Layoff communications - How to do it right

Whether you call it layoff, retrenchment or reduction enforcement, it is a process that companies and employees increasingly face in light of the economic crisis.

While HR departments usually lead in the layoff process, Paul Matalucci, president for Wordwright Communications explains why it's important for the corporate/PR communications folks to be involved.




Matalucci is in Hong Kong for the director's club discussion on Best Practices in Layoff Communications organised by IABC Hong Kong.

He says there are over a hundred ways that you could execute layoff communications wrongly and shares the key tips to doing it right.

• Accelerate your communications planning process. Once decision is confirmed, make your announcement as close to the decision as possible.
  
• Carefully plan your timing to the minute - to the hour.
  
• Repeat company strategy and vision and remind your audience internally and externally that there's no change to the strategy of the company.

Another trend leaders in companies are facing is that employees are increasingly using social media spaces such as Facebook, Twitter or blogs to rant about their jobs, what should they do when such situations arise? Is firing the best solution?

Matalucci says while leaders can control their staff by firing them, however, that will backfire. Leaders have no choice but to join the discussions in social media spaces to have a dialogue and act as an influencer.

The key takeaway from my chat with Paul tonight is that layoff communications is about creating trust and how honest and timely you can be.

Of course, no one wants to share negative news to the media but if you get a call from me, it's because I want to hear your side of the story.

I hope you will be honest and engage in a dialogue instead of bombarding me with your corporate jargons.