How to conduct a Heartfelt Layoff - Part 3

How should you communicate when you let people go?

By Deb Boelkes

Now, more than ever, keep in mind these individuals will want and need to hear validating recognition from you. You must deliver the message in a way that is authentic, from the heart, and honest. Do your utmost best to act with compassion, candor, and integrity.

As you plan for what you might say to each employee, assess how much and why you honor, respect and admire each team member. The positive characteristics of each person may be somewhat different.

When the time comes to have the conversation, if you can’t be by their side, physically—you can at least be there emotionally.

As I discuss in the book, Heartfelt Leadership, when I had to lay off my entire department at AT&T, I personally asked each employee, one at a time, to come into my office. As each individual entered my office, I motioned for him or her to sit down on the sofa, instead of in one of the chairs on the opposite side of my desk. I immediately came out from behind my desk and sat right next to my team member, turning toward them. I was right there next to each employee as I laid out the details of what was going to happen.

Obviously, this physical closeness may not be an option now due to social distancing. But leaders can and must find a way to keep that spirit of human connection and caring—even if you must deliver the bad news via video chat.

Schedule a one-on-one meeting with each individual when you have a lot of time, because you will want to offer plenty of time, and your undivided attention, for the conversation. This is a time when people need to be reminded of the gifts they bring to the table. When having the conversation, focus on all the positive attributes the individual has to offer.

Spell out their unique strengths—and reassure them that they’ll be able to leverage those strengths again. Be specific as you recount the many contributions the person has made to the team and the organization. Share how much you honor, respect, and admire them and remind them that other organizations will recognize and value their skills and abilities as well. If you keep your message authentic, from the heart, and honest, they are most likely to receive it well.

Then, together, turn your attention to the future. Focus on their dreams, their personal and professional goals, and a brighter tomorrow. Keep in mind, things will eventually turn around. Discuss jobs that might be available out there, right now, even if they may not in your business or in your specific piece of the industry. Explore the types of jobs for which you believe the team member might be well-suited.

Reassure the person that just because you’re letting them go doesn’t mean their life is over. These terrible times won’t last forever. A sense of hope may be the best gift you can give them right now.