The Human Element: Rethinking Layoffs and the Power of Direct Communication

While I don’t consider myself a stickler for language, I don’t particularly appreciate it when the truth is whitewashed. So, if you have bad news to share, please be direct with me.

In the tech industry, there is a tendency to soften the blow of layoff news by using language that downplays its impact. There is a better way to communicate layoff decisions that emphasizes the importance of clear and direct language. As an international student who recently completed Communications 250 or Business and Workplace Writing with an A+, I now understand the importance of using direct strategy.

When companies announce layoffs and use phrases like “downsizing” or “restructuring,” it softens the blow. Stop the madness right there. Experts call it “euphemistic labeling,” a tactic to make job loss more acceptable. Harvard Business School professor Sandra Sucher specializes in studying the effects of layoffs and explains this concept as part of “moral disengagement,” a psychological process that helps people justify complex actions. By avoiding direct terms like “involuntary termination,” companies hope to reduce the negative emotions associated with layoffs.

A recent Bloomberg article noted that tech chiefs boast about innovation, but when it comes to delivering bad news, they quickly become doormats.

Here are a few examples:

“If you are among those impacted, you will receive a notification email within the next 15 minutes” (Stripe)

“If you are among those impacted, you will receive a calendar invite to a 1:1 meeting with a manager in your department within the next 10 minutes” (Clubhouse)

“If you’ve been impacted, you’ll be sent a calendar invitation within the next 30 minutes for a 1:1 with a leader on your team” (Dropbox)

“Those impacted by this change have already received an invite for a 1:1 conversation today with a member of our HR team” (Spotify)

My personal experience:

“If it would have been at a different, it would have worked out.”

WOW. Am I watching Everything Everywhere All At Once ‘caused I just heard another version of “In Another Life, I Would Have Really Liked Just Doing Laundry And Taxes With You.”

It is time for a shift in how we approach layoffs. Embracing straightforward language and clear communication can lead to a more humane process. By acknowledging the gravity of the situation, providing support during the transition, and treating affected individuals with empathy, employers can soften the blow and show a commitment to their workforce even in difficult times.

And please, we’re about to be hurt, but who hurt you to fire us in an instant Zoom meeting?

Tech giants, start-ups, or established ones, you can do better.