Is there a right way to deliver a layoff message?

10 Comments

1. AnonymousDecember 15,2022 at 3:04PM UTC

   To be honest, I don't believe there is any right words to tell anyone their getting cut. However, I do believe the delivery about the way the message is conveyed plays a HUGE impact on a person's mental impact and lasting impression about that said company.

   I've heard and read the horror stories of groups of people finding out about their layoff on a group Zoom call to folks waking up the next day to learn their login credentials have been disabled w/o notice. It's crazy! To me, this is totally disrespectful and cowardly. People deserve a respectful and decent enough notice to know about their layoff. Even if you can't give a lot notice at the very least, please tell me about my layoff in private (I'm an introvert so the group thing doesn't work for me). The abrupt cut off with no details on how folks are going to cover bills or health care needs is insensitive and disgusting!

   If it were me, I'd say please give me at least 30 day notice (or at the very least two weeks since that's industry standard for an employee to give notice about separating from company) and please ensure you have my severance details in order when you do. While some folks would like a reason, I'm pretty sure I wouldn't care at that point (and if it's an "at will" state, they're not obligated to tell you why), after all "this is business." This is why they say you shouldn't get emotionally invested in an org that at any time could change their mind about your role.

   I remain detached from orgs, especially now, for this very reason. Because at the end of the day, where's the loyalty? You could be a top performing worker but it doesn't mean anything when you're getting cut at that point. Take your accomplishments and move on! Your layoff doesn't define you nor your value. My hope is folks know their worth --- do not let these companies tell you otherwise.

   To anyone going through a layoff now, you are wonderful, you are great and your layoff doesn't define you. Hard time do happen but they do not last and this too shall pass. You will find a new job, with more money and better benefits. You will be okay! Keep your head up and trust you journey.

2. E CDecember 15,2022 at 3:07PM UTC

   My first layoff was done by a "leader" who assured all at Christmas that "everything was fine." Our contract required notice about the next academic year by 02/15 of the current year. That "leader" sent an email to all affected people at 1:00 p.m. on that date and then left to play golf. "Layoffs 101" needs to be a part of managers' training.

3. Stephanie LekowskiDecember 15,2022 at 7:22PM UTC

   No, all not talking to employees the day before is going to do is make them paranoid. It's not a surprise party, so if the worry is you'll blurt out "Sorry, your last day is tomorrow, end of week, etc." before you're supposed to, get over it. If anything, treat employees with dignity and respect as human beings. No silent treatment, avoiding, ghosting, etc.

4. Evelyn LivantDecember 15,2022 at 9:12PM UTC

   While getting laid off is never pleasant, I had a "good" experience. I was on a contract role which meant that they could let me go without notice at any time for any reason. The client and my contract company had the meeting and the client explained they had lost funding. They actually gave me two weeks to wrap up which was incredibly generous. The client managers were willing to provide references for great work. I was treated very well for being a less than ideal situation.

5. AnonymousDecember 15,2022 at 10:00PM UTC

   In a single word: No.

   Longer explanation: There are many ways. The important thing, especially if it is company-wide and not a random few being laid off, is that the message is consistent with every person being laid off. When I had to lay people off in a previous job, the managers were given a "script" to follow without embellishment or deviation. The text of the "script" needs to be drawn up by seasoned HR professionals in conjunction with the legal team to ensure that the message is clear, concise, and does not violate state or federal labor laws.

   The people who hear the message will all hear something different, even when the news is the same, so expect that. We were encouraged to engage with our employees, even those we knew were being laid off, in the same manner as always up until the time that the lay-off was to occur, so those that complained that they had talked to their manager the day before without them saying anything is the standard operating procedure. Sometimes we didn't get the list of those being let go until the morning it happened.

6. Rebecca AliDecember 16,2022 at 1:31PM UTC

   Regarding the TikTok - there are also security concerns that have to be considered when a downsize/layoff/redundancy is happening. As an HR person who has had hundreds of these conversations, I had to make sure that anyone who was laid off was not able to access any computers or co-workers after they were notified. While the vast majority of people were understandably upset but calm in receiving the information, there were some that became angry and near violence. Truth is - you never know how someone will take that news. Early in my career, I was "downsized" and that informed how I worked with those I had to talk with after their manager notified them - lots of time, patience and compassion. Unfortunately, I know this isn't always the case these days.

7. AnonymousDecember 16,2022 at 2:47PM UTC

   I was laid off in September due to “reduction in force” job was fully remote. The manager at the time did not turn her camera on. Please if you need to lay someone off remotely give them a courtesy of doing it as close to face to face as you can.

8. Anita GetzDecember 16,2022 at 7:33PM UTC

   There is never a good way to send a layoff message.

9. Katherine Metres Akbar, Interview Coach & Resume ExpertDecember 18,2022 at 1:51PM UTC

   I experienced a bad layoff. They offered me a letter of reference but fought me on actually mentioning my accomplishments in that letter. Also they tried to stiff me my unused vacation time. Finally, they sent someone to my office telling me that it was my last day and telling me to take all the time I needed to clear out my office, then became impatient with me when I took them at their word and was going through all my stuff. They mailed me my shoes that were in the desk, and they got lost in the mail. And they wouldn't mail me my Rolodex, which I needed to network for a new job.

   One thing that really helps is providing outplacement services. If you have a great service that is ready to help you get a new job quickly, that reduces your feeling of panic and abandonment. The video on this page goes into the other benefits of outplacement, as well as how to contract a good company for it: https://www.yeswriting.com/outplacement-services/

10. AnonymousDecember 27,2022 at 11:21PM UTC

    I have been on both sides of this, and I understand how hard it is to give the news and receive it. I worked at a larger company where multiple layoffs happened, and it was never easy. Even the one I was apart of, knowing I could be laid off was really hard. Over a third of my department was part of it, and one thing that helped was knowing we were all apart of it together and it was nothing we did wrong. The one I was apart of had good and bad points. My global director was kind, compassionate and showed that she cared about what was happening to us. My direct boss was distant and cold. They gave me the notice and then my boss left, and said she had scheduled another meeting and needed to go to that. I was devasted, and she had doubled booked herself so she would not have to be there. My global director gave me time to be shocked and sad. She made a point to answer all my questions.

    I have seen layoffs where it is notice that moment. The best way, (if at all possible), in my opinion, is to do a VSP. Voluntary Separation Programs can be a nice way to do a layoff. Employees are informed that a layoff is coming. The impacted employees are given the choice to be apart of it voluntarily. This can come with a better separation package as well. Employees that had contemplated leaving beforehand will opt in and make it easier for everyone that really wants to stay. If enough employees opt in then no other layoff activity needs to happen. This means less people are laid off without notice. It also gives notice to those that could be impacted if they do not choose the VSP, to also think about looking for other work and updating their resume.