How To Communicate Layoffs To Your Staff

The prep work to communicate layoffs is brutal. I've been the one crafting the script, coaching the CEO, aligning with legal—all the behind-the-scenes work that happens before someone walks into that conference room.

You can feel your soul flatlining. Downward pressure in your chest as your heart shrinks smaller and smaller inside your body.

I remember one particularly rough Tuesday. We'd been working for weeks on messaging for a 15% workforce reduction. I'd written the talking points, rehearsed the tone with the leadership team, made sure legal blessed every word. But sitting in my office afterward, watching the CEO head to that all-hands meeting with my script in hand, I felt it—that hollow, sinking sensation.

Later, a director pulled me aside: "I didn't love what she had to say, but I believed her when she said it."

That's when it hit me. All my careful wordsmithing meant nothing if the delivery didn't land with authenticity. People weren't just listening for facts—they were scanning for honesty. Could they trust the messenger about the road ahead?

How we communicate in hard times is culture. Not the words we write, but how we show up when it counts. Layoffs spark fear, anger, and loss of trust. Research shows cuts of just 1% can drive a 31% jump in turnover. Productivity falls too. (I wrote about 6 mistakes leaders make when announcing layoffs here.) 

Communication can either deepen anxiety or rebuild commitment. Think of every conversation as a chance to re-recruit those who stay. That’s exactly what I talked about in a recent article for the Harvard Business Review - How to Communicate Layoffs to Your Staff. 

I was happy to join Ania Masinter and several other experts for a deep dive into what leaders must do differently when AI is the driving force behind workforce reductions.

If you have the new Harvard Executive subscription, you can read the entire article here, but here are a few tips to get you started:

➡️ Be transparent when you communicate layoffs

Layoffs land better when business updates have been shared consistently. Be clear about the performance issues, macro trends, or strategy shifts behind the decision. If AI is a factor, name how. Then outline how funds will be reinvested and what the future looks like.

Action: Draft one short “why now” paragraph and three bullets on “where we’re going.” Align with your CFO/CHRO before speaking.

➡️ Project steadiness to your team

In uncertain times, highlight what isn’t changing—your core strategy and values. Keep your tone clear, calm, and human. Authentic emotion is fine, but don’t let it derail you. Practice beforehand and smooth out unintended signals.

Action: Write one sentence that links the change to a company value. Rehearse it on video until you sound steady.

➡️ Avoid jargon when talking about downsizing

Skip euphemisms like “resource realignment.” Plain language signals respect and makes you more credible. Employees need to understand what’s happening—even if they don’t like it.

Action: Do a “jargon pass” on your draft. Replace buzzwords with clear, everyday language.

Bottom line

Layoffs will always be painful. But with transparency, steadiness, plain speech, real support, and ongoing dialogue, leaders can preserve trust and keep their organizations focused on the future—together.