And how to improve team communication at work during transitions
After the emotionally charged and often exhausting process of letting someone go, there tends to be a sigh of relief that it's over. You may just want to decompress, put it in the past, and move on. But before you do, take a breath.
Because you need to share the news with the rest of the team as soon as possible after their co-worker's departure.
This moment shapes how your team experiences trust, culture, and their own sense of security. It’s not just about information—it’s about identity. This is part of why we recommend setting aside at least a couple of work-day hours after you let someone go to communicate with your team.
Because any time you let someone go, you're signaling who belongs here and who doesn’t. And how you share that news will either reinforce or unravel your culture. If done well, you reinforce your values, instill a sense of shared identity, and reinvigorate the rest of the team. If done haphazardly or as an afterthought, your team will be left to wonder if they want to brush up their resume.
So if you want to preserve clarity, trust, and momentum —and improve team communication at work even when letting someone go—here are five steps to guide your message.
1. Be clear and direct
Gather your team to share the news. If you're not all in the same office, set up a video call for those not physically present.
Start with clarity. No vague phrases. No corporate euphemisms.
“We let Mark go today.”
Then pause. Make eye contact. Let the message land.
2. Demonstrate empathy
Recognize the emotional impact—especially for team members who were close to the person.
“This may come as a surprise to some of you. I know several of you are close to Mark, and this is especially tough news for you. These decisions are never easy. And I can tell you this was not a rash decision; it was a thoughtful one considered over a period of time.”
3. Honor privacy and speak to what you can
You don’t need to explain everything. In fact, you shouldn’t.
“As you know, for confidentiality reasons and to respect Mark’s privacy, I won’t go into details. What I can tell you is that it was no longer a good fit.”
When possible, share what it wasn’t about:
“I can also tell you this wasn’t about performance” or
“This wasn’t a financial decision.”
Transparency doesn’t mean telling all. It means telling enough.
4. Share what’s next
Your team will naturally wonder what this means for them.
“Some of you may be wondering what this means for the team. Here's what it will look like . . .”
Explain how the person’s workload will be covered. Clarify if you’re hiring a replacement and what the timeline looks like.
People feel safer when they understand what’s ahead.
5. Reassure, empathize, and bring the team together
End with care and confidence.
“No one here needs to fear for their job. If you haven’t heard otherwise from me, that means you meet both the character expectations of this organization and the competency expectations of your role. And that’s no small thing—we have high expectations.”
Invite connection, and acknowledge emotion:
“For those of you who were close to Mark, it’s okay if you need to take a moment. Do what you need to do to support yourself—and of course, feel free to reach out to me directly.”
Bring the group back together:
“I know this team and how you can pull together, and I'm looking for us to do that especially now during this time of transition.”
Communicate with care and culture in mind
When you communicate clearly, directly, and compassionately during these moments, you don’t just deliver news—you improve team communication at work. You build trust. You reinforce culture. And you show your team what kind of leader (and team) you are.
Here’s to leading transitions of all kinds with clarity and care.
Want to do more to improve team communication at work?
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