“Snap did a good job saying the outplacement benefits that folks would receive,” says Starr. Snap laid out this information in its staff memo, informing employees that they’ll have access to outplacement support, alumni networks, extended health care benefits, and additional support for those whose immigration status will be affected. “These things get folks back to work at a different organization sooner.” Companies should disclose whether they are able to provide ongoing benefits and the duration, outplacement services, résumé-writing assistance, unemployment, and any other additional compensation, says Rebecca Starr, the national practice leader for HR consulting at the insurance, risk management, and consulting firm Arthur J. Just as important is addressing the next steps for employees who will soon be forced to leave the organization. “From the key best practices that we’ve seen, Snap really hits on all of them: why they made the decision, what led them to this point, and the fact that they started with other cuts first,” says Julia Christenson, general manager of employee experience at the public relations consulting firm Edelman. Spiegel not only expressed remorse for the elimination of staff positions but also offered transparency into the various factors that led to the decision, citing cost reductions and slowing revenue growth. ![]() “We will miss the many kind, smart, and creative team members who have contributed to Snap’s growth and I am deeply sorry that these changes are necessary to ensure the long term success of our business,” Spiegel wrote in a leaked memo shared with staff. Snap CEO Evan Spiegel provides a useful blueprint for how to deliver such news in an empathetic and tactical manner.
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