What is happening to the right way to communicate reorganizations and layoffs with respect?
Telling employees that they are being ‘promoted outward’ or putting a target on their back by
publicly announcing that ‘you are letting go poor performers,’ are disrespectful and not being
completely honest. See the following article for some context:


You won’t be fired, you may be ‘promoted outwards’, thanks to LVMH CEO


A few of my thoughts (okay, maybe more of a rant):

💥 Layoffs, workforce reductions, and reorganizations are often the result of changes in
competitive, political and economic environments. They can also be the result of duplication
due to a merger or acquisition; divestments in areas to invest in others; or poor organizational
performance in general. These are all valid.


💥 Performance should be managed year round and part of a thorough HR-supported
performance-management process that provides regular communication; measurement against
preset goals and objectives; and coaching to improve. This will avoid litigation if managed well.

💥 Blaming employees solely during layoffs, doesn’t take into consideration how the company,
management, culture, and peers may have contributed to poor performance. They may not be
right for your organization but they may thrive elsewhere under different conditions. It takes
two (or many) to tango.


💥 The employees who stay are watching and listening. Don’t underestimate the connection to
loyalty, engagement and productivity if you’ve lost their support based on how you have
treated their peers.


I’m honestly at a loss for words when a leader is advised to point fingers versus take
accountability and speak with honesty and integrity.


If you’re going through a reorganization or layoff, reach out to Inner Strength Communication.
We’ve been communicating reorganizations with a focus on limiting disruption and we’d love to
help you get this right.


Book a free 30-minute discovery session at to find out how we can help.