When you’re laying off an employee, how do you strike the balance of being direct and compassionate? How much should you let your emotions show — especially since you’ll be behind a computer screen?
Behind a computer screen? Any lazy boss w/o the gumption to lay you off in person should never have been promoted to boss in the first place.
Ümit Iyi
2mo
We have to care as leaders in such situations. They are life changing and expressions like “we have to let you go” are very misplaced. We have to say what it is, have empathy and the compassion bit is what takes empathy to the next level with concrete actions such as helping the person with their next steps.
Fady Barakat
2mo
It would be crucial to avoid delays or creating confusion during the #layoff process. Most importantly, however, is the need to act with #integrity —avoiding manipulation and refraining from making promises that may later be broken for any reason. The impact of layoffs extends far beyond the individual employee, often affecting entire families. This is especially critical in underdeveloped and developing countries, where workers and their families typically do not have access to robust retirement plans or social safety nets. In these contexts, families are often entirely dependent on the income of the employed individual, making the consequences of job loss particularly devastating.
EFFECTIVENESS OF THE PURPOSE, EFFICIENCY OF THE PROCESS AND EVOLUTIONARY SUSTAINABILITY PREVENTATIVE SUCCESS LINKING THE COMMITMENT BY THOSE WHO WILL BE THE INNOVATIVE RESULT OF ITS BEST VERSION. EMOTIONAL AWARENESS☺️🇵🇦💪
Jeff Juul
2mo
As someone who's been an observer to these events a handful of times, the best, most compassionate leaders come to these meetings ready with ideas for the person's next steps if they're receptive, a willingness to make connections, and thoughtful offers to be a reference for the person going forward - and then execute on their words. This approach has been remarkable to see in real time, and it's something I will always keep in mind if I'm ever on the management side of these impactful, human decisions.
Andrew Leer
2mo
Crank up their workload until they either leave or have a stroke, right W.H.?
Sumit Mehrotra
2mo
Telling someone they’re being laid off is one of the hardest things a leader can do, but it’s crucial to approach it with empathy and transparency. First, it’s important to be direct yet compassionate, making sure the person understands the situation clearly without ambiguity. Acknowledge their contributions and the difficulty of the situation—this isn’t just a business decision, it affects real lives. Offering support, whether through severance, job placement assistance, or emotional support, can soften the blow. But above all, showing respect and understanding in the conversation is essential. It’s about balancing honesty with humanity, and making sure the person knows they’re not being discarded but that the decision was circumstantial, not a reflection of their worth or work ethic.
Layoffs often focus on the "how" of delivery, but the deeper challenge lies in the emotional ripple effects that linger long after the conversation ends. One insight we’ve gathered: Employees who stay rarely mourn the loss of roles—they grieve the erosion of trust and psychological safety. A practice we’ve seen rebuild this? Preemptive transparency. Teams that regularly discuss evolving business realities (even when stable) normalize uncertainty and reduce shock during crises. This isn’t about fearmongering—it’s about fostering resilience through candor. When leaders share context early (e.g., market shifts, financial pressures), layoffs become a painful pivot point, not a blindsiding betrayal. For those who’ve navigated this: How do you balance protecting confidentiality with preparing teams for possible tough decisions? And for those laid off—what post-exit support (e.g., alumni networks, skill-building grants) have you seen actually honor their legacy?