As a manager or someone in a leadership role, firing an employee, denying them a bonus, or giving news about a budget cut is never a fun conversation.

Navigating these difficult conversations well, is a defining characteristic of being a great leader.

Learning how to deliver bad news in a good way can help you soften the blow to your employee(s), and decrease the backlash you might receive.

At the same time, it’s important to remember that each company’s situation is going to be different. Startup managers could have a unique, tight-knit relationship with their team members, which could differ significantly from Fortune 500 companies. Still, several basic principles apply across the board.

Follow these 5 tips and deliver the worst news in the best way possible:

Prepare for the conversation

Before you open any dialogue, ensure you understand the rationale behind the decision and who was consulted on it.

Although you may disagree with the decision itself, it’s important that you be confident in your understanding. If you are able to explain to your employee(s) how the decision was made, this will help your case! People are more accepting of an unfavorable outcome if they believe that the decision-making process was sound.

Be direct and specific

Get straight to the point – Don’t beat around the bush or sugarcoat your main message.

For example, if you are giving serious news like the budget of your department being cut, watering down the message could mean your team won’t understand the goal or the severity of what you are saying.

As well, be careful not to elaborate too much.

While you may have a personal relationship with your employee and it could feel natural to give more details to console them, explaining things in detail detracts from the principal message and prolongs the conversation. It also opens the door to more questions which you may not be at liberty to answer.

Allow for venting, not debate or negotiation.

Regardless of the news you’re delivering, remember that you’re dealing with human beings and it’s important to show empathy – let your team vent! Don’t stifle their natural reactions.

Once the dust has settled and you’ve let people voice their opinions, remember to be firm with your or upper management’s decision. Giving your team the opportunity to negotiate or argue with the decision sends mixed messages

Provide a learning opportunity

Even If you’re letting someone go, use the conversation as a chance to help your employee learn from their mistakes and better themselves.

If it’s a team-wide issue, the conversation can be a platform for you to reiterate company goals, tell your employees how much you value their work, and keep them engaged.

Look ahead

One of the most important but also overlooked steps of delivering bad news – give a silver lining! As a leader, you need to communicate how you and your employees will move forward.

Giving bad news to any employee or team is never easy, especially if it involves letting a team member go. If you’re planning on firing someone soon, it’s important you have all your bases covered. Check out our FREE Employee Departure Checklist below to guide you through the process!