Layoffs Done Right: Key Guidelines for Managers

It is never a trivial decision—not for the person affected, nor for those delivering the news, nor for the teams who witness it. While the reasons may be organizational—restructuring, downsizing, or reorganization—the way this moment is experienced is, above all, human.

For managers, it's not just about announcing a business decision. It’s also about taking actions that respect the individual’s dignity, reflect the organization’s values, and support the team’s overall balance. Here are some key principles for navigating this type of transition with care and integrity.

Recognizing the Human Impact

A layoff affects much more than someone’s professional status. It often shakes their confidence, professional identity, and day-to-day stability. As such, a manager’s approach cannot be purely administrative—it must be empathetic, grounded, and fully aware of the emotional weight of the message.

Recognizing the human impact means:

• Preparing the conversation carefully, even if it’s brief
• Choosing a time and place that allows for privacy and attentive listening
• Being available—not to explain everything or justify, but to be present without minimizing

It’s not about controlling the entire experience. It’s about creating an exit that, while difficult, is handled with respect and care.

Be Clear, Without Evasion

One of the common pitfalls during a termination is to beat around the bush—out of discomfort or fear of causing hurt. Yet in such moments, clarity is a form of respect. Saying things simply, without unnecessary detours, helps the person understand what is happening and begin envisioning what comes next.

This means:

• Avoiding vague or overly technical language
• Stating the facts firmly, but without harshness
• Explaining the context of the decision without overjustifying it.

A clear message is not synonymous with coldness—it lays the foundation for the individual to move forward.

Don't Forget Those Who Stay

A layoff also affects the colleagues who remain—sometimes indirectly, but deeply. It can stir up anxiety, guilt, or a loss of trust in the organization. Teams watch how departures are handled, and this shapes their perception of the work environment and internal culture.

To preserve team cohesion, it helps to:

• Acknowledge what’s happening (without going into detail)
• Be available to answer questions with transparency
• Reaffirm the values guiding your decisions

A colleague’s departure can become a moment of fracture—or of collective strength—depending on how it’s managed.

Offer the Right Support

Supporting a departure isn’t just about handing over paperwork or setting deadlines. It’s about recognizing the individual’s contributions and providing tools for a fresh start. A career transition program (outplacement) is often the best way to demonstrate that commitment.

Support can take many forms:

• Access to coaching or career counseling
• Online resources or group workshops
• A professional presence to help structure the departure moment

This gesture can make all the difference between a layoff that feels abrupt and one that feels supported.

Stay Aligned With Organizational Values

Times of change are often when company culture is most visibly tested. A layoff becomes a litmus test: are actions aligned with stated values? Does the organization care for its people—even when it must restructure?

Managers aren’t solely responsible for this alignment—but they are often the ones who make it visible. It is therefore essential to:

• Ask: How will this decision be perceived, experienced, understood?
• Act with consistency, even within constraints
• Show care, even in discomfort

An organization that manages departures well also strengthens the loyalty of those who remain.

In Conclusion: Do It Right. Do It Better.

There is no perfect way to announce a layoff. But there are many ways to do it well. For managers, this requires preparation, active listening, and grounding in core values. For organizations, it requires a clear choice: to put people at the center of decision-making—even in difficult moments.