Veri-fried.

Let’s start off on the right foot

"The truth is often painful. But the freedom it can bring is worth the trying.” – Fred Rogers

The skinny

If you must let employees go, prioritize empathy and honesty.

♥

Scalding hot tea.

Controversy abounds for tech tycoons right now as both Twitter and Meta pull the trigger on massive layoffs—nearly 15,000 employees between the two companies. Zuckerburg offered a personal letter, 16-week severance package, immigration support, and information sessions to newly-former employees. On the other hand, Musk’s blunt farewell left so much to be desired there maybe lawsuits in his future.

Veri-fried.

Worn out from PR blunders, Twitter is facing more backlash this week for its updates on verified accounts. Soon, the blue check mark, once a sign of authenticity, notoriety, and credibility, can be bought for $8 per month. This week, for users and employees, Twitter is simply missing the mark.

Crybaby.

It seems executives across the board can’t quite strike the right tone—especially when conducting layoffs. Earlier this year, one tearful photo went viral with a flurry of mixed reviews. Many deemed the CEO’s post disingenuous at best, and at worst, exploiting the employees who just lost their jobs.

Help a friend out?

Colleagues become friends. Schedules become routines. Happy hours become happy years. Our careers create our life and sudden changes can be excruciatingly chaotic—yes, even if it’s ultimately life-changing for the better. While people wait for the next opportunity, it’s critical HR teams provide transparency and next steps.

Even Joe Jonas did it over voicemail.

Breakups are rough for both parties. Wanna make it worse? Throw out compassion altogether. A growing number of companies are dismissing staff via mass digital layoffs. Undeniably efficient, this practice is hurting business reputations, especially when rash action might have them asking for employees to reinstate their loyalty and enthusiasm. That is, if talent hasn’t taken their expertise to a competitor.

TBH.

When doing large-scale reductions in force (RIFs), don’t say “reductions in force” in your messaging, for one. Second, compassion and honesty are key to developing layoff communications. Employees—both those parting ways and those striving forward with your organization, need real information and consistent messaging to best prepare.