As we come to the end of our outplacement focus, we’re taking a step back from the day-to-day intricacies of a reduction in force for leaders and impacted employees to discuss how you inform your broader community. Partners, especially in our space, are uniquely interconnected so we always advocate for a proactive and transparent communication plan. Getting clear on what you’re sharing- like why this Reduction is happening, why it’s the right thing for the organization, and communicating gratitude to the team- is essential. Once your messaging is set, time is of the essence.
First, start with the partners or clients whose relationship manager is transitioning and ensure whoever is taking over the relationship is on that call. We’re a relationship-driven sector! So, ensuring that there is seamless transition for clients about “who to go to” is an essential part of strong communication.
Second, look to whom your impacted employees may need or go to as they navigate their transition. Current and past clients, board members, partner organizations, alumni organizations you’re both a part of? All networks we’d want impacted employees to activate as they figure out what comes next! Being able to both support your employees to do that, and have clear, aligned talking points about the reduction in force helps everyone be on the same page.
Third, who would benefit from a more personalized touchpoint? We typically think about these folks as donors, partners on smaller contracts that may not have a singular owner, champions or even competitors. Being able to craft a personalized message that also explicitly addresses how your work, model, priorities are shifting due to this Reduction in Force can go a long way in answering questions and honoring the commitment to transparency.
Fourth, it’s becoming more commonplace for individuals and organizations to post on social media. In our experience, it’s a helpful tool…when utilized at the right time. For example, if you announce via social media before relevant stakeholders are aware and know who they can go to for questions, that can raise anxieties. However, if you post the update about your Reduction in Force after all current clients or partners as well as relevant champions know, you can bolster the messages you’ve already sent. Also, if you do have guidance or expectations for impacted employees and social media, that needs to be shared as soon as possible.
Finally, model your humanness. Organizations go through Reductions in Force for a myriad of reasons, and it’s your leadership team’s call about what to share, how to share, and with whom to share. There’s no right answer, but we recommend embracing an employee-first orientation. This could look like naming how you’re supporting impacted employees whether that’s outplacement services, an extended health care benefit, generous severance, etc. Celebrate your employees who are staying in upscoped or rescoped roles, and call out why they’re ready for this challenge. And finally, communicate how you will ensure your commitment to excellence and impact hasn’t changed.
Looking to provide meaningful outplacement support for your impacted employees? Let’s discuss how we can help them transition successfully while preserving the professional relationships that matter to your organization. Click here to schedule a call with one of our experts.
