First-Minute Layoff News

A breakdown of how to properly deliver layoff news based on a CEO's poor handling of mass layoffs at Better.com.

The Core Rule of Layoff Communication

• Must communicate the layoff decision within first minute of meeting
• Need to "rip the band-aid off" immediately
• One of first three statements should be "we're letting you go today"

What Not To Do

• Avoid long-winded buildups
  • Creates confusion among employees
  • Generates anger and frustration
  • Comes across as self-serving
• Don't focus on personal feelings
  • Employees don't care about manager's emotional state
  • Talking about yourself is inappropriate
  • Avoid discussing how "hard" it is for you

Common Mistakes Demonstrated

• Delayed delivering core message
  • Rambled about market conditions
  • Made vague statements about "not great news"
  • Created unnecessary anxiety and tension
• Mixed messaging
  • Blamed market conditions
  • Then referenced performance issues
  • Created confusion about real reasons
• Poor delivery method
  • Used mass Zoom call for 900+ employees
  • Provided minimal personal context
  • Directed follow-up to generic HR email

Impact of Poor Delivery

• Creates immediate hostility
• Damages company reputation
• Demoralizes remaining employees
• Makes transition more difficult for laid-off workers
• Appears unprofessional and unprepared

The key takeaway is that direct, immediate communication of layoff decisions is crucial for maintaining professionalism and showing respect to affected employees.