1. THE NEGATIVE NEWS

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

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

4. PLANNING BAD NEWS MESSAGE
ANALYSIS  MOST IMPORTANT

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

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

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

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

9. 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 !

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

11. 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

12. THE INDIRECT APPROACH
BUFFER
REASONS
BAD NEWS
POSITIVE CLOSE

13. 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

14. 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

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

17. STATING THE REASONS
THE GOAL IS TO
EXPLAIN WHY BEFORE WHAT

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

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

20. 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 ”