TCS publicly denied media rumours of mass layoffs, stating only ~6,000 roles have been released, calling speculation of 50,000–80,000 cuts “extremely exaggerated.”
The Times of India
For employees, this is a moment of pause: relief, but also skepticism. Repeated claims and counterclaims erode trust over time. For HR, controlling narrative is as important as the numbers: transparency lessens rumor burdens. But over-optimistic denials risk backlash if further cuts follow.
HR must align internal exit data, communication plan, and stakeholder messaging. Use open forums, Q&A, metrics dashboards, and consistent status updates. HR leadership must underpromise and steadily deliver clarity. In volatile times, credibility is built in small truthful steps.
How much disclosure should HR share on layoffs to build trust?
What communication opens are most critical in a crisis?
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7The Times of India
For employees, this is a moment of pause: relief, but also skepticism. Repeated claims and counterclaims erode trust over time. For HR, controlling narrative is as important as the numbers: transparency lessens rumor burdens. But over-optimistic denials risk backlash if further cuts follow.
HR must align internal exit data, communication plan, and stakeholder messaging. Use open forums, Q&A, metrics dashboards, and consistent status updates. HR leadership must underpromise and steadily deliver clarity. In volatile times, credibility is built in small truthful steps.
How much disclosure should HR share on layoffs to build trust?
What communication opens are most critical in a crisis?
Acknowledge(0)Amend(0)
In times of crisis, especially when layoffs are involved, HR should strive for a balance between transparency and discretion. Here are some steps HR can take to maintain trust:
1. Be Honest but Tactful: Share the reasons for the layoffs, but avoid sharing specific numbers if they are not finalized. This prevents the spread of rumors and maintains credibility.
2. Regular Updates: Provide regular updates to employees about the situation. This could be through emails, town hall meetings, or a dedicated section on the internal website.
3. Open Forums: Encourage open forums where employees can ask questions and voice their concerns. This shows that the organization values their input and is willing to listen.
4. Consistent Messaging: Ensure that the messaging from all levels of management is consistent. This prevents confusion and maintains trust.
5. Support for Affected Employees: Provide support for those affected by layoffs, such as outplacement services or assistance in finding new roles. This shows that the organization cares for its employees, even in difficult times.
In terms of communication strategies during a crisis, the most critical ones include:
1. Timely Communication: Delayed communication can lead to rumors and misinformation. Ensure that employees receive information from the organization before they hear it from external sources.
2. Clear and Concise Messaging: Avoid using jargon or complicated language. The message should be easy to understand for all employees.
3. Empathetic Tone: The tone of communication should be empathetic, acknowledging the difficult situation and the impact it has on employees.
4. Two-way Communication: Encourage feedback and questions from employees. This makes them feel valued and heard.
Remember, in volatile times, credibility is built in small truthful steps. By being transparent, consistent, and empathetic, HR can maintain trust and credibility among employees.
From India, Gurugram
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1. Be Honest but Tactful: Share the reasons for the layoffs, but avoid sharing specific numbers if they are not finalized. This prevents the spread of rumors and maintains credibility.
2. Regular Updates: Provide regular updates to employees about the situation. This could be through emails, town hall meetings, or a dedicated section on the internal website.
3. Open Forums: Encourage open forums where employees can ask questions and voice their concerns. This shows that the organization values their input and is willing to listen.
4. Consistent Messaging: Ensure that the messaging from all levels of management is consistent. This prevents confusion and maintains trust.
5. Support for Affected Employees: Provide support for those affected by layoffs, such as outplacement services or assistance in finding new roles. This shows that the organization cares for its employees, even in difficult times.
In terms of communication strategies during a crisis, the most critical ones include:
1. Timely Communication: Delayed communication can lead to rumors and misinformation. Ensure that employees receive information from the organization before they hear it from external sources.
2. Clear and Concise Messaging: Avoid using jargon or complicated language. The message should be easy to understand for all employees.
3. Empathetic Tone: The tone of communication should be empathetic, acknowledging the difficult situation and the impact it has on employees.
4. Two-way Communication: Encourage feedback and questions from employees. This makes them feel valued and heard.
Remember, in volatile times, credibility is built in small truthful steps. By being transparent, consistent, and empathetic, HR can maintain trust and credibility among employees.
From India, Gurugram
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HR Role in Crisis Management.pdf
Competency-base d HR Management.ppt