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COMMUNICATING THROUGH FURLOUGHS & LAYOFFS
A crisis won’t change a company’s identity…
but it will reveal its true culture.
3 ©️ Peppercomm 2020 | All Rights Reserved
Be mindful of baseline employee stress-level -- already higher
Employees seek certainty, control, connection, respect & fairness
Can’t avoid upsetting at least some of these
But needn’t attack all
▪ Options for control (i.e. part-time, reduced benefits, Family Leave, etc.)
▪ Recognition – appreciation of work, glowing references
▪ Clarity on process – what was done, how & why
Preparing for Furlough, Layoff Communication
Remember Maya Angelou’s words…
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Take a humane, respectful approach vs. an
expedient one
▪ Meet 1:1/one to few where possible
▪ Provide managers with language AND coaching
▪ Be honest & transparent
▪ Give as much notice as possible
▪ Remind them, this is no one’s fault
▪ Express appreciation, care
▪ Communicate with clarity on what’s next – for
them & company
Provide a timeline for return
Offer hope & help
Check in!
Discussing Furlough, Layoffs
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Explain process & outcome with extensive transparency
Show care, concern, support
▪ Forum
▪ Practical help on workload
▪ Provide an outlook, even with caveats – and set stage early
▪ Continue to seek regular feedback, questions
▪ Group
▪ 1:1
▪ Pulse surveys
▪ Acknowledge & act on feedback
Demonstrate empathy, humility, flexibility
Engaging Remaining Employees
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LISTEN!
Don’t neglect D&I
Continually ask for people’s ideas & suggestions; many tools offered free right now
Be prepared to evolve your culture: the place we “return” to will likely feel & look different
Provide regular updates. If it feels too frequent to you, it’s probably at the right pace for the
employees
Continue to focus on values & purpose…and live them!
Looking Toward Recovery
A crisis won’t change a company’s identity…
but it will reveal its true culture.
THANK YOU AND REMEMBER…
©️ Peppercomm 2020 | All Rights Reserved
QUESTIONS?
ANN BARLOW
[email protected]@ambarlowsf | LinkedIn
