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Greetings, comms pros! Let’s take a look at a few news stories from the past week and see what we can learn from them.
1. Judge pauses federal employee resignation program as ambiguity reigns
The Trump administration’s February 6 deadline for “deferred resignation” for federal employees has come and gone after a federal judge paused the initiative, but much uncertainty remains for tens of thousands of workers. This comes amid court battles over the legality of the Elon Musk-led initiative to cut millions of jobs, as the ambiguity of the cuts recalls some of his job slashing following his takeover of Twitter.
When that occurred, he sent around now notorious “Fork in the Road” email.
One look at the U.S. Office of Personnel Management’s website reveals that there’s a webpage about these pending resignations and potential firings with the same name.
This communication has led to widespread confusion among federal staff.
“It’s just chaos, no one is able to do any real work now,” said one employee, who spoke on condition of anonymity. Colleagues were deleting personal documents from their work computers, the person said.
Another worker at the National Oceanic and Atmospheric Administration, who also asked not to be named, said the mood inside the agency was one of fear and confusion. Staff believe they will likely lose their jobs whether or not they accept the offer, the person said.
Between questions about the legality of this downsizing heading to federal court and the confusing messaging accompanying it, it’s plain to see this isn’t a typical buyout situation.
For communicators, it’s important to know how to speak clearly about major change, including layoffs. Be clear in your messaging about what’s happening and why it’s happening. Be graceful toward your employees. But most of all, keep them in the loop. After all, at least some employees will remain behind. Letting them twist in the wind will kill culture and goodwill incredibly quickly, even among those who make it through the job cuts.
 2. Workday lets go of 8.5% of employees amid retooling with AI emphasis
Human resources software provider Workday announced that it’s eliminating 1,750 jobs, 8.5% of its workforce. CEO Carl Eschenbach said in an internal memo that the move was made in the interest of sustaining growth at the company, including automating some processes with AI.
According to the Associated Press:
“As we start our new fiscal year, we’re at a pivotal moment,” Eschenbach wrote. “Companies everywhere are reimagining how work gets done, and the increasing demand for AI has the potential to drive a new era of growth for Workday.”
The juxtaposition of a company that focuses on human resources investing in a non-human resource to help get work done is notable. AI is undeniably changing how we look at the world of work. It can free up employees from more rote tasks and enable them to engage in their roles more creatively.
If you’re a communicator faced with speaking to your employees about AI, especially in situations in which this new tech has caused an organizational shakeup, there are tactics you can take to explain the way forward.
- Show that AI usage drives adoption by employees. The better people know the technology, the more likely they are to use it.
- Reaffirm that people are at the root of your company culture. AI doesn’t make a company what it is — people do. Be sure to remind your employees of this at every possible turn.
- Put guardrails in place to create a sense of comfortability. Creating standards around AI will help normalize it in your workplace. Workday’s statement opens up the potential for employees to interact with AI more going forward within its mention of “better aligning with evolving needs.” Look for other companies to follow suit in getting their people up to speed with this new tech.
3. NFL commissioner says league is better because of diversity
Super Bowl LIX kicks off Sunday evening in New Orleans, and the eyes of the sports and entertainment worlds are fixed on the NFL’s championship game. As DEI efforts in some workplaces are shelved amid executive orders and pressure, NFL commissioner Roger Goodell praised the league’s diversity efforts and inclusive hiring practices, including the “Rooney Rule” that requires the league to interview diverse candidates for open coaching or front-office roles.
“We got into diversity efforts because we felt it was the right thing for the National Football League, and we’re going to continue those efforts because we’ve not only convinced ourselves, I think we’ve proven to ourselves that it does make the NFL better,” Goodell told reporters. “We’re not in this because it’s a trend to get into it or a trend to get out of it. Our efforts are fundamental in trying to attract the best possible talent into the National Football League both on and off the field.”
With the NFL in the global limelight this Sunday evening, it’s interesting to see Goodell’s comments against the backdrop of receding DEI commitments. That’s because in the biggest moment for the sport, football’s leadership is reaffirming the value of DEI to the NFL in the public sphere, as opposed to scaling it back as many other major organizations have lately. The commissioner also emphasized bringing the best talent available into the fold is a top priority.
When thinking about how to communicate your own DEI initiatives, think about how they reflect on your audiences and the employees that make up that organization. Let that determination be your guide.
4. How about some good news?
Have a great weekend comms all-stars!
Sean Devlin is an editor at Ragan Communications. In his spare time he enjoys Philly sports and trivia night. He will be rooting for the Philadelphia Eagles in the Super Bowl this Sunday. Go Birds.