Company layoffs are challenging for everyone involved. Employees face uncertainty and anxiety, while leadership must balance difficult decisions with the responsibility to maintain trust and morale. Effective internal crisis communications can make a significant difference. Delivering tough news with clarity, empathy, and transparency is essential to guide your organization through these times.
Start with transparency
Employees need to understand the reasons behind layoffs. Whether due to market shifts, cost-cutting, or restructuring, transparency fosters trust. Be specific enough to provide context but avoid overloading with technical jargon.
For example: "As we face declining revenue in [specific area], we must make adjustments to secure the company’s long-term health."
This clarity shows respect for employees by treating them as informed stakeholders.
Lead with empathy
Layoffs impact people’s livelihoods. Messages must acknowledge this with empathy to avoid coming across as purely transactional. Use language that expresses understanding and regret while being straightforward.
For instance: "We deeply regret the impact this decision will have on our valued team members, and we are committed to supporting you through this transition."
Avoid overused phrases like “This was a tough decision,” which can sound hollow without action to back it up.
Address what happens next
Uncertainty often causes the most anxiety. Lay out exactly what impacted employees can expect in the coming days and weeks. Include details on severance packages, outplacement services, and timelines.
Example: "All impacted employees will receive two months of severance pay and access to career coaching services. We will provide details during one-on-one meetings scheduled this week."
Providing clear next steps signals accountability and care, even during difficult moments.
Equip managers to communicate effectively
Your leadership team plays a critical role in maintaining trust. Ensure managers are trained to deliver consistent, empathetic messages. Misalignment or misinformation can quickly erode credibility.
Host briefing sessions to provide talking points, FAQs, and guidelines for one-on-one conversations with their teams. Equip them to answer tough questions calmly and with respect.
Balance written and verbal communication
Although emails and memos are necessary for clarity and documentation, verbal communication adds a personal touch. Schedule an all-hands meeting or smaller team discussions to address questions and give employees the opportunity to share concerns.
Follow up written communications with a recap email that reinforces key messages and provides resources. This ensures everyone has access to the same information, regardless of how they process it initially.
Plan for the survivors
Layoffs don’t just affect those leaving—they also impact the morale of employees staying behind. Failing to address this “survivor’s guilt” can lead to reduced productivity and increased turnover.
Communicate the company’s plan moving forward and highlight the contributions of the remaining team. Reinforce that their roles are secure and explain how the organization will rebuild stronger.
Guiding employees through layoffs with dignity and respect
By prioritizing transparency, empathy, and clarity, you can guide employees through layoffs with dignity and respect. It’s not about softening the impact of the news—it’s about delivering it in a way that preserves trust and fosters understanding, even during difficult times.