we know there have been a lot of tech-based layoffs. tech is really 7 or 8% of the overall job market. you are seeing it in media. you re seeing it with pepsico announcing some layoffs earlier this week. i wonder, what is your advice for employers to keep the people they want to keep if there s this feeling that there might be something better across the street? reporter: okay. here s my pitch. what if we didn t keep it so top secret. if you know that there s going to be layoffs at some point in the future, usually the executives are very tight-lipped about that. they keep it a secret. then maybe the day before they give people some warning but really it s always blindsiding the employees who are getting laid off. i was talking to one ceo who said he believes that if people are not safe at his company, he wants to make sure that everyone can get themselves to safety so he broadcasts it. hey, we re having economic challenges. in the next quarter we may have layoffs and he almost enc
about inflation, but only 44% feel prepared for an economic downturn according to a survey on linked-in. that s why the latest workplace trend career cushioning is taking off. what is this? arrived from the world of dating. designed to soften the landing after a layoff. let s bring in jessica kriegle at culture partners. what is this career cushioning? zbl it s having a backup plan. you hear about all of the layoffs. you think either i need to get a side hustle or plan b. i start applying for jobs even if i love my job. i don t want to go anywhere. you never know. let me start applying, testing the waters out there and then you end up potentially leaving or not or waiting for the news. interesting. i guess it s a modern way of looking at keeping your network fresh, you know? you never know when you need to tap your network, i guess. yeah. you start talking to people, saying what have you got over at your organization? do you think you re planning