Downsizing is a defining moment for any leadership team. It shows the true colours of your organisation’s culture and values, and the stakes are high when balancing progression with regression. When navigating the unknown, layoffs and cost-cutting may be necessary for your survival, but it might not be perceived this way by your organisation. In this webinar, we will share our perspectives on how to plan and communicate layoffs in a challenging situation without compromising on the morale of your employees. We believe the keywords here are compassion, rational reasoning and transparency. We will elaborate on how to maintain creditability, avoid feelings of alienation within your organisation and increase understanding amongst employees.

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2. It was horrible. It was inhumane. It was cold in
the way that they approached it. It was like my
second home.
I felt angry. I felt that they didn't care... It's sad
that people treat human beings like this.
Downsizing is the most defining
moment for any leadership team.
It shows the true colours of your
culture and values.

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To avoid conflicts,
we tend to make quick
short-term decisions
without considering
the long-term
consequences.

4. What seems logical
to you might not
be logical to your
organisation.

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CULTURAL ACT
NEGLECTED EXERCISE
MINDSET GAP

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What do you experience as the greatest challenge
when planning and communicating lay-offs?
Lack of centrally aligned plan for
how to inform the organisation
Rumours already
circulating
Organisation does not
share view of a critical
situation
Lack of meaningful
narrative and reason
Management does not
link lay-offs with
cultural cohesion
Lack of support from
leadership teams
POLL
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Other

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Be a part of the conversation. Accept anxiety but plan thoroughly
to keep it to a minimum throughout the phases
TIME
BEFORE DURING AFTER
ANXIETY
What’s
next?
Who’s
next?
Who will
it be?
Are they
planning to lay
off people?

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BEFORE:
How might we prepare the
organisation in a way that
reaffirms our culture?
1 Who are the key impacted
stakeholders we need to inform?
2 How is the narrative communicated
to each redundant employee and
the organisation?
3 When will the key stakeholders
be informed?
4 What happens immediately after
the official announcement?
5 How are reactions picked up
and addressed?
Make a detailed plan. You will be judged
on your practicalities.
Prepare the organisation.
Everyone is talking about
it anyway.
Build a clear and receiver-oriented narrative.
to include
in a plan

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DURING:
How might we convey our
message in a clear and
controlled manner?
Find a balance between empathy
and determination.
Present a plan for moving
forward.
Know your audience.
to build your
announcement
When is it
happening?
What other
solutions
have been
considered?
What’s
next?
Why these
particular
employees?
So what
exactly is
happening?
Why is this
happening?
What will
determine
whether
there are
more lay-offs?
Follow up
locally in teams

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AFTER:
How might we move on respectfully? you can do to
help employees leaving
Set time aside for conversations with
employees leaving and the leaders
who had to deliver the message.
Avoid black boxing. Keep
organisation posted on how
your plan is progressing.
Say goodbye to the individuals leaving
your company in accordance with your
culture and values.
1 Be available and willing to provide
counsel to your employees even after
the official announcement.
2 Recognise and respect that some of
employees may need time to process
the news and may have questions for
you later.
3 Offer ideas about job opportunities at
other organisations. Offer to serve as a
reference. But don’t overcommit to
things you can’t deliver.

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Plan meticulously to ensure that the action
is reflective of the company culture.
Prepare the organisation for a likely
scenario well in advance.
Have a crystal clear narrative
with regard to why and who.
Do not shy away from critical questions.
Follow up to ensure dialogues.
Allow space for frustration and grief.
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2
3
4
5
In summary, how can
you communicate
lay-offs without
losing trust in your
leadership team and
your corporate
culture?

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