When Being “Not Enough” Is About Circumstance, Not Capability: Reflections on My Layoff

Losing a job is never easy. It brings a whirlwind of emotions—confusion, frustration, sadness, and often a nagging sense of self-doubt. I recently experienced this firsthand after being laid off from my job of nearly two years. The decision came after 1.8 years of hard work, often stretching well beyond a typical workday, sometimes clocking in over 10 hours, and occasionally working weekends just to keep up.

Yet, despite my dedication and effort, my employer decided it was time to let me go. Their reasoning, as I understood it, centered around the fact that I didn’t have enough experience—but in reality, I wasn’t doing enough in the ways they wanted: longer hours, fewer mistakes, and greater capacity to handle an overwhelming workload.

But is working longer hours the answer? Is it realistic to expect perfection in an understaffed, high-pressure environment? And when someone starts showing real improvement, isn’t the better choice to support and train them rather than cut them loose?

These are the questions that have been weighing on me as I reflect on what happened.

The Reality of Working in an Understaffed Role

When you’re the only person (or one of very few) managing critical accounting tasks, the pressure to perform is enormous. For me, this meant daily battles with time—10-plus-hour workdays were the norm. Mistakes, especially in accounting, can be costly, not just in dollars but in trust and reputation. Yet, working long hours under constant pressure increases the risk of those mistakes.

I made some mistakes—critical payment errors and other accounting missteps. It was inevitable given the circumstances. But those errors didn’t come from a lack of effort or care. They came from being human in a stressful, understaffed environment that demanded more than one person could reasonably give.

My coworker was fortunate to be in different role. She transitioned to payroll/HR tasks and avoided the intense pressure I faced. This made my situation feel even more isolating.

The Layoff Decision: A Question of “Fit” or a Failure to Support?

When management decided to lay me off, it felt like an indictment of my abilities. They were seeking someone to do the work of two people, presumably expecting better results by working someone harder or differently. The irony is that the new hire only lasted about four months before resigning, overwhelmed by the same challenges.

My former coworker told me the new hire quit because “it was too much.” This echoed my own experience—no matter how hard you work, when the workload and expectations are unrealistic, burnout is almost inevitable.

This made me question the management decision: Was hiring someone new really the best option? Or could supporting me, who was already showing signs of improvement, have been a better strategy?

Progress and Improvement: Overlooked or Undervalued?

Around November 2024, things started to get better. I began to settle into the role, develop better systems, and reduce errors. Yet, this progress wasn’t enough for the management team. They didn’t feel I was “good enough” or improving fast enough.

Improvement isn’t always linear or immediate, especially in complex roles like accounting. It requires patience, training, and support. If an employee shows genuine effort and growth, it’s often more cost-effective and beneficial to invest in that person rather than replace them entirely.

If management had provided more support or training, I believe I could have continued to improve and contribute effectively.

Lessons Learned: What Employers Can Do Differently

From my experience, here are some takeaways for companies and managers facing similar situations:

Recognize the Cost of Unrealistic Expectations: Expecting employees to work excessively long hours without adequate support leads to mistakes, burnout, and turnover. Sustainable workloads and clear priorities help employees perform better.
Support Before You Replace: When an employee struggles but shows effort and improvement, investing in their development is often smarter than hiring someone new. Training, mentoring, and constructive feedback create long-term benefits.
Listen to Employee Feedback: Frontline employees often have the best insights into workflow issues and potential solutions. Open communication channels can prevent problems from escalating.
Avoid Quick Fixes: Hiring someone to do the work of two people is a temporary solution if the workload itself is unsustainable. Instead, reevaluate the workload and resources available.
Understand the Human Element: Everyone makes mistakes, especially under stress. Management should balance accountability with empathy and support.

What This Experience Has Taught Me

Personally, being laid off was a tough blow. But it also forced me to re-examine what work and success mean to me. I realized that:

Hard work isn’t always enough when the system itself is flawed.
Mistakes don’t define my value or potential.
Improvement takes time, and everyone deserves a chance to grow.
Sometimes, the best leaders are those who support their team rather than cut them loose.

Moving Forward: Finding Better Workplaces and Advocating for Yourself

As I look ahead, I’m more cautious about workplaces that demand excessive hours without support. I want to find environments where:

Employee wellbeing is prioritized.
Growth and learning are encouraged.
Mistakes are treated as opportunities, not failures.
Managers understand the difference between “working hard” and “working smart.”

I also learned the importance of advocating for myself—asking for resources, setting boundaries, and seeking feedback regularly. These aren’t signs of weakness but tools for sustainable success.

Final Thoughts

My layoff wasn’t just about me—it was about the system I was working within. It highlighted the dangers of overwork, lack of support, and unrealistic expectations.

To employers and managers reading this: before deciding to replace an employee, consider whether supporting and developing the current team member could be the better path. Sometimes, the investment in people pays off more than the gamble on new hires.

To anyone facing similar struggles: remember that your worth isn’t defined by a job title or a single outcome. Keep growing, advocating for yourself, and seeking environments where you can thrive.