The hardest part of this conversation isn't the news itself — it's the fact that they already sense it coming, which means every word you choose before the actual announcement will either build trust or confirm their worst fears. Begin by requesting a private meeting with no preamble that signals urgency — a simple "Can we connect at 2pm today? I'd like to speak with you privately" is enough. When you sit down, don't open with small talk. Acknowledge the room: "I know you may have sensed that something has been shifting, and I want to be straightforward with you." Then deliver the news in one clear sentence: "Your role is being eliminated as part of a company restructuring, and your last day will be [date]." Do not soften or bury this sentence — drawn-out preambles feel manipulative in retrospect. After delivering the news, stop talking. Let them respond. Whatever their initial reaction — silence, anger, or tears — your job is to hold steady and not fill the space with justifications. Once they've had a moment, move to the practical: severance details, reference commitments, and timeline for transition. Avoid phrases like "this was a hard decision" (it centers your feelings) or "I'm sure you'll land somewhere great" (it's dismissive). Instead say: "I want to support your transition in every way I can — let's talk about what that looks like." Your goal isn't to make this painless — it can't be. Your goal is to ensure they leave that room knowing they were treated with full respect, and that you are a leader they can trust even when trust is hardest to earn.