The Colab Brief: 009 - Layoffs 🐍 - The Cruel Summer Reality Everyone Is Facing

Up until now, we’ve talked about tips and tricks for getting press. But sometimes, getting coverage isn’t the goal. In fact, sometimes your goal can be the exact opposite - to stay out of the spotlight as much as possible. In today’s newsletter, we cover the topic that no one wants to talk about but everyone should know how to navigate: layoffs.

Have an idea for a topic, or are you an expert that would like to contribute? Reach out.

Read Time: 3 mins

It’s no secret that tech layoffs have been terrorizing our newsfeeds lately. And while monthly numbers seem to be steadily declining (from 84,714 in January to 10,524 in June, according to TechCrunch), it’s, unfortunately, safe to assume this layoff era is far from over, and we’re not out of the woods yet. 🎶 

While many businesses have already announced layoffs, many more are still to come. So how do you navigate something so difficult with empathy while still prioritizing the wellbeing and reputation of the company?

While there is no guarantee when it comes to announcing layoffs, there are a few steps you can take to help prevent backlash or catastrophe from former employees, or creating bad blood with the remaining. For those of you really going through it, we’ve linked to a framework at the end of this newsletter to help your company navigate this sticky situation.

1. Are you ready for it? Whether these layoffs have been planned for months or days, you should have a comms plan in place before anything is announced. This comms plan should contain internal and external messaging, proactive and reactive efforts, and strategies if things get out of hand.
   

2. Rip off the Band-Aid: One of the worst things you can do is stagger layoffs over multiple days or weeks. Also terrible: letting your staff know you’re conducting layoffs, but not letting them know when. Layoffs should be done in one fell swoop, whenever possible, so you don’t run the risk of unsettling the remaining employees.
   

3. Plan your delivery: Before you conduct layoffs it’s important to know exactly how it's going to go down. Conducting layoffs individually in person, or over 1:1 video calls is preferred. If that’s not feasible, doing so in a group fashion is second best, but definitely not ideal. Whatever you do, avoid conducting email layoffs as much as possible.
   

4. It can be held against you: Remember that everything you say or send can be recorded, copied, and reposted. If you don’t want it on the web, find another medium to make the announcement. Opt for quick, live Zoom meetings and phone calls. Email comms to terminated and remaining employees should be brief, and should encourage a scheduled phone call, if necessary. The alternative, of course, is laying all your cards on the table so there’s nothing to gain in anyone leaking the messaging. Stripe navigated this well in Q4 of last year by posting the letter from the CEO to employees publicly on the website, which was commended by the media.
   

5. Know what’s next: Layoffs are just the first step in what is typically a very difficult chain of events within a company. It’s important to have a plan in place for the remaining employees once the dust has settled. This should cover everything from the security and path forward of their position, who to come to with questions, suggestions on how to interact with the staff that have been let go, and if they should reach out or post on social/public platforms.

If you’re conducting layoffs (or even if you’re not), it helps to have a solid framework in place so you’re ready when and if the time comes. Because we love you, we built one for you to use and customize as you navigate these difficult decisions.

And if you’ve been laid off, you’re not alone. Please know that it happens (or has happened) to the best of us. We know this delicate reality all too well, but if you shake it off, you’ll come out better than your wildest dreams.

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