THE NEGATIVE NEWS

BAD NEWS WE DON’T LIKE GETTING IT ! WE FIND IT HARD TO GIVE !

BAD NEWS HOW DELIVERED MATTERS MORE THAN THE NEWS ITSELF A NO WITHOUT A REASON HURTS MORE

PLANNING BAD NEWS MESSAGE ANALYSIS  MOST IMPORTANT

PLANNING BAD NEWS MESSAGE GATHER ALL FACTS TO SUPPORT YOUR NEGATIVE DECISION

WRITING BAD NEWS MESSAGE DEFINING THE MAIN IDEA THOROUGH & LOGICAL INDIRECT / DIRECT PATTERN SPECIAL ATTENTION TO WORD CHOICE

COMPLETING BAD NEWS MESSAGE REVISION CONCISE & CLEAR MESSAGE NO MISUNDERSTANDINGS SENSITIVITY

SENSITIVITY ? THEY HAVE BEEN TAKEN SERIOUSLY AGREE THE NEWS IS FAIR & REASONABLE

5 GOALS OF B N MESSAGES CONVEY THE BAD NEWS GAIN ACCEPTANCE MAINTAIN GOODWILL MAINTAIN A GOOD IMAGE OF UR ORG. REDUCE / ELIMINATE FUTURE CORRESPONDENCE VERY EASY TO ACHIEVE !

AUDIENCE CENTERED TONE ITS NOT WHAT YOU SAY BUT HOW YOU SAY

YOUR TONE HELPS THEM TO Accept you bad news is a firm decision Understand your decision was fair Remain well disposed toward your business Preserve their PRIDE YOU ATTITUDE  THE KEY

THE INDIRECT APPROACH BUFFER REASONS BAD NEWS POSITIVE CLOSE

BUFFER? A NEUTRAL LEAD-IN TO BAD NEWS APPRECIATION FOR BEING THOUGHT OF YOUR ATTENTION TO THE REQUEST COMPLIMENTS THE READER YOUR UNDERSTANDING OF THE READER’S NEED

WRITING THE BUFFER BASED ON THE PERSON’S STATEMENTS AVOID SAYING NO AVOID THE KNOW-IT-ALL-TONE “ You should be aware…….” AVOID APOLOGIES  Weakens your firm decision

EVALUATING YOUR BUFFER IS IT PLEASANT ? IS IT RELEVANT IS IT NEUTRAL  NEITHER NO NOR YES DOES IT PROVIDE A SMOOTH TRANSITION REASONS

STATING THE REASONS THE GOAL IS TO EXPLAIN WHY BEFORE WHAT

TACTFULL REASONING HIGHLIGHT HOW YOUR NEGATIVE DECISION BENEFITS YOUR READERS NOT YOUR COMPANY ENOUGH DETAIL FOR YOUR REASON TO BE UNDERSTOOD BUT ….. CONCISE TOO

TACTFULL REASONING DON’T HIDE BEHIND COMPANY POLICY “ The company policy forbids our hiring anyone who does not have two years’ management experience”

TACTFULL REASONING DON’T HIDE BEHIND COMPANY POLICY “ Because these management positions are too challenging our HR has researched the qualifications needed to succeed in them. The findings are that a bachelor’s degree and two years’ supervisory experience are the two most important qualifications ”