How to Communicate Layoffs
Communicating layoffs is a sensitive and challenging task for companies. It's important to handle the situation with empathy, transparency, and professionalism to minimize the negative impact on affected employees and maintain trust within the organization.
While there is no easy way to communicate layoffs, there certainly is a wrong way. Take, for example, the mass Zoom firings by Better’s CEO or when Google parent Alphabet laid off 12,000 people first by a pre-dawn email and then by locking them out of the company’s systems and disabling security badges.
As a corporate communicator, it’s often your job to counsel and communicate organizational layoffs. When doing so, it’s important to have the right balance of information and heart. Here are a few things to keep in mind when having to communicate layoffs:
Plan and prepare: Before announcing any layoffs, thoroughly plan and prepare the message. Consider the reasons behind the layoffs, the number of affected employees, and the impact on the organization. Create a clear communication strategy to ensure consistency and avoid misinformation.
Choose the right timing: Timing is crucial when communicating layoffs. Avoid announcing them during important company events, holidays, or other sensitive periods. Aim for a time when most employees can digest the news and have time to process their emotions without immediately resuming work duties.
Be transparent and honest: Clearly explain the reasons for the layoffs without sugarcoating or exaggerating the situation. Provide relevant details about the business challenges, market conditions, or any other factors contributing to the decision. Honesty and transparency help build trust, even in difficult circumstances.
Personalize the message: Whenever possible, deliver the news in person rather than through email or other impersonal means. It shows respect and allows for immediate feedback and questions. If large-scale layoffs are involved, consider organizing group sessions or department meetings to deliver the message effectively.
Show empathy and support: Layoffs are emotionally challenging for employees. Express empathy and acknowledge the impact the decision will have on their lives. Provide resources and support, such as outplacement services, career counseling, or assistance with job searching, to help them transition to new opportunities.
Address questions and concerns: Be prepared to answer questions, address concerns, and provide accurate information. Ensure that managers and HR representatives are trained to handle these conversations with sensitivity and professionalism.
Follow up and offer support: After the initial announcement, continue to communicate with affected employees throughout the layoff process. Provide updates on severance packages, benefits, and any other relevant information. Offer assistance in job placement, resume building, or other resources to support their transition.
Learn and improve: After the layoff process, evaluate the communication strategy and learn from the experience. Gather feedback from employees, analyze the impact on morale and company culture, and make necessary improvements for future communications.
Remember, effective communication during layoffs can help preserve trust, maintain morale among remaining employees, and demonstrate your company's commitment to treating employees with respect and dignity during difficult times.