Quick Answer
It is generally not recommended to announce layoffs on LinkedIn. While transparency is important, a layoff announcement on LinkedIn could come across as insensitive. It’s best to notify employees directly, then share a statement on the company website or blog. If employees share the news on LinkedIn, respond professionally. Focus on thanking them for their service, acknowledging it’s a difficult time, and expressing optimism for the future.
Should You Post About Layoffs on LinkedIn?
When facing layoffs, one of the first questions leaders ask is: Should I announce this on LinkedIn? Here are some pros and cons to consider:
Potential Benefits
- Transparency: Announcing on LinkedIn demonstrates transparency and a desire to avoid “hiding” difficult news.
- Control the narrative: Posting first allows you to shape the message versus letting rumors spread.
- Authentic leadership: Vulnerability shows emotional intelligence and humanity.
- Reputation management: Proactively communicating helps manage public perception.
Potential Drawbacks
- Insensitivity: Announcing a layoff can seem cold and impersonal on a public platform.
- Jumping the gun: Employees deserve to be the first to know in most cases.
- Loss of control: Comments and reactions may spiral in unpredictable directions.
- PR distractions: The focus may shift to PR crisis management versus employee care.
Overall, most experts caution against announcing layoffs proactively on LinkedIn and suggest notifying employees first. However, if employees share the news publicly, you need an appropriate response strategy.
What to Post on LinkedIn If Employees Share About Layoffs
If employees post about layoffs on LinkedIn before or after the company’s official announcement, here are some tips for responding:
Empathize But Stay Focused
Reply to their post expressing empathy for the difficulty of the situation. But keep the focus on thanking them for their contributions and expressing confidence for the future. Avoid getting pulled into debates or justifying the decision.
Stick to Key Messages
Have 2-3 key messages ready to convey consistently:
- Thank the employee for their dedication and service
- Acknowledge this is an incredibly tough time
- Remain optimistic about the company’s future
Redirect Inquiries
If users ask probing questions about the circumstances or reasons for the layoffs, avoid specifics. Politely redirect them to the company’s official statement or spiel.
Don’t Speculate
Speculating on things like severance, rehiring, or the health of the company can cause issues down the line. Keep responses focused and forward-looking.
Close with Compassion
End responses with compassion and openness to connect off the LinkedIn platform. For example: “Wishing you the very best. Please don’t hesitate to reach out if I can be helpful with your transition.”
Best Practices for Announcing Layoffs
If you decide announcing layoffs on LinkedIn aligns with your communications strategy, here are some best practices:
Notify Employees First
Before any external communications, employees deserve to be the first to know about losing their jobs. Give them time to process the news before the public announcement.
Be Transparent But Concise
Stick to the facts and avoid speculating, justifying, or over-explaining in public statements. But remain as transparent as possible about the reasons and business context.
Show Compassion
Strike a compassionate tone. Thank employees for their efforts and acknowledge the human impact. Outplacement services or severance can also demonstrate care.
Focus Messages on the Future
Look to the future in your theme and messaging. Share your strategic vision, commitment to quality, and optimism about overcoming challenges.
Have a Media Response Plan
In addition to the LinkedIn post, prepare FAQs, talking points, and media holding statements to maintain consistency across PR responses.
Monitor Comments and Metrics
Assign community managers to monitor reactions and comments. Also track metrics like views, shares, links clicked to gauge reach and engagement.
Sample Layoff Announcement for LinkedIn
Here is an example layoff announcement adapted appropriately for LinkedIn:
Layoff Announcement
Given ongoing macroeconomic challenges, we’ve made the difficult but necessary decision to reduce our workforce by 15%. Saying goodbye to these talented professionals who’ve made valuable contributions is incredibly hard. We remain eternally grateful for their dedication and service.
While it’s difficult to part with such outstanding team members, this will allow us to strengthen our financial position in the long-term. We will continue investing in our strategic priorities of [insert key goals here]. With a more streamlined cost structure, we are poised to accelerate growth and innovation as the market stabilizes.
Our leadership team did not come to this decision lightly. We explored many options to avoid workforce reductions. But ultimately, we are facing a different economic reality than when we set our aggressive hiring goals. This adjustment will create a sustainable cost structure aligned to the current climate.
To those impacted, thank you again for all your efforts on behalf of our company. You have been instrumental in building this business. We respect and appreciate you. And we will do everything we can to make this transition smooth including severance, healthcare coverage, job placement assistance, and more.
To our remaining employees, we know losing teammates is difficult. Please reach out to your leaders or HR as needed. And let’s continue rallying together behind our mission. Our future remains bright, and we will come through this period stronger than ever.
Key Points
- Notify employees first before any public announcement
- Thank the departing employees for their service and acknowledge the human impact
- Explain the business context and rationale factually but avoid speculating
- Express a positive vision for the future
- Share plans to support those impacted
- Rally remaining employees behind the mission
This achieves transparency while remaining sensitive to those affected. For broader communications, accompany this statement with talking points, FAQs, holding statements, and media training.
What Not to Do When Announcing Layoffs on LinkedIn
Some common mistakes to avoid when sharing about layoffs on LinkedIn include:
Don’t Make It All About the Company
While positioning the business positively is important, avoid making it solely about the company’s future growth, cost savings, renewed focus, etc. Lead with compassion.
Don’t Speculate on the Reasons
Unless required legally, avoid speculation on the specific business factors that led to layoffs. Stick to high-level messaging around economic climate and necessary restructuring.
Don’t Share Confidential Details
Be cautious sharing details like numbers impacted, severance provided, selections criteria used, or affected departments. This could violate confidentiality while also raising legal risks.
Don’t Make Guarantees You Can’t Keep
It’s nice to say you hope to rehire impacted employees one day. But avoid firm promises about circumstances you can’t predict. Manage expectations upfront.
Don’t Forget Follow-Up Communications
After the initial announcement, regularly update employees on the business outlook, morale-building efforts, and progress towards future goals. Don’t go silent.
Alternatives to a LinkedIn Announcement
Here are some alternative options to consider instead of announcing layoffs proactively on LinkedIn:
Company Blog or Website
Rather than LinkedIn, post the announcement on your company’s blog or website. You have more control over the narrative and space for nuance.
Internal Memo
An internal memo or video message ensures employees hear the news directly from leadership first, before the public statement.
Live Company All-Hands Meeting
If possible, an all-hands meeting allows executives to explain the decision, hear concerns, and answer questions transparently in real time.
Group Employee Meetings
If a company all-hands isn’t feasible, smaller group meetings ensure all get the news live before the public statement.
Media Press Release
A press release allows you to announce the news through media contacts rather than directly on social media.
Private Social Media Groups
Posting in private employee-only social media groups provides transparency while limiting public exposure.
Individual Leader-Employee Meetings
Executives or direct managers meeting 1:1 with affected employees to deliver the news personally can show care and compassion.
Data and Statistics on Layoffs and LinkedIn Usage
Here are some relevant data points and statistics on layoffs and LinkedIn usage for context:
Layoff Data
Year | Number of Layoffs | Top Layoff Industries |
---|---|---|
2020 | 6.1 million | Hospitality, transportation, retail |
2021 | 4.5 million | Tech, financial services, healthcare |
2022 | TBD | Tech, e-commerce, real estate |
LinkedIn Usage Statistics
- LinkedIn has over 875 million members worldwide as of 2022
- 61% of LinkedIn members are between 25-34 years old
- There are over 55 million company pages on LinkedIn
- LinkedIn membership grew 18% year-over-year in 2021
- 92% of recruiters use LinkedIn to hire candidates
With mass layoffs impacting millions and LinkedIn’s growth as the #1 professional networking platform, leaders need to be strategic in their approach to layoff communications on LinkedIn.
Alternatives to Layoffs
Before moving forward with layoffs, companies should explore all alternatives to avoid job losses if possible:
Cost Reduction
Reduce expenses like events, travel, vendors, real estate to cut costs without layoffs.
Hiring Freeze
Pause non-essential hiring and backfills to reduce headcount through attrition.
Furloughs
Mandatory unpaid time off reduces wage expenses temporarily vs permanent layoffs.
Pay Cuts
Temporary 5-20% executive or broader pay cuts to control personnel costs.
Reduced Schedules
Cutting schedules to 30-35 hours per week vs. layoffs spreads the impact.
Sabbaticals
Voluntary sabbaticals offer employees unpaid time off without severing employment.
Voluntary Departures
Incentivize voluntary resignations through severance offers before forced layoffs.
Although difficult, layoffs should be a last resort after assessing other options to avoid job losses first.
Supporting Employees After a Layoff
If layoffs are unavoidable, providing support during and after a layoff is both ethical and beneficial. Here are some best practices:
Severance Pay
Offer fair severance packages based on tenure and labor laws to provide a financial safety net.
Healthcare
Cover COBRA or state equivalents for a period to prevent loss of health insurance access.
Career Transition Services
Offer job placement, coaching and resume help through an outplacement partner.
Mental Health Support
Provide free counseling resources through employee assistance programs.
Alumni Networks
Develop alumni networks to stay connected to departing employees for future opportunities.
References
Provide letters of recommendation highlighting former employees’ contributions and work quality.
Final Paychecks
Release final pay promptly, including any severance, unused vacation payouts, or bonuses owed.
Offering such transition assistance demonstrates goodwill, mitigates legal risk, maintains your employer brand, and upholds organizational values.
Legal Considerations Around Layoffs
When planning and communicating about layoffs, there are several legal considerations for employers:
WARN Act Compliance
The federal WARN Act requires 60+ day notice for 50+ employee layoffs. State laws may also apply.
Alignment with State/Local Laws
Adhere to relevant state and local laws around severance, benefits, unemployment eligibility, etc.
Avoiding Discrimination
Layoff criteria must not discriminate against any legally protected class characteristics.
COBRA Notification
Follow COBRA requirements around healthcare benefit continuation notices.
Confidentiality
Do not share names, reasons, or details publicly without employee consent.
Final Pay
Provide final pay including severance within required timelines for your state.
Waivers and Releases
Have departing employees sign waivers releasing the company from legal claims.
Consulting qualified legal counsel ensures compliance and prevents lawsuits around improper terminations or benefits issues.
Conclusion
Announcing layoffs on LinkedIn can be perceived as insensitive without proper care in messaging and sequencing. Notify employees directly first, then share a compassionate, forward-looking statement on your company site. If employees vent about layoffs publicly, reply with empathy, gratitude for their service, and optimism. Explore all alternatives before resorting to job losses, and support impacted employees. With thoughtfulness and transparency, leaders can maintain trust and morale even amid necessary restructuring.