You're listening to Business English Pod, the Business English podcast for professionals on the move.
Welcome back to Business English Pod.
My name's Jennifer and I'll be your host for this episode, the first of a two-part series on giving bad news and layoffs.
If a person gets laid off, it means they will lose their job.
But it's not the same as being fired.
Layoffs usually occur because of outside forces.
A poor economy might cause a company to reduce its staff, or changes in the industry may make some types of jobs unnecessary.
After a merger, there might be redundancies or duplicates.
Two people may be doing the same type of job.
If the company only needs one person in that position, the other could be laid off.
Nobody likes giving bad news.
And a conversation about layoffs can become awkward and emotional.
So in this lesson we'll talk about ways to prepare an employee for bad news, so that you can soften the shock.
We'll also cover ways to get to the point and how to respond to an angry or emotional employee.
Finally, we'll go over some language to clearly explain the reasons for a layoff.
Angela and David work at a hotel resort that is having some financial difficulties.
Angela is a manager and David is the head chef at Zapata's, one of the resort's restaurants.
Unfortunately, Angela has to tell David he's being laid off.
As you listen, try to answer the following questions.
1.
Why has management decided to close two restaurants?
2.
What type of food does Zapata's serve?
3.
Specifically, why is Zapata's closing?
Have a seat, David.
Sure, Angela.
What's up?
Sounds kind of serious.
It is, I'm afraid.
Let me start by saying we appreciate everything you've done here at the resort.
But I'm sure you're also aware that the recession has hit the hospitality industry hard.
Well, of course it has, but we've already trimmed our costs.
I know you have, David.
But management has been reviewing the whole F&B side of things.
They don't think the resort can sustain five restaurants anymore.
In fact, they've decided to close two of them.
Unfortunately, Zapata's is one of them, and I'm afraid we have to let you go.
What?
I know this must be a shock.
Um, yeah, it's definitely unexpected.
I mean, why my restaurant?
I thought the new menu was a hit.
It's a great menu.
Let me explain.
I was the one who got that restaurant up and running in the first place.
That must count for something.
Of course it does.
I understand you're upset.
Please take a deep breath, and I'll explain.
I'm all right.
Go on.
This isn't about job performance.
It's just that Mexican food hasn't been as popular with our Asian clientele as we'd hoped.
We really believed that an all-Mexican restaurant would give a boost to our dining options.
But the numbers don't lie, and the only solution is downsizing.
If you say so.
Zapata's just doesn't bring in the revenue that the other restaurants do, so it doesn't make financial sense to keep it open.
Okay.
So what happens now?
Well, your last day will be Friday.
That should give you enough time to tie up loose ends.
And HR will have some forms for you to sign.
So if you want to come in that morning, we'll go through all the paperwork and...
Let's take a closer look at Angela and David's conversation.
How does Angela prepare David for the bad news?
Have a seat, David.
Sure, Angela.
What's up?
Sounds kind of serious.
It is, I'm afraid.
Let me start by saying we appreciate everything you've done here at the resort.
But I'm sure you're also aware that the recession has hit the hospitality industry hard.
When David sits down, he tells Angela things sound kinda serious.
Kinda is a shorter, more informal way to say kind of, meaning somewhat.
In response, Angela starts setting the stage, or preparing David, for bad news.
She doesn't want to shock or hurt David more by bluntly saying, you're being laid off.
So she creates a buffer, making sure David knows his work has been appreciated.
She also reminds him of how the recession has affected the hospitality industry, including hotels and restaurants.
In this way, she softens the blow, letting David know that any bad news is not his fault but caused by an outside force the economy.
Even her use of I'm afraid is a buffer.
Angela isn't really afraid, but we often use this phrase to signal that bad news is coming.
Preparing someone for bad news can make the impact easier to bear.
Often there's a mention of appreciation or talk of outside forces, as in these examples.
You might have heard some rumours going around, and I'm afraid to say that there's some truth to them.
You've been an integral part of our team, so there's no easy way to say this.
The current recession has hurt our industry badly, and shareholders are demanding cost reductions.
The corporate office has decided to close our branch because of poor sales.
What is David's response?
Well, of course it has, but we've already trimmed our costs.
I know you have, David, but management has been reviewing the whole F&B side of things.
They don't think the resort can sustain five restaurants anymore.
In fact, they've decided to close two of them.
Unfortunately, Zapata's is one of them, and I'm afraid we have to let you go.
David lets Angela know that he's well aware of the recession's impact.
He also shows that his restaurant has taken steps to keep the restaurant profitable by trimming costs.
Angela acknowledges the contributions of David and his staff, but now that she has set the stage for bad news, she must get to the point or deliver the news clearly and concisely.
Zapata's is closing and David is being let go.
To be let go is another way of saying you're being laid off.
Getting to the point involves short, clear statements like these examples.
Our company will lay off 30 employees between now and April.
I'll just get to the point.
I'm sorry to say we need to let you go.
Unfortunately, it looks like there will be redundancies in the near future.
We cannot keep an extra salesperson on board.
Since you have the least seniority, I'm afraid we'll have to let you go.
Management felt a last-in-first-out policy was the fairest way to go.
Let's hear David's reaction to the news.
Um, yeah, it's definitely unexpected.
I mean, why my restaurant?
I thought the new menu was a hit.
It's a great menu.
Let me explain.
I was the one who got that restaurant up and running in the first place.
That must count for something.
Of course it does.
I understand you're upset.
Please take a deep breath and I'll explain.
David is understandably angry.
After all, he thought his menu was a hit or extremely popular, and he was in charge of getting his restaurant up and running in the first place.
This means he was involved with getting the restaurant ready for business and in working order at the very beginning.
As a manager, however, Angela must still respond to David's anger in a calm, professional way.
She validates his contributions and shows empathy and understanding.
She suggests David take a deep breath or pause to help relax him and then offers to explain.
It can be very difficult to respond to an angry or emotional employee and maintain your professional composure.
You might be tempted to respond in an emotional way yourself, but it's best to stay businesslike, as shown in these examples.
I understand why you're angry.
This is a huge blow for all of us.
Take a deep breath.
You have a bright future but your career path is not here.
Please take your time and collect your thoughts.
Now Angela explains the reasons for the news.
This isn't about job performance.
It's just that Mexican food hasn't been as popular with our Asian clientele as we'd hoped.
We really believed that an all-Mexican restaurant would give a boost to our dining options.
But the numbers don't lie, and the only solution is downsizing.
If you say so.
Zapata's just doesn't bring in the revenue that the other restaurants do, so it doesn't make financial sense to keep it open.
Here, Angela is more specific than she was before.
She tells David that Mexican food wasn't as popular or as successful as the resort had hoped.
When she says the numbers don't lie, she means that mathematical data has proven that Zapata's is unprofitable.
Downsizing or layoffs is the only solution.
When explaining reasons for bad news, it's best to be straightforward and clear, as in the following examples.
People are cutting back on entertainment and restaurants everywhere are shutting their doors.
The big stores offer products and services that we just can't.
There's no way we can compete.
Our sales have been poor, so the company just can't afford a staff this size.
Now let's practice some of the language and vocabulary we've covered today.
First, we'll practice language that can be used to respond to an angry or emotional employee.
You'll hear a question followed by a prompt.
Use the language in the prompt to answer the question.
For example, if you hear, You're letting me go?
What am I going to do?
Take a deep breath.
Collect thoughts.
You can say... We'll play an example answer after each one.
Are you ready?
Let's give it a go.
This is an outrage.
Understand. angry, shock Example Answer I understand why you're angry.
This is a shock for everyone.
I can't believe this is happening.
No.
Huge blow.
All of us.
Example answer.
I know.
It's a huge blow for all of us.
I just don't get it.
I thought I was doing well here.
Bright future unfortunately, career path example answer.
You have a bright future.
Unfortunately, your career path is not here.
I'm so confused about everything Available.
Answer questions.
Example answer.
I'm available to answer any questions you have.
Now let's practice useful vocabulary and idioms.
You'll hear a series of sentences with a word replaced with a beep.
Repeat the whole sentence, saying the missing word.
For example, if you hear... You can say... After each response, we'll play the correct answer.
Let's begin.
Please get to the...
Answer.
Please get to the point.
The new software is certainly a... with the accounting staff.
Answer.
The new software is certainly a hit with the accounting staff.
I think Richard has a bright... in sales?
I think Richard has a bright future in sales.
How long have you worked in the industry?
How long have you worked in the hospitality industry?
Getting to the point responding to an angry or emotional employee and giving reasons for the layoffs.
Be sure to listen to our next episode, where we'll hear more of David and Angela's conversation.
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Thanks for listening and see you next time.
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