{ "media_type": "text", "post_content": "For a Company the size of 500 employees, what are your recommended corporate communication policies for announcing furloughs or layoffs?", "post_id": "5e8f797276c8ca00273b7218", "reply_count": 2, "vote_count": 1, "bowl_id": "5e8c9de1aa6de30029f03efa", "bowl_name": "Leadership & Planning During COVID-19 - Q&A - April 9" }

For a Company the size of 500 employees, what are your recommended corporate communication policies for announcing furloughs or layoffs?

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Be ready to immediately give out severance plan information and other resources.

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- Prepare your leaders for clear and firm communications while being compassionate. - Have a communication plan for the organization as a whole but also for how you’ll notify both those impacted and those who were not. - for those laid off, be clear as to whether you expect the action to be temporary or permanent and explain severance information and how it was calculated. Include resources for unemployment benefits or any other benefits you’re offering. - for those not impacted, have a clear communication reassuring them that they are safe and that you’re doing what you can to save jobs etc. - make decisions quickly about leadership changes. (My friends manager was laid off three weeks ago so they report to that persons supervisor, but there wasn’t been a lot of communication in terms of changes to responsibilities and how the smaller team will operate. It creates conflict within the team. Avoid this).

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So umm whose’s going to tell him? Also not surprised over half the people in this pic have caught COVID.

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