Layoffs Are Difficult But Communicating Them Doesn T Have To Be Forbes

Nicole Tidei is a Vice President at Pinkston, a Washington D.C.-based full service branding, marketing and communications firm. Nearly 1,300 companies have announced mass layoffs this year, resulting in enormous job cuts. Layoffs reflect broader economic and job market instability, and while companies aren’t responsible for these conditions, they are responsible for communicating with and supporting their employees through these uncertainties. With more rounds of job cuts projected to come, business leaders must invest in proactive communication strategies that humanize the layoff process, preserve trust and safeguard their reputation. Fewer than half of U.S. businesses report having a formal crisis communication plan, and 23% either don’t have one or are unsure if a plan exists.

This lack of preparation yields poor communication that worsens difficult situations and burns bridges between companies and fired employees. As seen with the fired federal employees who went to work and were met with locked doors or those who were simply locked out of their work accounts, the complete lack of communication blindsided... This conveyed, intentionally or not, that they were expendable. While job cuts can be an uncomfortable process, I believe employees deserve to be met with respect and consideration when tough times call for layoffs. The following are a few key steps that I’ve found essential in communicating about job cuts with respect. Large-scale layoffs, or reductions in force (RIFs), are, regrettably, a fact of life in business.

More than 322,000 were announced by U.S.-based companies in 2021 and another 133,000 in the first half of 2022, according to Challenger, Gray & Christmas. Updates and Insights from 5WPR Founder Ronn Torossian Laying off employees ranks among the most challenging responsibilities leaders face. Getting the communication right during workforce reductions directly impacts both departing and remaining employees’ wellbeing, company morale, and organizational reputation. According to a 2023 Harvard Business Review study, 87% of employees say how layoffs are communicated significantly influences their trust in leadership. This comprehensive guide will walk through research-backed best practices for communicating layoffs with clarity, empathy and professionalism – from initial announcements through post-layoff engagement.

Before making any announcements, organizations need a well-structured communication plan addressing timing, messaging, and delivery methods. Start by assembling a core team including HR, legal, communications and key leadership stakeholders. This team should map out the full communication sequence, prepare necessary documentation, and align on key messages. Your communication strategy must account for different employee groups – those being let go, those staying, managers delivering the news, and external stakeholders. Each requires tailored messaging while maintaining consistency in core facts and rationale. According to research by Paycor, having a detailed communication plan in place helps reduce anxiety and uncertainty by up to 60% compared to ad-hoc approaches.

Consider creating a detailed timeline working backwards from the announcement date. Include preparation time for manager training, documentation review, and coordination across departments. Build in contingencies for potential leaks or timing shifts. Layoffs, particularly over the past year, have become a predictable reality. And unfortunately, most companies aren’t ready when it comes to communication and public response. In 2024, Tesla (14,500), Intel (15,000), Cisco (10,000), and Meta (3,600) all experienced major layoffs.

Layoffs aren’t only a reality for tech companies, as federal government workers deal with with major firings through the Department of Government Efficiency. In 2025, so far, DOGE, led by Elon Musk, cut 62,242 positions. Additionally, the Social Security Administration is set to close 47 field offices across the country, and dismiss over 10% of its workforce—potentially affecting processes for millions of beneficiaries. Layoffs are being felt across the PR and media industries, too. In December 2024, Edelman laid off approximately 5% of its workforce, or 330 employees. Weber Shandwick Collective trimmed staff in early 2025.

Axios laid off 50 employees in August 2024. The ABC News Group lost 6 percent of its staff this month, and CNN cut 200 jobs in January, amongst other media companies. Even the happiest address, Sesame Street, announced a 20% reduction in staff recently. Despite the layoff surge and economic downturn, many companies find themselves unprepared when downsizing comes. According to Capterra’s 2023 Crisis Communications Survey, only 49% of U.S. businesses have a formal, documented crisis communications plan, and 23% either lack a plan or are unsure if one exists.

Did you know that as of the end of April 2025, U.S.-based employers had announced 497,052 job cuts in just the first four months of the year? Layoffs are never easy—especially for the leaders delivering the news. Laying someone off isn’t just about delivering bad news. It’s a delicate moment affecting trust, morale, and your company’s reputation. But with empathy, preparation, and clear communication, you can handle it in a way that preserves dignity for everyone involved. How you handle this moment matters—not just for the person leaving, but for everyone watching.

In this blog, we’ll show you how to manage layoffs with empathy and professionalism—using real examples, best practices, and practical tips to guide you every step of the way. Laying off employees is a difficult but sometimes necessary decision for companies to stay competitive and profitable. During tough times, companies often face financial pressure, and reducing labor costs is a primary way to save money. Additionally, strategic shifts like restructuring, mergers, or changes in focus can lead to certain roles becoming redundant. Companies also engage in downsizing to realign resources with new goals or improve overall performance. Lastly, in mergers and acquisitions, job overlaps are common, and layoffs may be needed as companies streamline their operations.

While layoffs are challenging, they’re sometimes essential for long-term success and sustainability. We’ve analyzed layoff communications to understand how companies can treat their employees with dignity during a difficult time, and what pitfalls to avoid. We’ve analyzed recent one-to-many layoff communications to understand what companies can do to treat their employees with dignity during a layoff. The words you choose affect the recipient - both employees who are let go and those who stay. On November 4th, Twitter laid off 50% of its staff, communicating the change via an impersonal email that prompted outrage and a potential lawsuit. Less than a week later, Meta announced a layoff of 13% of staff, or 11,000 people.

Many people took to LinkedIn to share their frustration, offer support and help find new roles for those affected by the layoffs. As this news unfolds, we've noticed a spike in the search term “layoffs” in our Open Library where we share communication guidance for managers communicating about layoffs and for managers communicating with remaining employees... We know people are looking for support when it comes to how to communicate about this topic. Layoffs can be a difficult and very personal part of the employee experience. Perfect employee communications regarding layoffs don’t exist - people are going to be angry, sad, upset, and confused even if you “check all the boxes” when it comes to communicating with empathy. Communicating layoffs is one of the most challenging tasks a leader can face.

Not only does it affect the individuals directly involved, but it also impacts team morale and the overall company culture. To navigate this difficult situation effectively, it’s essential to approach the conversation with compassion and transparency. This article will provide practical strategies for delivering layoff news while minimizing anxiety and maintaining respect for all parties involved. Before announcing layoffs, make sure you have a clear understanding of why they are necessary. Gather all relevant information regarding the business’s current financial standing and future outlook. Prepare a script or key talking points to ensure that your message is consistent and aligns with company values.

Anticipate questions or concerns from employees, which will help you respond thoughtfully during discussions. The setting in which you deliver layoff news matters significantly. Opt for a private space where employees can engage in an open dialogue without distractions or interruptions. If possible, communicate in person rather than via email or phone call; this shows respect for employees’ feelings and gives them an opportunity to express their emotions directly. When delivering the news about layoffs, honesty is paramount. Clearly explain the reasons behind this decision while being sensitive to its impact on those affected.

Acknowledge their contributions to the organization and express empathy for their situation—recognizing that losing a job can be emotionally challenging. After communicating layoffs, offer resources to help affected employees transition smoothly into new opportunities. These may include severance packages, job placement assistance, resume workshops, or counseling services. Providing tangible support demonstrates your commitment to their well-being even after leaving your organization. Virtual and in-person workshops for elevating individual or team leadership skills Individual coaching for all levels of leadership—from first-time managers to C-suite executives

Customizable programs for your team's unique needs and leadership goals See all of our leadership solutions that help your team level up. Layoffs are one of the hardest things you’ll ever have to lead. But just because a decision is hard to make - painful, even - doesn’t mean that its execution can’t maximize opportunities for empathy, respect, equity, and humanity. If you’re either considering or getting ready to implement layoffs at your organization, we’ve put together eleven actionable recommendations below. Sourced from best practices, evolving schools of thought on People Ops, and folks who’ve been there before, these practical considerations will help ensure you plan a layoff that’s tightly coordinated, seamlessly executed, and intentionally...

Most importantly, they’ll help you design a layoff process that respects the experience of those most directly affected - those who're being let go. I’m truly sorry you’re in this position, but if you’re here, I already know you care. You can - and will - find a way to take care of your team through this. As you do, make sure to take care of your wellbeing too. ❤️ OK, let’s get started. You can read through all eleven recommendations or use the below list to navigate to the topics you're most interested in.

Be ethical in your approach to making the layoff decision.

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