For a company-wide layoff, I would most likely chose face-to-face communication. This is because the news is sensitive, and would most likely upset a lot of people. If this could be explained individually, I would chose so. Otherwise, I would gather people for a conference where I explain such a situation.
A company picnic is not as serious, so I would communicate this through email or a newsletter. Finally, for a change in how people perform their tasks, I would require each supervisor to explain all the details carefully to each person and guide them through the transition.
If I wanted to communicate nonverbally with my team, I would try to be present as much as possible. Moreover, I would also listen carefully to their complaints and suggestions.
As a leader of the company, I think the best way to convey an impending company-wide layoff
Is a face to face communication. This is because, you are telling this people that they will be losing their jobs, which is very serious, I think the best way to do that is to tell them face to face.
As that of the company's panic, it is not a sensitive case, you can send messages to their mails or through the newsletter.
Lastly, since I want communicate with the subordinates about new corporate quality goals and i will require significant changes in how the subordinates are performing, I can easily convey it to heads of each department, and tell them what is needs to be done. If I want to communicate with my team nonverbally, think I should try and listen to their complain and suggestions and replying them specifically. These will make them feel that they are recognized and acknowledged. Which will increase the sense of team work and make them have trust in the leadership.
