Layoffs Are Painful. But You Can Communicate Them Compassionately.

I’ve witnessed RIFs many times in my 15-plus years in people management, and the area where I most often see efforts fall short is communications. Too often, communications about an RIF:Don’t reach all necessary audiencesThe first priority in an RIF should be treating impacted employees with respect and compassion. Executives also must be concerned about the impact on the remaining employees and on the company’s reputation. This is where communication plays a vital role.

Most important are the frontline managers who will have to deliver the bad news to impacted employees. Most managers will need training on delivering news like this, as they’ve likely never had to perform this role before. One aspect that’s often overlooked is making sure that the leader of your IT department is briefed far enough in advance so that access to IT services can be turned off simultaneously with notification meetings and applied consistently across all impacted employees. IT cutoff often is seen by employees as a cold, stark reminder that they’ve been terminated, but it must be applied equally to everyone affected.

If an employee will not be on site, the notification meeting should be conducted by video conference, not telephone.

👍 But 🤔 Messages / here only to yous, 'Harvard' : Kind of to whom why when 4 what etc Sorry, have no time 2 'A' your 'Q' , but the topic is also interesting

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