We all understand that in a company there may be exits, whether voluntary or involuntary; however, what we never understand is the mismanagement of this moment. And, the simple fact of facing communication badly in this crucial situation, can mean that, although the process has been carried out properly, everything ends up going to waste. Definitely, communicating a layoff is not an easy taskBut getting it wrong can have a huge negative impact on our company.
Thus, applying good communication, however difficult it may be, will be key so that a long decision, a change or a simple idea that we want to transfer, turns the whole process into something truly satisfactory. Conversely, poor communication can also be the only reason why the message does not arrive in the right way and, consequently, generate a negative impact on our interlocutor.
But let's go further. When we have to carry out a complicated, face-to-face conversation, dealing with sensitive issues such as the communication of organizational changes, the departure of a large number of people from the company or a specific separation, we must be especially careful. As we already know, one of the moments that an employee remembers most of his time at a company is his departure from it.
What are we dealing with as managers?
Let's see now what two types of conversations, related to the separations, we have to face as managers or directors:
- Communicate a layoff to someone on my team: swithout a doubt, one of the most complicated moments and that must be faced without delegating. If it gets done right, it may not have negative consequences for people or companies. Let's not forget that the emotional component, both for the disconnected person as for the companions who stay And even for the prestige of the firm, it is very high.
- Talk to the team about the exits: an exit generates noise, and the colleagues themselves will be the first to want to talk about it. Given this unavoidable fact, it is essential to have a conversation with them proactively. Fear, uncertainty, discontent or surprise will be emotions that will be living with them and this, without a doubt, will affect their day to day in the company. In addition, the impact as leaders and as a company is at stake and affects - positively and negatively - the management, the company values, the clients and, ultimately, the credibility of the organization.
Keys to keep in mind when communicating a departure
Common to any conversation, and especially in complicated ones, they stand out three great aspects that, if we prepare and take them into account, will help us maximize the success of our conversations:
- Preparation: how much more we have prepared the key messages and possible scenarios that may be raised during the conversation, the more likely we are to be clear and provide answers to our employee.
- Driving: choose the right site, with the necessary privacy, and create an optimal emotional atmosphereIt will also help the conversation go better. At this point, we will transfer the key messages previously worked on. It is advisable that these are simple to achieve direct and honest communication.
- Reactions: emotions can trigger negative reactions in the employee. Therefore, this is another key point to keep in mind. And a lot. Active listening and ensuring that we are understood when we are moving messages is important, but managing reactions towards the end of the conversation is crucial. Thus, we must leave an open space for them to ask us questions and to make each person feel that they have a place and a moment in which to express what they think or feel. Likewise, the support that we provide you and, above all, that we provide based on the conversation is decisive. The success of a complicated conversation also depends on the next steps.
As managers, these are the essential steps to communicate a dismissal. A difficult situation that we must address and that is key to show what kind of company we are for both the people who leave and those who stay. Without a doubt, a very good opportunity where we can reinforce our values and reputation thanks to a correct management of this very complicated conversation.