in high-pressure moments.
Document and share knowledge: Turn your know-how into clear documentation that others depend on.
- This is where I personally put the most focus. I have the other qualities too, but those often require timing and a bit of luck to showcase. Documentation, however, is entirely within my control and can be done consistently.
- People often overlook small but important details. If you make it a habit to capture and share those, it’s much easier to secure your position as indispensable.

🔍 Early Warning Signs

Layoffs often feel sudden, but there are red flags:

Being excluded from key meetings.
Your workload shifts to low-priority or routine tasks.
Manager feedback becomes vague or consistently negative.
You’re suddenly scheduled for a meeting with HR—especially without your manager.

If you notice these signs, prepare to update your achievements, strengthen your network, and explore new opportunities before it’s too late.

💡 Recovering After a Layoff

Being let go doesn’t have to damage your career. In many industries, it’s a common part of the journey.

Strengthen your LinkedIn presence and reconnect with your network.
Maintain good relationships with former managers for references.
Use the time to build new skills and fill any gaps in your resume.

Final Thoughts

In performance-driven companies, results alone aren’t enough—you must make them visible. Your goal is to be seen as indispensable to your manager and your peers.

If you can do that, you’re far less likely to be on the next layoff list.