Layoffs and Communication: What NOT to Do
By Nicole Schuman for PRNEWS
With talk everywhere of a possible recession and economic instability around the globe, corporate layoff announcements seem more prevalent. Several days ago, Ford confirmed cutting 3,000 jobs. Apple laid off around 100 recruiters as it prepared for a hiring slowdown. Wayfair reported a loss of 870 jobs as it reacts to declining sales.
Even as the common adage seems to be “no one wants to work anymore” as many retail and hospitality sectors suffer from understaffing, many corporate entities anticipate staff cuts. According to a recent survey by PwC, “50% of firms are anticipating a reduction in overall headcount, while 52% foresee instituting a hiring freeze.”
How a company handles the communications of a layoff can have an impact not only on the current workforce and future employees, but its overall reputation as well. And many companies are not so well handling layoffs. Leaders claim they believe in transparency and empathy, but they aren’t always showing it.
Take the story of Braden Wallake, the 32-year-old CEO of HyperSocial. He went viral after posting a picture of himself crying on LinkedIn after firing several employees. The public did not embrace Wallake’s distress as he probably had hoped. This is only one of many ways communicating layoffs can go terribly wrong.
“No matter how hard this may be for those in charge, it is far harder for those losing their employment,” says Anne Green, principal and managing director, G&S Business Communications.
Internal Communications: Respect, Timing and Technology
News travels fast, so the top priority during a layoff should be the employees—which should be obvious, but does not always the way it plays out. Cat Colella-Graham, employee experience leader, says leading with empathy and respect can honor the privacy and mental wellbeing of those affected.
“I always recommend humanizing through town halls, then small groups led by managers with manager guidance,” she says. “Don’t go straight to drafting the email. State the what, why and what’s next, and leave room for Q&A. And if you don’t have the answer, say that.”
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