SCENARIO:

While the economy seems to be improving, and unemployment numbers are stabilizing, we are still seeing employers that are faced with a reduction in force. As difficult as it is for managers to give this terrible news, it is even more difficult to be on the receiving end. So what can you do as a manager? How can you make the news a little more bearable? Each color will prefer to have this conversation differently.

LIKELY REACTION:

REDS:

In having this difficult conversation with a Red, don’t bother beating around the bush. Reds respond best to direct communication. Don’t ramble on with excuses, personal feelings, etc. Instead, tell them the facts. The Red employee will want to know why he or she is being fired, so be prepared with a logical, concise answer. If your reason is logical, a healthy Red will respond well. Although he or she will not enjoy hearing the news (who would?), a healthy Red will respect your leadership decision and see the value in doing what’s best for the company’s success. An unhealthy Red, however, may want to challenge your authority (especially if he or she doesn’t see the logic in your decision).

Red employees will not find comfort in hearing your personal feelings about the situation. Rather, they will want to hear just the bottom line (after all, the minute they hear the news they will probably begin planning their next move). Offer your assistance in making the transition smooth and in whatever the Red’s future plans might be. Reds like to feel in control, so naturally this situation is going to be unsettling for them. If possible, allow Red employees some say in what is happening—keep them up to date and, when appropriate, allow them to make some decisions.

BLUES:

Having to tell someone his or her job is being eliminated is never easy, and with Blues the conversation seems even more difficult. As Blues are hard on themselves, they are going to take the news quite hard. So what can a manager do to help the Blue manage this stressful news? A good manager will be sincere and genuine in explaining the situation. This will help greatly and reduce friction during the conversation. Remember, Blues need security and this situation will undoubtedly take them to the edge. The manager who takes time to explain why this is taking place and is willing to answer the Blue’s questions, will help the Blue see the road ahead.

Now that the manager has set the tone for the conversation, the next step would be to commend the employee for all his or her dedication and hard work. Although to some this might seem like a slap in the face, Blues will take it to heart, as they pride themselves on being at the top of their game. Blues can accept bad news, as long as it is given in a respectful and thorough manner. The manager should take time to express gratitude and appreciation for all the Blue employee has done. As long as there is kindness and respect in the manager’s tone, Blues will respect the position of the manager having to make these tough decisions.

Although these days are stressful, remember there is a person at the opposite end of the table. The manner in which you handle the conversation has a lasting impact.

WHITES:

The most important thing to remember when breaking bad news to a White is to take the logical path. The manager who explains in a clear and concise manner to the White will have a much better outcome. Whites are very logical and like their information in that manner. Whites are known for their clarity, so don’t bother trying to fool them; they’ll see right through you. Be honest, but don’t be rude. Whites are kind and respond well to kindness in others.

The manager should not come across too intense, as Whites will not react well to this type of behavior. Whites will accept what is taking place, but that doesn’t mean they are happy. They understand situations with such clarity that they tend not to get caught up in the emotion (don’t expect to see a huge display of emotion during the conversation). Rather, they take it all in and look forward to the next step. Whites are great listeners, so the manager should seize this moment, perhaps adding career goals as they begin their search for new work. This is something a White will appreciate, as they are great at taking input from others.

Remember, we are all human and need to help one another through difficult situations. The time you take today could greatly enhance someone’s life tomorrow.

YELLOWS:

Yellows hate negativity. So, even in a negative situation like this, you must try to stay positive. Be as upbeat as you can, and the Yellow employee will really appreciate it. You can be positive by praising the good the employee has brought and showing your appreciation for all the work he or she has done. Try not to be too critical. Remember, Yellows love to be loved, so don’t make the situation personal. (You can still like this person, even though you have to fire him or her). Reinforce all the things you like about the Yellow employee.

Because they are so lively and enthusiastic, we often forget that Yellows are quite sensitive. Although you should try to be upbeat and positive, don’t be insensitive. Give Yellows a chance to express themselves. They are sometimes afraid of facing the facts, so be patient while they process what is happening. Offer your help in getting them organized and ready for the next step they’ll be taking. Yellows are forgiving by nature, so they likely will not hold a grudge. They’ll want to leave on good terms, having celebrated their achievements and after plenty of goodbye parties!