Layoffs, cuts, reductions in force. Whatever the term, planning and executing layoffs is difficult for everyone involved. I’ve personally been the one delivering the news, serving as a secondary party to those conversations, and being the one who received it. There’s planning behind every decision. Meetings take place before anyone is notified. Executives decide whether they can eliminate those positions without limiting the company’s future growth. What happened at ESPN last week was no different than any other media organization.
However, last week exposed some cracks in the armor when it comes to how those decisions are executed.
Ryan Clark found out he was being laid off, or fired if you listened to his explanation of the incident, while he was on the air. Karl Ravech learned his 33 years at ESPN were over because Andrew Marchand of The Athletic called him about it. Stephania Bell, who signed a multi-year extension just last October, reportedly learned her time at ESPN was over through social media.
Those are only three examples that we know of. They also illustrate that ESPN’s need to address change extends beyond just its personnel and talent.
Now, I’m not one to compare a local radio station, where my experience lies, to a global network like ESPN. That comparison is like comparing apples to watermelon seeds. ESPN’s roster are larger, the prestige is greater, and the coverage is far more extensive.
However, the process of conducting layoffs is remarkably similar no matter where you work. Every reduction begins with a number. Once leadership sets the target, executives and managers determine who can be let go while keeping the company positioned for future growth. Then, after weeks of planning, the “hey, do you have five minutes?” texts begin to arrive.
It’s a process. It takes time. It requires everyone involved in the planning and execution to operate from the same playbook.
That didn’t happen this time at ESPN.
Patching The Leaks
No talent should ever learn they’re losing their livelihood while performing for a worldwide audience.
That’s what happened to Ryan Clark. The “hey, you got five minutes?” text was followed by a phone call and being pulled off the air. No explanation to viewers about why he suddenly disappeared from an episode of NFL Live.
Although many questioned why Clark was on the air, reports indicated ESPN didn’t plan to begin the layoffs until Tuesday. Clark was working on Monday. He should have been working on Monday because production teams don’t prepare for leaked information to overtake the day’s content. As far as they knew, it was a normal workday, and they treated it accordingly.
The real question is why the leak happened.
The same can be said for Karl Ravech. A loyal ESPN voice for more than three decades and one of the defining figures in the network’s baseball coverage. He also worked Monday, calling the Philadelphia Phillies’ 10-7 victory over the Los Angeles Dodgers on ESPN. Ravech reportedly learned his time at ESPN was ending through a phone call from Andrew Marchand at The Athletic instead of hearing it from his employer.
Again, the real question is why the leak happened.
Stephania Bell reportedly learned through social media that her time at ESPN was over, less than a year after signing a new multi-year extension. Her social media timeline told her the story before anyone at ESPN did.
Once again, the real question is why the leak happened.
Looking Inward
There are many tentacles to covering the sports media business. Like any professional sports team or major news-making organization, there are layers to the industry. Proper sourcing, collaboration, relationships with executives, talent, agents, public relations professionals, and communications departments all play a role. Anyone blaming good reporting for last week’s layoffs is missing the point.
The issue isn’t that journalists got the story. It’s why those leaks were allowed to happen in the first place. There’s a lesson in this for every company.
At the end of the day, layoffs are never clean, but they should always be controlled. Companies should prioritize managing a process that affects lives, families, and the way shareholders, customers, and the public view the organization.
There is a responsibility that comes with making these decisions, not just in who is let go, but in how the news is communicated. When that control slips and information leaks before leadership delivers the message directly, it doesn’t just create headlines—it erodes trust.
Not only inside the building, but outside of it as well.
No one should criticize ESPN for making difficult business decisions. Every company faces those choices. The criticism stems from how those decisions were executed. When talent learns about its future from reporters, social media, or, even worse, in real time while doing its job, it signals a breakdown in process and leadership. It shows the circle of trust has cracks in its foundation during one of the most important responsibilities any executive faces: treating layoffs with the professionalism people deserve while they lose their livelihood through no fault of their own.
This latest example is something to learn from and be better for the next time. Because, there will be a next time.
The bigger question isn’t why these names, among hundreds of others, were part of the cuts. It’s why ESPN lost control of the message.
Don’t lose yours.
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John Mamola is Barrett Media’s sports editor and daily sports columnist. He brings over two decades of experience (Chicago, Tampa/St Petersburg) in the broadcast industry with expertise in brand management, sales, promotions, producing, imaging, hosting, talent coaching, talent development, web development, social media strategy and design, video production, creative writing, partnership building, communication/networking with a long track record of growth and success. He is a five-time recognized top 20 program director in a major market via Barrett Medi’s Top 20 series and has been honored internally multiple times as station/brand of the year (Tampa, FL) and employee of the month (Tampa, FL) by iHeartMedia. Connect with John by email at John@BarrettMedia.com.