She has found that, almost always, Human Resources is willing to let communications handle internal communications for a merger or acquisition. She suggests getting together with Human Resources early on so employee communications will tie in with the overall message. Let the public know the reason behind the layoff and get it out in the first stage of the deal, so you are managing the message, rather than media speculation managing the message. Let the market know as soon as you re letting people go. It's very difficult, because the message and the action should be integrated, but Human Resources feels you never get it out to employees the way it should be done if you re getting it out to the public at the same time.
Every deal is different.
It s always a traumatic process. You don t want to drip news out little by little. The leader of the company has to make a decision listen to your people, decide what s right and move forward. Start with communicating with the front-end team and be a part of the team. We are adding a listing under the Resources button on our website especially designed for you.