What do you do if you need to deliver a layoff message to your team as an executive manager?

1 Preparing Ahead

Before delivering the layoff message, thorough preparation is crucial. You need to understand the reasons behind the layoffs and be able to explain them clearly to your team. This involves coordinating with human resources to understand the legal and logistical details, such as severance packages and outplacement services. Empathize with your team by putting yourself in their shoes and anticipate the questions they might have. Ensure you have all the answers or know where to direct them for further information.

3 Show Empathy

Showing empathy during layoffs is non-negotiable. Acknowledge the impact of the news and allow your team members to express their emotions. Listen actively and be patient; this is a difficult time for everyone involved. While you must maintain professionalism, it's also important to show that you care about your team's well-being. A genuine display of concern can go a long way in maintaining trust and respect, even in such challenging circumstances.

4 Provide Support

After delivering the layoff message, provide support to those affected. This might include offering resources for job searching, counseling services, or connecting them with networking opportunities. Ensure that they understand their benefits and the next steps they need to take. For those remaining, be available to discuss their concerns and how the layoffs might affect their roles. Support from management can ease the transition for all employees.

5 Maintain Morale

It's important to address the impact of layoffs on the morale of the remaining team members. Be transparent about the future of the company and the roles they play in its success. Encourage open dialogue and be receptive to their concerns. It's a time to reinforce the team's value and to rally them around a shared vision for moving forward. Your leadership in maintaining a positive outlook can help stabilize the team during this period of change.

6 Follow Up

Finally, follow-up is key after delivering a layoff message. Check in with both departing and remaining employees to address any lingering questions or concerns. This can involve individual meetings or group discussions, depending on the situation. Your ongoing support and attention signal that you are committed to your team's well-being, which can help rebuild confidence and trust after layoffs.

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?