People Inc. CEO notes ‘rapid changes’ in media in job cut memo; Canva chief gets thorough in layoff note to employees

Greetings, comms pros! Let’s take a look at a few news stories from the last week and see what we can learn from them. This week, we’re examining three different approaches to layoff comms.

1. People Inc. CEO cites hires in layoff memo when talking about company outlook

People Inc. CEO Neil Vogel announced in a memo to staff that the company is laying off 195 people, mainly in its print and legacy media verticals. In the memo, which Variety obtained, Vogel said the company had scheduled one-on-one meetings with affected employees. Citing “rapid changes” to the media landscape, Vogel also touted People’s hires this year as a positive sign amid the cuts. 

We remain optimistic about our businesses and confident in our plans. We’ve added 320 new employees so far in 2026, expanding our talent and capabilities across the company, and we plan to continue making meaningful investments in 2027.

Vogel’s note supports the company’s optimism with two points: The 320 hires this year and the investments planned for 2027. But it doesn’t say which parts of the business those hires joined or what the investments will fund. If your leaders cite hiring or future investment in a layoff message, get those specifics before the memo goes out. Put what you can in the memo, and give managers the rest so they have something concrete to say. They’re one of your best channels for helping translate information from the top, even when it’s tough.

2. Canva CEO details the reasoning behind cuts in memo

In a memo published to the company’s website, Canva CEO Melanie Perkins announced changes that will affect 1,271 employees, or 22% of the organization. Perkins wrote that some will have their roles changed or be asked to relocate to centralized hubs, while others will leave the company. The memo doesn’t say how many people fall into each group. Those leaving will get at least six months of salary and can keep their company MacBooks. She also laid out what will happen over the rest of the week. 

We also want to give everyone the time to process this news and say goodbye in their own way. Everyone leaving Canva will continue to have access to Slack and Gmail until the end of the week, so they can choose when and how to share the news with their teams. This means you may not know exactly how your team is changing straight away, and we ask everyone to respect the privacy of those having these conversations. Leads will share more about the changes to different areas by the end of the week.

For internal communicators, one of the most useful details in Perkins’ memo is that it tells the people staying how and when they’ll learn about changes to their teams. The decisions behind that, like how long departing employees will still have access and when leads follow up, usually sit with leadership, HR and IT. But internal comms can ask for those answers before the memo is drafted and make sure  they’re included when possible. The more information you’re able to share amid major shifts, the more likely the messaging is to get people on board.

3. Squarespace’s top exec points to its operating model as the reason for layoffs

In a memo obtained by Business Insider, Squarespace CEO Anthony Casalena wrote that the company is laying off nearly 300 employees, or 19% of its workforce. The memo outlined next steps and support for affected employees, while also noting that the move  was unrelated to a specific cost-cutting measure. 

The way we need to work is changing faster than at any point in our history, and our operating model must adapt for the modern era. This means smaller teams, more player coaches, and a simplified organizational structure. This is not an exercise designed to reach a financial target — it is about reshaping our organization around how we need to work going forward.

Casalena doesn’t leave employees guessing about whether the layoffs are about specific financial aims and makes it quite clear that the cuts are about an overhaul in the company’s operating model. The company’s operating model is likely directly tied to financials, but Casalena’s communication attempts to create clarity for employees in a time of uncertainty. When leaders say something needs to change, the more they can share about what that change looks like for employees’ future, the better.

4. How about some good news?

• A California woman became the first person to swim the Golden State’s entire coastline. 

• Scientists have figured out how to replicate color-changing glass from Ancient Rome after centuries of mystery. 

• A group of elderly history enthusiasts in Scotland discovered the ruins of a medieval monastery. 

• Ragan Training is an excellent place for communications professionals to find inspiration and valuable resources. 

• You should be rewarded for your work. Find out how to earn an award here! 

Sean Devlin is the senior internal communications editor at Ragan. You can connect with him on LinkedIn here.