The tidal wave of tech layoffs over the past year — 300,00 jobs lost and counting — has stunned the world. Nearly every day, another tech company announces cuts. Numerous news stories have recounted the shock, sadness, anger and betrayal felt by those who were let go.

But they’re not the only one’s suffering. Workers who survived the cuts also feel shocked, sad, angry and betrayed. In many cases, these survivors have been left in the dark about company plans, business strategy shifts and even what job they’ll be doing. They feel disenfranchised from all the uncertainty. Fear and paranoia set in. Morale, trust and productivity plummet and company culture begins to erode.

The numbers bear this out. According to one study, after a layoff, the majority of “survivors” said their productivity declined, they are less likely to recommend their organization to others and they believe their company’s future prospects are worse.

So, now what? How can companies pick up the pieces and get back on track? How can they reengage, unite and build back trust in their workforce? To move forward, companies should consider the following:

1.   Have a big picture plan.

Oftentimes executives are so focused on the layoffs they must make, having a plan for what the remaining people will be doing after gets overlooked. Thoughtful planning ahead of layoffs can help minimize confusion, chaos and productivity disruptions after layoffs. It can also help counter the view that “I am now expected to do more with less,” which most employees believe after losing colleagues to a layoff.

2.   Communicate new plans and changes.

Inform employees as soon as possible about the new plans. Employees need to know their department’s new goals and how they will be achieved. Every employee must understand the job they will be doing and how it contributes to the growth and success of the department and company.

This will alleviate stress and help people focus and get back on track.

3.   How you communicate is critical.

Companies must communicate changes in such a way that inspires confidence in the business and the workforce. It needs to be specific and clear, but not necessarily aspirational in nature. This is not the right time for loftiness. Employees are looking for some stability and security, so it’s critical to have a plan to ease their worries and move forward. Don’t leave them wondering about the company’s plans and if they are next on the chopping block.

4.   Regain employee trust.

According to a recent survey of knowledge workers on the impact of tech layoffs, 66% said layoffs have made them lose trust in the stability and security of full-time employment, and 62% said they feel less secure committing to one employer.

After a mass layoff, everyone needs a break to take in what has just happened. Friends, trusted colleagues, mentors and people we admire have just lost their jobs. Shock sets in. No one is productive during this time.

Give people some time to connect with colleagues who have been laid off, as well as those who are still at the company.

Show employees compassion by acknowledging that, for a few days post layoffs, expectations are low, and the goal is to heal and get clarity on their place moving forward.

It’s also critical to have the right outlets and systems in place where employees can discuss their concerns and get help transitioning and navigating change. For example, some employees may have “layoff survivor’s guilt” and not know how to cope with it.

5.   Reskill employees.

After mass layoffs, companies reorganize. People are asked to take on slightly different roles in many cases. Having a plan for reskilling or upskilling is a great way to reengage with your employees. For example, short skilling programs that can be started while they navigate the new organizational structure and their new role shows that the company is being thoughtful and making an investment in employees.

Skilling is a win-win for the company and employees. It allows the company to enter new growth areas and employees to acquire new skills that help them advance their careers.

6.   Help front-line managers manage change.

Front-line managers are critical to the employee experience and success of the company after layoffs. Every day, they coach, support and make decisions for the bulk of the workforce. Yet, front-line managers are sometimes the last employees to get help, support and skilling or training.

Ensuring they are armed with the messaging, resources and skills to help their people navigate through all of the changes is essential to moving forward for the company.

7.   Focus on restoring company culture.

Layoffs may reduce costs, but studies show they don’t increase the stock price but actually damage brand, culture and long-term growth. To restore and strengthen company culture, companies should have an internal communications plan that includes key messaging on the company’s new goals and strategies and the value of each employees’ contribution. These messages should be reinforced frequently at town halls and department meetings.

8.   Plan for the future.

Strategic planning should happen on a regular basis. This includes reviewing jobs and organization design as well as continuous employee development. Experts in organizational design and behavior can help companies with assessing and planning.

All these measures will allow companies to manage change better after layoffs and help employees stay focused on reaching future goals.