Remember the Three ‘Cs’ of Downsizing Communication: Clear, Concise and Consistent

When employers decide to downsize their workforces, usually by the means of employee layoffs, it is important that senior leadership place a high priority on employee communications. 

Most business leaders today realize that many employees are apprehensive, and some even fearful, after hearing reports of widespread layoffs. Responsible employers remain sensitive to how employees might be feeling during these dire economic times. Not only that, employers should always be mindful of their communications and messages, regardless of events, in order to protect their image and reputation. 

Bottom line: People talk. And both employees and the public will talk about how companies handle their downsizing communications. For example, when an employer announces employee layoffs in March, and then again in July, you can almost count on people comparing notes. So, as much as possible, you will want everyone to hear and receive clear, concise and consistent messages. 

If your organization is considering downsizing as a way to reduce costs and keep your business open and operating, the following may help you prepare: 

1. Adequately prepare for the communication pieces. You will be sharing information, possibly both verbally and in writing.
2. Anticipate employee questions and have thoughtful answers planned out ahead of time.
3. Develop a list of questions and answers, and other handouts, to distribute. This information can also include resources and phone numbers. You may even want to share details or instructions about filing for unemployment compensation. Most states now have an online filing process.
4. Be aware that you will get reactions, possibly emotional ones, and what those reactions might be. Some employees might be angry or upset. How will you handle those reactions?
5. Remember the surviving employees. Understand that these employees might worry they will be next. Others might be concerned how they’re going to handle the workload with fewer people. They will want to know, for instance, how certain projects will be managed or handled going forward. 

In addition to the above, you will want to develop a plan and determine who will handle the communications. If more than one individual will be handling the communications, you will want to make sure that the messages are clear, concise and consistent, so that everyone hears the same details. This is particularly important for those employers who are communicating news to employees located in different parts of the country. Some employees can be scattered about in four different time zones, so that’s another consideration. 

You will also want to consider when the downsizing(s) will take place and what time of day. Will you schedule the announcements to be made in a group setting, or will you handle them in smaller settings? Next, you will want to consider the day of the week, as this decision can be very important. While no day is good for communicating bad news, some experts in this area recommend that employers avoid conducting layoffs on a Friday. I believe it is better to communicate this kind of information during the middle of the week. 

Finally, I encourage organizations to consult with an employment attorney if they are considering a downsizing event.  

When employers decide to downsize their workforces, usually by the means of employee layoffs, it is important that senior leadership place a high priority on employee communications.