Workforce Reduction & Transition Planning

Our {{client}}] is downsizing by {{percentage}}] and needs a structured, sensitive approach that protects reputation and morale. Create a reduction planning framework.

Include: (1) Selection criteria – how do you identify who stays and who goes? Performance, skills, retention needs, demographics? (2) Legal review – severance obligations, WARN Act requirements, discrimination risk? (3) Severance package – amount, benefits continuation, references, outplacement? (4) Communication plan – how do you communicate to affected employees, remaining staff, customers? (5) Transition logistics – offboarding, knowledge transfer, systems access, IT? (6) Emotional impact – how do you maintain morale with remaining team? Address survivor guilt?

Include severance calculation worksheet and communication timeline. Prepare for media/social response.

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Why this works

Handled poorly, reductions damage morale and reputation. Thoughtful execution minimizes harm and preserves relationships.

Risks & review

Reductions can trigger legal claims. Ensure consistent, defensible selection and proper documentation.