Workforce reductions are among the most challenging moments any organization faces. How you handle layoffs—from the initial notification through transition support—speaks volumes about your company culture and values. This Company Layoff & Workforce Reduction Survey helps HR leaders and executives gather critical feedback about the downsizing process from both affected and remaining employees.

This template is designed for HR directors, people operations teams, and leadership groups who want to understand how their layoff communication, severance offerings, outplacement support, and overall transparency were received. Whether you're a mid-sized company navigating your first reduction or a larger organization conducting post-layoff analysis, this survey captures the perspectives that matter most during difficult transitions.

The form covers notification process sensitivity, severance package fairness, outplacement and support adequacy, communication to remaining employees, and leadership transparency. You'll gather both quantitative ratings and qualitative feedback to identify what worked, what didn't, and how to improve if future reductions become necessary.

Paperform makes it simple to create anonymous, professional surveys that employees feel comfortable completing honestly. The doc-style editor lets you add context, empathy, and clarity to sensitive questions. With conditional logic, you can tailor questions based on whether respondents were directly affected or are remaining employees, ensuring everyone sees only relevant questions.

Use AI Insights to quickly summarize open-ended responses and identify common themes across hundreds of submissions—invaluable when you need to report findings to leadership quickly. Connect responses to Slack, Google Sheets, or your HR system via Stepper to keep stakeholders informed and track sentiment over time.

For organizations committed to treating people well even in the toughest times, this survey provides the feedback foundation you need to learn, improve, and rebuild trust.