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Last updated on 2024年6月3日

Here's how you can effectively convey information about a layoff through communication channels.

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Communicating about layoffs is a sensitive and challenging aspect of internal communications. It requires a careful balance between transparency and empathy to maintain trust and morale within the organization. When the unfortunate need arises to convey information about a layoff, it's crucial to handle the message with the utmost care. You must ensure that your communication is clear, compassionate, and provides the necessary support for those affected. Here's how you can effectively use your internal communication channels to navigate through this difficult process.

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Kauê Anderson

Marketing | Especialista em Reclame Aqui | Comunica??o | CX | Logística
Indranil Mukherjee

Manager - Brand, Communications & Marketing

1 Plan Ahead

Before delivering news about layoffs, it's essential to have a well-thought-out plan. This involves deciding on the timing, the channels you will use to communicate, and the people who need to be informed first, such as team leads or department heads. You should also prepare a FAQ document to address predictable concerns. This preparation ensures that when you do communicate about the layoffs, you are consistent in your messaging, and you've anticipated the immediate questions and concerns that will arise from your employees.

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Kauê Anderson

Marketing | Especialista em Reclame Aqui | Comunica??o | CX | Logística
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Planejando uma prepara??o antecipada, o ideal seria uma boa separa??o de documentos e um plano de comunica??o. Documenta??o: ? Histórico de Desempenho: Ter em m?os o histórico de avalia??es de desempenho, feedbacks e quaisquer advertências anteriores. ? Raz?es Claras: Documentar claramente os motivos para a demiss?o. Ser específico e basear em fatos. Plano de Comunica??o: ? Mensagem Principal: Definir a mensagem central da demiss?o, focando nos motivos e no respeito ao funcionário. ? Roteiro: Criar um roteiro para a conversa, incluindo pontos-chave que precisam ser abordados.

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Indranil Mukherjee

Manager - Brand, Communications & Marketing
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Before any communication takes place, ensure that the layoff decision has been thoroughly planned and justified. Have a clear understanding of the reasons behind the layoffs and be prepared to address questions and concerns. Timing is crucial when communicating layoffs. Ideally, inform employees as soon as the decision is finalized but avoid major holidays or sensitive dates. Give employees enough notice to prepare for the transition.

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2 Be Direct

When it's time to communicate about layoffs, being direct and transparent is key. Avoid using jargon or euphemisms that can confuse or mislead employees. Clearly state the situation, the reasons behind the decision, and how it will affect the team. It's important to provide this information promptly to avoid rumors and misinformation spreading through the workplace. Direct communication helps in maintaining trust and respect even during these tough times.

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Kauê Anderson

Marketing | Especialista em Reclame Aqui | Comunica??o | CX | Logística
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Separei três tópicos importantes de exemplos com respostas estruturadas para este momento: ? Clareza e Transparência: As respostas devem ser claras e diretas, evitando jarg?es complexos. ? Consistência: Assegure-se de que as respostas estejam alinhadas com a política e a cultura da empresa. ? Flexibilidade: Esteja preparado para adaptar as respostas conforme necessário, dependendo do contexto e da pessoa.

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3 Show Empathy

Empathy should be at the core of your message when discussing layoffs. Acknowledge the impact of the news on your employees and express genuine concern for their well-being. It's important to recognize the emotional aspect of layoffs and offer support resources, such as counseling services or assistance with job searches. By showing empathy, you help to ease the blow and reinforce a culture of care within your organization.

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Kauê Anderson

Marketing | Especialista em Reclame Aqui | Comunica??o | CX | Logística
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A empatia e respeito s?o fundamentais para humanizar este processo. ? Tom de Voz: Manter um tom de voz calmo e respeitoso durante toda a conversa. ? Aten??o: Dar aten??o total ao funcionário, escutando suas preocupa??es e sentimentos.

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Indranil Mukherjee

Manager - Brand, Communications & Marketing
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Layoffs can have a significant emotional impact on employees. Approach the communication with empathy and compassion, acknowledging the difficulty of the situation and expressing gratitude for their contributions. Whenever possible, deliver the news of layoffs in person and on a one-on-one basis. This allows employees to ask questions, seek clarification, and express their emotions in a private setting.

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4 Provide Support

After breaking the news, it's vital to provide ongoing support to both departing and remaining employees. This includes clear information on severance packages, benefits, and outplacement services for those being laid off. For the remaining staff, offer reassurance and guidance on how the company plans to move forward. Providing support not only helps those affected to cope with the change but also stabilizes the workplace environment.

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Indranil Mukherjee

Manager - Brand, Communications & Marketing
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Offer support services to affected employees, such as career counseling, resume writing assistance, and access to job search resources. Ensure they understand their entitlements regarding severance packages, benefits, and outplacement services. Keep the lines of communication open in the days and weeks following the layoffs. Be available to answer questions, provide updates on the company's progress, and offer support as needed.

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5 Encourage Dialogue

Encouraging open dialogue is an important step in managing layoffs. Create safe spaces for employees to ask questions, express concerns, and provide feedback. This could be through town hall meetings, one-on-one sessions, or anonymous suggestion boxes. Open communication channels demonstrate that you value your employees' voices and are committed to transparency during difficult times.

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6 Follow Up

Finally, it's crucial to follow up after the initial announcement. Keep the lines of communication open and provide regular updates on any new developments or changes. Check in with teams and individual employees to gauge morale and offer additional support if needed. Consistent follow-up reinforces that the organization is attentive and responsive to its employees' needs throughout the transition period.

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Indranil Mukherjee

Manager - Brand, Communications & Marketing
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Once the initial shock has passed, focus on rebuilding morale and confidence within the organization. Encourage teamwork, celebrate successes, and reaffirm the company's vision and goals.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Here's how you can effectively convey information about a layoff through communication channels.

1

2

3

4

5

6

7

1 Plan Ahead

2 Be Direct

3 Show Empathy

4 Provide Support

5 Encourage Dialogue

6 Follow Up

7 Here’s what else to consider

Internal Communications

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Here's how you can effectively convey information about a layoff through communication channels.

1

2

3

4

5

6

7

1 Plan Ahead

2 Be Direct

3 Show Empathy

4 Provide Support

5 Encourage Dialogue

6 Follow Up

7 Here’s what else to consider

Internal Communications

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