(Wulan) Ranny

What I did in the past when dealing with the crisis: 1. Set Up Dedicated Channels: Establish dedicated channels such as hotlines, social media direct messaging, and a website contact form to gather feedback and concerns. Actively listen through these official channels to gain valuable insights. 2. Choose the Most Effective Channels based on your company’s stakeholders. As an example: Press Release, Email, or Social Media 3. Simultaneous Distribution: Distributing statements to the media and on owned channels (such as social media and newsletters) is important. Make leaders available for quotes or comments and, pause other proactive campaigns. Consistent messaging and adaptability are key and adjust your approach as needed

Additional from me: 7. Personalize the Message. This shows respect for each individual and acknowledges their unique contributions to the team. 8. Be open to providing reasoning behind the layoffs IF Possible. 9. Provide information about resources such as job placement services, career counseling, or mental health support. This can help ease the transition for those affected. Layoffs are tough for everyone involved. make sure you also prepared.

A few more aspects to consider, in my POV: 7. Leadership Skills : show ability to lead and manage a team effectively. 8. Problem-Solving Abilities : Show ability to identify, analyze, and solve problems. 9. Agility : Since business world is constantly changing, employers value employees who can adapt to new situations and challenges. 10. Continues Learning : Show commitment to learn and grow professionally.

my additional: 7. Maintain Empathy. approach the conversation with understanding and empathy to keep it constructive and prevent it from becoming confrontational. 8. Use "I" Statements rather than "you" statements can help to prevent the employee from feeling attacked. (i.e "I noticed that..." instead of "You did..."). 9. Feedback should be a two-way street. Encourage them to express their thoughts and feelings about the feedback. 10. Provide Clear Expectations in the future and how improvements can be made. 11. Recognize and acknowledge Improvement to motivate your employees to continue their efforts. 12. Keep it Private, respect the employee's dignity.

A few more that could be important, in my version: 7. Cultivate Curiosity for lifelong learning that keeps you open to new experiences and ideas, and helps you to maintain a sense of enthusiasm and interest in your field. 8. Learning is a journey with its ups and downs, be resilient. 9. Critical Thinking skills,as it helps you to make informed decisions and solve problems effectively. 10. Stay Updated with Industry Trends to stay relevant and competitive. 11. Seek Feedback and Learn from Mistakes 12. Prioritize Health and Well-being Don't forget to make consistent progress over time. Happy learning! 😊

My version: 1. Invest in Training, mentoring, coaching and Development by identify the specific gaps. 2. Seek Complementary Skills , their skills that compliment ours, so its more to completing each other as a team 3.. Collaborate with Advisors or Consultants (external) who can fill the skill gaps. 4. Rather than committing fully from the start, consider a trial period. Work together on a smaller project to assess compatibility and skill development and Gradually increase the partnership's scope. Remember that successful partnerships are built on trust, communication, and discussion over expectations, address skill gaps, and adapt as needed to create a mutually beneficial collaboration. 🌟