The organization should develop an internal and external communication strategy for layoffs. The more correctly and clearly a firm delivers news to its employees, the simpler it will be for them to see the company's future vision in the aftermath of business upheaval. The communication should be straightforward, so that workers are the first to know and are not swayed by hearsay or doubt. Management must communicate the dissolution message with compassion and empathy. Make sure the managers describe the business reason, the effective date, the terms of the benefits/severance package, the outplacement services given, and the structure of the following steps. I would suggest management inform the remaining staff by responding to their questions, anxieties, and uncertainties. The manager should assist the remaining personnel in adapting to the new design and execution of the system. Managers should assess the preparedness of their workers for change. Overcommunicate with employees about the new system and build a future vision for them and their roles. I feel that suppressing the news will be more detrimental to the organization than being transparent about what is going on. Provide executives with guidance on how to convey the news to clients and the general public