{"id":1026,"date":"2013-10-07T16:42:49","date_gmt":"2013-10-07T21:42:49","guid":{"rendered":"http:\/\/sanfordrose.wpengine.com\/kempfgroup\/?p=1026"},"modified":"2013-10-08T14:25:00","modified_gmt":"2013-10-08T14:25:00","slug":"how-to-deliver-bad-news-to-employees-featuring-kirk-johnson-of-sanford-rose-associates-corona","status":"publish","type":"post","link":"https:\/\/sanfordrose.com\/kempfgroup\/how-to-deliver-bad-news-to-employees-featuring-kirk-johnson-of-sanford-rose-associates-corona\/","title":{"rendered":"How to Deliver Bad News to Employees Featuring Kirk Johnson of Sanford Rose Associates – Corona"},"content":{"rendered":"

How to Deliver Bad News to Employees<\/strong><\/p>\n

by Sheryl Nance-Nash on October 3, 2013<\/p>\n

Nobody wants to be the bearer of bad news, but sometimes you have to do what you have to do. Let\u2019s face it, times are less than stellar for many entrepreneurs: August was the fourth consecutive month of negative job growth for small businesses, according to the National Federation of Independent Business.<\/p>\n

Should a crisis befall your company, you\u2019ll want to be prepared to handle it. Making mistakes can be costly, from damaging morale to enabling lawsuits. So, think now \u2014 not later \u2014 about how you might tell your employees about cutbacks or layoffs.<\/p>\n

Here are four tips for delivering bad news to employees.<\/p>\n

1. Don\u2019t delay the inevitable.<\/strong> \u201cUnlike fine wine, bad news does not get better with time. In fact, delaying the sharing of bad news can cause a sort of tornado-like rumor mill as employees guess, most times incorrectly, at what is truly going on and what is going to happen,\u201d says Jennifer Kluge, president and CEO, Michigan Business & Professional Association. \u201cWhen there is bad news to deliver, it\u2019s best just to rip off the Band-Aid.\u201d<\/p>\n

Steve Moore, director of human resource operations at consulting firm Insperity, agrees. \u201cWhen rumors disseminate throughout the company, this can lead to mistrust and cause unnecessary panic, especially in small-business settings.\u201d<\/p>\n

2. Talk, talk, talk.<\/strong> Nothing beats clear, direct, and honest communication. Explain the problem, outline the short- and long-term solutions, and most importantly, relay the effect on employees and the company. Ask and answer questions. Seek feedback. \u201cKeep repeating this communication cycle through the crisis,\u201d Kluge says.<\/p>\n

3. Lessen the blow.<\/strong> You can\u2019t eliminate employee stress, particularly when you have to let people go, but you can try to alleviate it. \u201cBe sort of a Good Samaritan. Assist with job referrals, recommendations on LinkedIn, or introductions to other companies,\u201d Kluge advises. \u201cHelping them through the difficult transition will not only make your company stronger by helping the employees affected, [but] also positively affect those employees who will be staying on.\u201d<\/p>\n

You could prepare personal references on company letterhead that you distribute during your individual dismissal meetings with employees, says Kirk Johnson, owner and managing director of Kirk Johnson Executive Search<\/a>, a member of the Sanford Rose Associates network.<\/p>\n

4. Avoid critical missteps<\/strong>. Don\u2019t have someone else \u2014 such as a consultant \u2014 do your dirty work, such as telling your employees to expect layoffs.<\/p>\n

Be humane but not sentimental. \u201cYou don\u2019t want to send an email. RadioShack and others have been criticized in the past for being cold, impersonal, and non-professional for sending email to notify employees that their position has been eliminated,\u201d Johnson notes. You also don\u2019t want to deliver bad news over the telephone; face-to-face is best.<\/p>\n

Read the full article here.<\/a><\/p>\n

Source: \u00a0http:\/\/blog.intuit.com\/employees\/how-to-deliver-bad-news-to-employees\/#ixzz2h4di4Iuq<\/p>\n","protected":false},"excerpt":{"rendered":"

How to Deliver Bad News to Employees by Sheryl Nance-Nash on October 3, 2013 Nobody wants to be the bearer of bad news, but sometimes you have to do what you have to do. Let\u2019s face it, times are less than stellar for many entrepreneurs: August was the fourth consecutive month of negative job growth for small businesses, according to the National Federation of Independent Business. Should a crisis befall your company, you\u2019ll want to be prepared to handle it. Making mistakes can be costly, from damaging morale to enabling lawsuits. So, think now \u2014 not later \u2014 about how you might tell your employees about cutbacks or layoffs. Here are four tips for delivering bad news to employees. 1. Don\u2019t delay the inevitable. \u201cUnlike fine wine, bad news does not get better with time. In fact, delaying the sharing of bad news can cause a sort of tornado-like rumor mill as employees guess, most times incorrectly, at what is truly going on and what is going to happen,\u201d says Jennifer Kluge, president and CEO, Michigan Business & Professional Association. \u201cWhen there is bad news to deliver, it\u2019s best just to rip off the Band-Aid.\u201d Steve Moore, director of human resource operations at consulting firm Insperity, agrees. \u201cWhen rumors disseminate throughout the company, this can lead to mistrust and cause unnecessary panic, especially in small-business settings.\u201d 2. Talk, talk, talk. Nothing beats clear, direct, and honest communication. Explain the problem, outline the short- and long-term solutions, and most importantly, relay the effect on employees and the company. Ask and answer questions. Seek feedback. \u201cKeep repeating this communication cycle through the crisis,\u201d Kluge says. 3. Lessen the blow. You can\u2019t eliminate employee stress, particularly when you have to let people go, but you can try to alleviate it. \u201cBe sort of a Good Samaritan. Assist with job referrals, recommendations on LinkedIn, or introductions to other companies,\u201d Kluge advises. \u201cHelping them through the difficult transition will not only make your company stronger by helping the employees affected, [but] also positively affect those employees who will be staying on.\u201d You could prepare personal references on company letterhead that you distribute during your individual dismissal meetings with employees, says Kirk Johnson, owner and managing director of Kirk Johnson Executive Search, a member of the Sanford Rose Associates network. 4. Avoid critical missteps. Don\u2019t have someone else \u2014 such as a consultant \u2014 do your dirty work, such as telling your employees to expect layoffs. Be humane but not sentimental. \u201cYou don\u2019t want to send an email. RadioShack and others have been criticized in the past for being cold, impersonal, and non-professional for sending email to notify employees that their position has been eliminated,\u201d Johnson notes. You also don\u2019t want to deliver bad news over the telephone; face-to-face is best. Read the full article here. Source: \u00a0http:\/\/blog.intuit.com\/employees\/how-to-deliver-bad-news-to-employees\/#ixzz2h4di4Iuq<\/p>\n","protected":false},"author":7,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[27],"tags":[154,155,156],"class_list":["post-1026","post","type-post","status-publish","format-standard","hentry","category-sra-news","tag-in-the-news","tag-kirk-johnson","tag-sanford-rose-associates-corona"],"yoast_head":"\nHow to Deliver Bad News to Employees<\/title>\n<meta name=\"description\" content=\"... prepare personal references on company letterhead that you distribute during your individual dismissal meetings with employees, says Kirk Johnson, ...\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/sanfordrose.com\/kempfgroup\/how-to-deliver-bad-news-to-employees-featuring-kirk-johnson-of-sanford-rose-associates-corona\/\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Darren\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"2 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/sanfordrose.com\\\/kempfgroup\\\/how-to-deliver-bad-news-to-employees-featuring-kirk-johnson-of-sanford-rose-associates-corona\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/sanfordrose.com\\\/kempfgroup\\\/how-to-deliver-bad-news-to-employees-featuring-kirk-johnson-of-sanford-rose-associates-corona\\\/\"},\"author\":{\"name\":\"Darren\",\"@id\":\"https:\\\/\\\/sanfordrose.com\\\/kempfgroup\\\/#\\\/schema\\\/person\\\/3a19b159d1fd2376d2dab6bea24e5a7d\"},\"headline\":\"How to Deliver Bad News to Employees Featuring Kirk Johnson of Sanford Rose Associates – Corona\",\"datePublished\":\"2013-10-07T21:42:49+00:00\",\"dateModified\":\"2013-10-08T14:25:00+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/sanfordrose.com\\\/kempfgroup\\\/how-to-deliver-bad-news-to-employees-featuring-kirk-johnson-of-sanford-rose-associates-corona\\\/\"},\"wordCount\":495,\"commentCount\":0,\"keywords\":[\"In the News\",\"Kirk Johnson\",\"Sanford Rose Associates - 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