Hardly a week goes by when you don’t hear about mass layoffs in companies nationwide, and public media is not exempt.
Announcing layoffs is one of the most difficult tasks a leader faces. No matter how well it is handled, the news will bring disappointment and anxiety to employees. However, there are ways to deliver the message with empathy, clarity, and transparency to make the process as humane as possible. Avoiding critical mistakes during this process can prevent unnecessary distress and help the organization move forward with trust and stability.
When I have worked with managers who face this task, here is what I tell them:
Use the Right Tone
The tone of the announcement sets the stage for how employees will process the news. While it is important to be direct, leaders must also convey empathy and compassion. Acknowledging the difficulty of the situation is important, but managers should avoid being defensive, overly sentimental, or making excuses. Employees need to feel that their contributions were valued and that their departure does not reflect their personal worth. Leaders should also take responsibility for the decision rather than shifting blame onto external circumstances or market conditions. A straightforward yet compassionate approach helps employees feel respected during a challenging time.
Be Transparent About the State of the Business
Layoffs should never come as a complete surprise to employees. Transparency about the organization’s financial health and strategic direction should be ongoing, not communicated only when layoffs are imminent. By regularly updating employees about business challenges and potential risks, organizations help their teams mentally prepare for the possibility of restructuring. Employees may still be disappointed when layoffs occur, but they will at least have some context for why these decisions were made. Proactive communication fosters a culture of trust, even in difficult times.
Be Clear About the Path Forward
While layoffs are painful for any organization, they should be framed within a broader strategic plan. Employees who remain with the company need reassurance that there is a vision for the future and that these difficult decisions are intended to stabilize and strengthen the business. Leaders should clearly explain how the layoffs fit into the company’s long-term goals and what changes will be made to prevent further cutbacks. Without a clear path forward, morale among remaining employees will suffer, potentially leading to decreased productivity or voluntary departures. Rebuilding trust requires transparency and a well-communicated strategy that inspires confidence.
Leave Room for Questions
Employees will naturally have concerns and questions following a layoff announcement. Leaders should be prepared to explain the business rationale behind the staff cuts while also being mindful of legal and HR considerations. Consulting with legal and HR teams in advance ensures that all messaging is appropriate and avoids unintended liabilities. Employees will also want to know whether additional layoffs are expected. While no one can guarantee the future, leaders should share their confidence in the company’s new direction and provide reassurance that no further layoffs are currently planned. Addressing these concerns openly helps alleviate lingering fears and allows employees to focus on their work rather than worrying about job security.
Layoffs are never easy but can be handled with care and professionalism. Even difficult moments like layoffs can reinforce an organization’s integrity and commitment to its employees when handled well.
Dave Edwards helps professionals become more effective leaders through executive coaching and consulting services. He previously transformed WUWM Milwaukee Public Radio into one of the country’s most successful public radio stations and served as chair of the NPR Board of Directors. He also teaches classes at Marquette University and online.
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