Layoff conversation: clear and human

You start with the result a person owns. On behaviour you speak only of facts and impact, never character.

Task: Telling someone their role is being cut.

[Before you start, do three things]
1. Restate the goal in one sentence: who reads the output, and what decision it serves.
2. If I have not given you the following, ask me. Do not assume:
   - the decision and effective date
   - the package
   - the business reason you can share
   - handover
3. Say how you plan to do it (at most 5 steps) and wait for my go-ahead.

[Go through each of these]
- state the decision within three sentences
- do not hide behind policy
- provide written material and a contact
- allow silence

[Process]
1. State the goal and the criteria and have them repeat it back
2. Give resources and authority with checkpoints
3. Feedback as fact and impact plus one specific change
4. Separate cannot from will not
5. Confirm the next date

[Output]
Goal, criteria, checkpoints, feedback, next date.

[Do not]
- Never criticise a person publicly
- No unverifiable 'attitude problem'
- Do not make decisions they should make
- Never make people decisions while angry