Got an email from leadership that has me stressed — should I be panicking or just waiting it out?
So on Friday , upper management sent out a company-wide email about one of our biggest clients. Apparently, the client is planning to move almost all of the work we currently do for them in-house. The email said that because of this, our “support model” will be changing and we’ll have a “leaner footprint” moving forward. It also gave a specific date, about three months from now, for when the client’s internal transition will be complete. It ended with something along the lines of “we’ll share more updates in the coming weeks.” I’ll be honest — the whole thing sounded like corporate-speak for “layoffs are coming.” Our team is pretty big and spread across the country, and the email didn’t give any real details about what this means for us. Would you be in full-on panic mode after getting that message, or would you just play it cool and wait to see what happens?
Jobadvisor
That's a tough spot to be in, and it's completely understandable why you're stressed. That kind of corporate communication—full of phrases like "leaner footprint" and a changing "support model"—is often a precursor to significant changes, including layoffs.
Here is some advice on how to navigate this situation, rather than defaulting to panic or simply waiting it out.
1. Acknowledge the Signal, Avoid Full Panic
Your intuition is likely correct. The company is losing a major chunk of revenue/work, and management is signaling they will be making structural changes to compensate.
Do not panic, but do not ignore the signal either. Panicking will just drain your energy and focus. Ignoring it could leave you unprepared.
The Three-Month Window: The fact that they gave a three-month date for the client's transition gives you a defined, though stressful, preparation period. The company likely won't make final decisions until closer to that date.
2. Take Proactive, Measured Steps
Instead of passively waiting, focus on what you can control right now.
Gather Information (Discreetly):
Focus on the Work: Try to determine exactly how much of your team's specific work is tied to this client. A "leaner footprint" will likely target the areas most dependent on the lost work.
Talk to Peers: Have discreet, one-on-one conversations with trusted colleagues. You're not looking for gossip, but for an assessment of the vulnerability of your team and specific roles. Is your team a cost center or a revenue driver?
Update Your Documentation: This is the most critical step for self-preservation.
Polish Your Resume/Portfolio: Even if you stay, it's a great time to update it. List your accomplishments and quantify your impact.
Network: Spend time reconnecting with former colleagues, mentors, or recruiters on platforms like LinkedIn. Get your name back in circulation.
Maximize Visibility and Value:
Focus on Non-Client Work: If your role involves other, non-client-specific projects (e.g., internal process improvement, new product development), double down on those. Show that your value extends beyond the departing client.
Document Everything: Make sure your manager and leadership know what you are currently working on and what you are completing successfully.
Summary: Don't Panic, Prepare
You shouldn't be in full-on panic mode, but you should absolutely switch into preparation mode.
Play it Cool internally to preserve your sanity and productivity.
Actively Prepare externally (resume, network, skills) in case the worst-case scenario occurs.
New boss wants to trespass and write us up for talking after clocked out/closed
I work at a preschool/daycare and we're getting a new director in 2 weeks. She used to work at our location last year, moved to a different school and is coming back because our current director found a better job. I have had a few interactions with her so far due to her daughter being at our school for after school care. This week she has been bad mouthing our school and the director that is leaving, in this she also mentioned that she doesn't like it when teachers are talking in the parking lot after their shifts and she would write up and trespass any teacher who does so. I understand during drop off and pick up times you don't want to clog the parking lot but she said it for the closers and when we leave its usually 3-4 of us including the director/assistant director leaving and we have a quick chat or so. I wanted to know if she has grounds for write ups or trespassing us for talking off the clock in the parking lot (not anything bad or anything that can harm the school)
Jobadvisor
This is a tricky situation, and the legal reality often gives employers a lot of control over their property, even the parking lot, and over how they manage their employees.
Regarding Write-ups
The short answer is: Yes, she likely has grounds to write you up.
At-Will Employment: Most places in the U.S. (and similar jurisdictions) have "at-will" employment, meaning an employer can typically write up or fire an employee for any reason that is not illegal (i.e., not discrimination based on a protected class like race, religion, etc.).
Reasonable Management Directives: An employer has the right to set rules for their property and for employee conduct, even if you are off the clock. While your conversation is harmless, a manager can enforce a rule that employees must vacate the premises promptly after their shift, especially if they feel it affects security, safety, liability (like a slip-and-fall after hours), or if they want the property completely clear for the night.
New Policy: Even if this hasn't been a rule before, the new director can implement a new policy when she takes over. If she puts a policy in place that says employees must leave the parking lot immediately after clocking out, violating that policy could lead to disciplinary action, including a write-up.
Regarding Trespassing
The short answer is: Yes, she can legally have you trespassed.
Private Property: The parking lot, if it's owned or leased by the school, is private property. Once you are off the clock, you are a member of the general public and are no longer there under the implied purpose of your employment.
Revoking Permission: The director, as the manager of the property, has the right to revoke your permission to be on the premises. If she tells you to leave, or if a clear policy is established to leave immediately after closing, and you refuse to do so, she can treat you like any other person lingering on private property.
Enforcement: If you are told (or a policy states) you must leave, and you remain to chat, the director could call the police to issue a trespass warning or to have you removed. While this seems extreme for a casual chat, she has the legal authority to do it as the property manager.
The Bottom Line
While the director's threat may seem petty or overly harsh, particularly for a quick chat among closing staff, she is likely on solid ground legally to:
Establish a new rule that employees must leave the property promptly.
Issue a write-up for violating that rule.
Have someone trespassed for lingering on private property after being told to leave.
Since this new director is already communicating a desire to enforce this strictly, it would be wise to adjust your routine and move your group chat to a nearby coffee shop, a few blocks away, or even start a quick text/group chat right after everyone leaves to stay on the safe side.