Don’t shoot the messenger… yeah, sometimes he brings a bad message.
You now what is the biggest mistake we observe when it comes to a layoff process: the news travels quickly and many companies miss the opportunity to lay the groundwork and manage internal communication on time -when in fact, this should be their very first step in starting layoffs.
It is never easy to notify a team of planned or already implemented redundancy and termination changes within a company or organization. It is a difficult task to share the information as well, It is a delicate issue that is often met with lots of resistance: a process that can result in a decrease of morale and productivity at the workplace or of the commitment of the remaining workers, especially in cases when we are talking about vaguely announcing mass layoffs without clear explanations.
Here is how you can bring the news about this change procedure the professional way with a press release. The employees that remain might have a lot of questions, hence make sure that you inform the employees about the reasons for dismissing the person in a simple and clear way. In your press release announcement, you can address any company security concerns an issue that you expect might arise after the news has spread.
It’s usually expected that the press release includes a quote and a public official statement by an executive director or a manager. It is expected that the leader should provide clear explanations and avoid any corporate jargon; they should share the facts about dismissal and focus on the benefits that bring the highest value to the largest number of company stakeholders.
Avoid any BS – employees can see through it. Avoid BS but don’t miss the following important elements.
Your Press Release should include the following information:
- Catchy headline, optimized for search engines with the right keywords
- Details about the employee(s)
- position(s) held
- effective date
- career experience
- contributions, responsibilities, impact
- additional interesting facts (projects, initiatives)
- Quote from stakeholders, partners, colleagues – CEO, Board of trustees member (recommended)
- Relevant image: company logo, employee, owner, CEO, investor, partner, manager (recommended)
- Company website URL
- Release date
- Boilerplate – about the company;
- Contact information (contact person, company address, phone)
– SAMPLE –
Still having no idea how to start and how the press release writing will work out for your? Have a look at this sample press release to get a better idea of what should be the end result of your work.
After Privatization PRZenCoin Casinos Announce Employee Layoffs
San Francisco, CA, Release: July 15, 2018. For Immediate Release
PRZenCoin Casinos in San Francisco announced Wednesday that ten of 52 workers will be laid off, and Unifor said the job loss is the direct result of privatization in the California gaming operations. PRZenCoin plans to layoff also five of its 15 contractors.
“PRZenCoin’s decision to reduce the hours of operation at most of its California casinos is a perfect example of why Unifor was against the California Lottery and Gaming Corporation (CLG) modernization plan all along,” said Victoria Johnson Unifor State President, about the crown corporation which sped up privatization at the expense of workers. “Unifor stated all along that the sale of a crown corporation and its operations will negatively affect workers and good jobs in San Francisco, and PRZenCoin is doing just that.”
Unifor is the largest union in the gaming sector. It expressed great concern about the privatization of gaming in official reports in January. PRZenCoin Casinos and Entertainment enterprise purchased many facilities across San Franscisco right after hte deal CLG signed a deal for outsourcing gaming operations and gave for sale several assets.
In addition to the layoff announcement of four full-time and six part-time workers in San Francisco who are represented by Unifor Local 158, there will be a layoff of six positions at PRZenCoin Casinos in Las Vegas. Unifor is continues its efforts to limit the need for layoffs.
“We’ll be talking with the employer and union members to discuss a variety of options to save good jobs and support workers and their families,” said Samuel Davis, National Representative who is working with Local 158 in California. “If we’re successful, fewer workers will be laid off because no worker should have to pay the price of job loss resulting from privatization.”
Unifor noted that after the OLG allowed privatization of casinos the only obligation established was for new private operators to retain employees and guarantee jobs in the current position and location for one year, and the new employer had to provide workers with benefits and a pension. As a result of the privatization scheme and weak requirements, workers livelihoods have been left to the whim of corporate profits. For most facilities, the OLG one year obligation arrangement ended in May.
Unifor is California’s largest union in the private sector, representing 14,200 casino workers in the state. The union advocates for all working people and their rights, fights for equality and social justice on national level and abroad, and strives to create progressive change for a better future.
Interested parties can find more information by contacting Unifor Public Relations Strategist Thomas Phillips at email@example.com or by visiting http://unifor.net/press/przencoin.
Name: Victoria Johnson
Address: Buena Vista & Haight Street, San Francisco, CA 94117
– TEMPLATE –
Use the following simple template as the backbone of your announcement. It will help you structure your message, organize your thoughts and ideas, and will make you a better press release writer in the meantime.
[Headline Of The Press Release]
[City] [State} Release Date: [“For Immediate Release” or a concrete date]
[Summary Section: Briefly describe your announcement]
[Insert a quote from a company representative related to the news]
[Write an additional paragraph to provide more details about the process: try to respond to all relevant W-questions (where, what, why, when, who)]
[Insert another quote or another section with details about the layoff: experience, influence and contributions, positions held, responsibilities]
[Include a call to action and an URL address where the reader can find more information about the company]
[Boilerplate message about the company: insert the following information