¿Qué haces si tu equipo está pasando por un despido y necesitas comunicarte de manera efectiva?
Los despidos son un momento difícil para cualquier equipo y, como líder, su papel se vuelve aún más crítico. Debes navegar a través de este período difícil con empatía, claridad y un enfoque estratégico para mantener la moral y la productividad. La comunicación efectiva es la piedra angular de la gestión de una situación de despido, asegurando que su equipo permanezca informado, apoyado y enfocado en el futuro.
Antes de comunicarte con tu equipo sobre los despidos, tómate el tiempo para comprender el impacto total. Analice qué roles se ven afectados y considere las implicaciones emocionales y de carga de trabajo para los miembros restantes del equipo. Al comprender el alcance de los cambios, puede adaptar su mensaje para abordar las inquietudes, proporcionar información clara sobre los próximos pasos y ofrecer apoyo. Recuerde, su objetivo es mantener la confianza y la transparencia durante este momento inquietante.
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Ayman Saber El Ghaysh
Butler Manager
That's solid advice. Understanding the full impact of the layoffs, including the emotional and workload implications for remaining team members, is crucial. Tailoring the message to address concerns, provide clear information about next steps, and offer support helps maintain trust and transparency during this challenging period. Thanks for sharing!
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Neha Khurana
Passionate Trainer & Learner | L & D Manager - Motion Education | 8+ yr in Education | Ex-Byjus | Ex-Upgrad | Ex-Amity University | Ex-Imarticus | Ex-HT Media | Specialize in Sales & Corporate Training Solutions.
Here is how you can do this: 1. First consider workload changes. 2. Prepare your talking points. 3. Explain layoffs tied to business goals without blame. 4. Address concerns, reassure value, and offer help. 5. Keep everyone informed and address rumors positively. 6. Acknowledge emotions and offer assistance.
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Siamak A. Bazzaz
PhD | PMP | PMI-ACP | ITIL | Certified Multi-cloud Practitioner | Founder at TheGreenBillioness Newsletter and MetaParametric.com
Communicating effectively during a layoff requires sensitivity, transparency, and clarity. Start by planning your communication carefully; know exactly what you will say, including the reasons for the layoffs and how decisions were made. It's crucial to deliver this information personally and empathetically, ensuring that you speak to affected team members in private, providing them the respect and confidentiality they deserve. For the broader team, communicate in a way that addresses their concerns and maintains morale. Be honest about the situation but also focus on the future and the steps being taken to stabilize the organization.
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Muhammad Saleem
"Experienced Project Manager and Social Impact Leader | Specializing in Community Empowerment, Sustainable Development, Strategic Planning, Effective Leadership, Stakeholder Coordination and Virtual Assistance "
When communicating a layoff, be transparent and compassionate. Clearly explain the reasons, provide as much information as possible about the process, and offer support to those affected. Maintain open lines of communication and provide resources to help employees transition smoothly.
Elaborar su mensaje con cuidado es vital. Planifica lo que dirás, enfocándote en ser honesto y compasivo. Evite la jerga o el lenguaje corporativo; El lenguaje sencillo resonará mejor. Reconocer la dificultad de la situación y las contribuciones de los que se van. Explique cómo la decisión se alinea con las necesidades del negocio y qué significa para el futuro. Su mensaje debe transmitir comprensión y brindar la seguridad de que está allí para apoyar a su equipo durante la transición.
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Rolando Moyano
Lic. Administración 💼 - Especialista en Logística 🚚 - Gestión en Negocios 📑 - Product Manager ⚙️📊
In such a situation, carefully plan your communication. Be honest and compassionate, avoiding complex language. Acknowledge the challenge and value the departing team members. Explain the decision's rationale and its impact on the business. Show understanding and reassure support during the transition.
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Neha Khurana
Passionate Trainer & Learner | L & D Manager - Motion Education | 8+ yr in Education | Ex-Byjus | Ex-Upgrad | Ex-Amity University | Ex-Imarticus | Ex-HT Media | Specialize in Sales & Corporate Training Solutions.
1. Work with HR to create a clear and concise message outlining the reasons for the layoffs, the selection process. 2. Consider the questions and concerns employees might have. 3. Craft separate messages for impacted employees, remaining team members. 4. Show empathy and be transparent. 5. Treat everyone with respect, regardless of their employment status. 6. Schedule private one-on-one meetings for impacted employees to deliver the news personally.
El tono de su comunicación durante un despido es tan importante como el mensaje en sí. Debe ser empático y respetuoso, reconociendo las contribuciones de los que se van y, al mismo tiempo, teniendo esperanza en el futuro. Asegúrese de que su tono no sea desdeñoso con la gravedad de la situación; Tu equipo necesita sentir que sus emociones son válidas y comprendidas. Un tono de apoyo y sinceridad puede contribuir en gran medida a mantener la moral y la confianza.
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Rolando Moyano
Lic. Administración 💼 - Especialista en Logística 🚚 - Gestión en Negocios 📑 - Product Manager ⚙️📊
During a layoff, communicate with empathy and respect, acknowledging contributions and expressing hope for the future. Validate emotions and maintain sincerity to sustain morale and trust.
Después de planificar su mensaje y establecer el tono adecuado, programe reuniones para discutir los despidos. Estos deben hacerse en persona o a través de videollamada si el trabajo remoto es un factor. Un entorno cara a cara permite un toque más personal y demuestra que valoras la transparencia y la apertura. Durante estas reuniones, brinde información clara, responda preguntas y escuche sus inquietudes. Esta comunicación directa puede ayudar a aliviar la ansiedad y generar confianza durante tiempos inciertos.
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Neha Khurana
Passionate Trainer & Learner | L & D Manager - Motion Education | 8+ yr in Education | Ex-Byjus | Ex-Upgrad | Ex-Amity University | Ex-Imarticus | Ex-HT Media | Specialize in Sales & Corporate Training Solutions.
1. Clearly define the purpose of each meeting (agenda). 2. Develop clear talking points and rehearse your delivery. Manage expectations by letting attendees know what information will (and won't) be covered in the meeting. 3. Consider having HR representatives present and offer resources for emotional support. 4. Allocate time for a Q&A session. Answer questions honestly and transparently. 5. Schedule private one-on-one meetings for impacted employees. Deliver the news personally and express genuine concern.
Ofrezca apoyo tanto a los miembros del equipo que se van como a los que quedan. Para aquellos que se van, proporcione información sobre paquetes de indemnización, referencias y servicios de recolocación. Para aquellos que se quedan, reconozca sus posibles preocupaciones sobre la seguridad laboral y el aumento de la carga de trabajo. Ofrezca servicios de asesoramiento si están disponibles y esté abierto a discutir su futuro en la empresa. Proporcionar este apoyo demuestra que te preocupas por su bienestar más allá de sus funciones en la empresa.
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Rolando Moyano
Lic. Administración 💼 - Especialista en Logística 🚚 - Gestión en Negocios 📑 - Product Manager ⚙️📊
Offer clear information on severance packages and outplacement services to those leaving. Address concerns about job security and workload for those staying, providing reassurance and guidance. Make counseling services available and encourage open discussions about their future within the company. Demonstrating care for their well-being beyond their roles fosters trust and loyalty. Effective communication involves transparency, empathy, and proactive support to navigate challenging times together.
Por último, es crucial ayudar a tu equipo a mirar hacia adelante y centrarse en el futuro. Fomenta el diálogo abierto sobre la dirección de la empresa y cómo cada miembro del equipo encaja en esa visión. Fomentar un entorno de colaboración e innovación, donde las ideas sean bienvenidas y valoradas. Al enfocarte en avanzar, puedes ayudar a tu equipo a pasar de la incertidumbre a un lugar de estabilidad y crecimiento, incluso después de un despido.
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Rolando Moyano
Lic. Administración 💼 - Especialista en Logística 🚚 - Gestión en Negocios 📑 - Product Manager ⚙️📊
Prioritize transparent communication with empathy. Acknowledge emotions and provide support while delivering the news. Offer clarity on the company's future direction and each member's role within it. Encourage open dialogue and innovation to foster a collaborative environment. Focus on the future to instill hope and motivation, guiding the team towards stability and growth.
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James Williams
Retired from Chevron
The best thing a manager can do in this situation is to be straightforward and honest with the team in a group setting and then schedule individual meetings as needed with team members. It’s a fine line to walk being honest without being optimistic or pessimistic. Just state the situation and be prepared to answer questions that will inevitably arise.
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Ramana Davuluri
CSM, SAFe Advanced Scrum Master, PMP
Be honest and Transparent, explain the present situation and allow for questions. Show empathy and offer support for being reference.
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Júlia Vidigal Munhoz
CMO • Marketing Strategy • Branding • Communication
When addressing a team during a layoff, prioritize transparent and empathetic communication. Clearly explain the reasons behind the layoff and its impact, while acknowledging and supporting the emotions of team members. Provide guidance on next steps and resources available, foster open dialogue, maintain confidentiality, and continue to offer updates and support throughout the transition period.
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Vidhu Singh
Vice President Operations || Student Engagement || International Education Specialist ||14+ years of experience in education industry
I guess the most important thing is to "be Objective". The people concerned should be Objective while shortlisting positions which needs to be eliminated, it's easier to personalise the situation but it doesn't help. One has to give a clear message that positions are being cut not people, but people are directly impacted so one should be mindful of their language while discussing the situation with the people whose jobs are either on line going to be impacted by such decisions.
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Oscar Pardo Sarmiento
BP Architecture | Value Finder | BPM + Digital enthusiast | LEAN passionate | MBA | Intelligent operative models
Despite the fact that sometimes is possible to adress the problem going on all the steps described on the article I personally find other way to do it... Create a safe team space to talk and make katarsis, a specific way to respectfully communicate the problems and collaborate to propose ideas and ways of working through the pain. At the end the team commit on tasks and behaviors to go on.
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