3 Ways to Fail at Communicating Layoffs.pdf
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Layoffs are difficult to communicate but must be done effectively. The three most common mistakes are: rambling and not getting to the point, using vague flowery language instead of being direct, and contradicting the message. It is best to be straightforward, keep the message consistent, and provide a way for employees to give feedback.
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Scenario: You are a middle manager at a large油technology油organization,油and leadership has informed you that the company will be going through a reorganization. The company油has been losing revenue for too long and immediate action is necessary. A mass downsizing is impending.
Your job is not in jeopardy. However, you will lose team members in the downsizing. Your team members are panicked and you need to step up to address the issue with them. You also need to maintain productivity and results.
You call a meeting to discuss this with your team. This is not an easy message to communicate.
Considering the course materials for this week, discuss your approach by addressing the questions below:油
What is your communication strategy with your team?
How often will you provide communication with your team about updates? Remember, you need to keep them informed, but not panicked.
How will you get your key message across while油keeping your team productive? 油
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Communicating Bad News
Organizations usually experience changes that bring about the disruption of the working environment, impacting even the employees. For example, the process of reorganization creates many disruptions in almost all firm departments, which has an outcome that affects the working personnel. For this reason, organizations must understand what it means to approach change and ensure that the changes do not leave an adverse impact on employees. Managers are the main parties responsible for ensuring the working personnel is informed about such changes as reorganization. Nonetheless, the passage of information to employees requires applying a communication strategy that suits the exchange. Particularly, the communication of bad news is easily done if the manager creates a communication strategy.
Communication Strategy
Several communication strategies can be used in communicating bad news in organizations. However, the communication strategy that I would use as a middle manager entails three aspects, including knowing my audience, assuming responsibility, and being accessible. To begin with, knowing my audience refers to understanding my team members and how they act as the core step in communicating bad news. Understanding that they have different personalities will help me carefully approach the information process (Carey, 2014). Secondly, assuming responsibility involves being ready to answer the team members' questions and being accountable for the circumstances. Lastly, the communication strategy requires me to be accessible by ensuring I attend to employee concerns and offer constructive feedback.
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Dear油Boss:油Your油Team油Wants油You
to油Go油on油Vacation
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JUNE油18,油2015
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Dear油Boss:油Your油Team油Wants油You
to油Go油on油Vacation
by油Ron油Friedman
JUNE油18,油2015
Over the past decade, a staggering number of studies have demonstrated that our work performance
plummets when we work prolonged periods without a break. We know that overworked employees
are prone to mood swings, impulsive decision-making, and poor concentration. Theyre more likely
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prone to negativity油 and that negativity is contagious.
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Yet at the average American company, 4 out of 10 employees (including those in management roles)
will forfeit vacation time this year.
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results is exponential when its victim is a manager. Not just because a supervisors mood and
decision-making affects more people, but because when a manager chooses to forgo time off, it
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little to do with a companys mission or vision statement. It is determined by the behaviors of those
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roles. Lower-status group members often copy the behaviors of those in leadership positions
because it helps align them with individuals who hold more influence in the group. The best
managers know that as leaders, their actions influence the behaviors of everyone around them.
When managers forgo vacation time, it not only
places them squarely on the road to burnout, it
also generates unspoken pressures for everyone
on their team to do the same. And ignoring the
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strategy. It also comes with considerable
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inspired insights. Take reaction time a simple measure that indicates how quickly we pick up on
new information. Research commissioned by NASA found that after just a few days of vacation,
peoples reaction time jumps by an astonishing 80%.
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a breakthrough idea while lounging on a beach in St. Martin than you are while typing away in your
office cubicle.
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