How do you communicate outplacement decisions with empathy and transparency?

1 Plan ahead

Before you announce any outplacement decisions, make sure you have a clear and consistent plan for how, when, and why you are making them. Identify the criteria, process, and timeline for selecting and notifying the affected employees. Prepare the resources and support you will offer them, such as severance packages, career coaching, resume writing, or networking opportunities. Anticipate the questions and concerns they may have, and prepare honest and respectful answers. Also, consider how you will communicate with your remaining employees, customers, suppliers, and other stakeholders, and how you will address their needs and expectations.

3 Be transparent

Outplacement decisions can also affect the trust and morale of your organization. If you are vague, inconsistent, or secretive about the reasons or process, you may create confusion, resentment, or suspicion among your employees and stakeholders. When you communicate the outplacement, be transparent and candid. Share the relevant facts and data, and avoid sugarcoating or hiding the challenges or risks. Address the common myths or rumors that may circulate, and provide clear and accurate information. Invite feedback and questions, and respond promptly and openly. Demonstrate your commitment and accountability to the decision, and how it supports the organization's values and mission.

5 Be respectful

Outplacement decisions can be a sensitive and personal matter for your employees. They may have different reactions and preferences for how they want to handle the situation. When you communicate the outplacement, be respectful and courteous. Respect their privacy and dignity, and avoid disclosing or discussing their personal details or circumstances with others. Respect their choices and opinions, and avoid imposing or judging their decisions or actions. Respect their boundaries and feelings, and avoid pressuring or harassing them to accept or decline the outplacement offer. Respect their time and space, and avoid interrupting or interfering with their work or personal activities.

6 Be consistent

Outplacement decisions can be a complex and dynamic process that may evolve over time. You may encounter new challenges or opportunities that may require you to adjust or revise your plan or communication. When you communicate the outplacement, be consistent and reliable. Communicate frequently and regularly, and update your employees and stakeholders on any changes or developments. Communicate clearly and concisely, and use the same channels and messages for all your audiences. Communicate collaboratively and inclusively, and involve your employees and stakeholders in the decision-making or problem-solving process. Communicate positively and constructively, and reinforce your vision and purpose for the outplacement.