By

Catherine Ngo

Content writer, presenter and podcaster

When redundancies occur, it's common to focus on compliance and how to support departing employees in their job search, such as providing positive references, outplacement services, and perhaps a farewell lunch.

However, what happens to the employees who remain employed? Is there support provided? The initial reaction to keeping one's job is usually relief, but feelings of uncertainty, grief, sadness, and guilt soon kick in.

Enter survivors’ guilt 

Survivor's guilt is a term used to describe the experience of people who feel guilty for surviving a traumatic event when others around them did not. In the workplace, this phenomenon manifests as employees feeling guilty for continuing their jobs while colleagues, including close friends, are laid off.

In addition to feelings of guilt, these employees often experience decreased motivation and morale – all while reporting feeling overworked and discontent with their organisation. It's all the hallmarks of 'quiet quitting'.  

Layoff survivors typically report being overworked because they also have to perform the tasks their laid-off counterparts used to perform. 

What can HR do? Start with a clear communication strategy. 

How can HR professionals and business leaders combat the adverse effects of downsizing? Minimising the impact starts with a clear communication strategy prioritising authenticity and transparency. 

Creating a clear and concise communication plan is crucial to avoid misunderstandings and inconsistent messaging. A lack of transparent and prompt communication can increase anxiety among employees about changes or decisions that might impact them. A well-defined communication plan helps prevent employees from learning about organisational redundancies through rumours or social media, ensuring they receive accurate information from official sources.

Open communication with staff at all levels is vital to mitigate feelings of uncertainty and build trust. Leaders must be honest about the reasons for layoffs, ensuring they were necessary, conducted fairly, and treated individuals respectfully. 

Recognise the signs of survivor guilt

During the post-layoff period, leaders and managers must be vigilant in identifying signs of survivor's guilt among employees. Some common symptoms include difficulty sleeping, irritability, lack of motivation, and physical ailments. Employees experiencing survivor's guilt may feel disgruntled and distrustful of the company. 

Survivors may question, "Why not me?" and find it difficult from a psychological point of view to move forward – leaving them feeling 'stuck'. Leaders must ensure that employees left behind are fully supported by making them aware of available support, such as an Employee Assistance Program (EAP) or other counselling services. 

Providing employees with the time and space to process their emotions is essential to prevent the adverse effects of survivor's guilt.

Keep communication channels open

One key reason communication remains critical is that surviving employees can wonder, "When will the next lot of redundancies happen again?" It is also not uncommon for employees who survive a restructuring to seek alternative employment to 'get out before they lose their job'. Alternatively, they may want to leave because they disagree with the business decision. 

In addition to team meetings, regular one-on-one catch-ups between employees and managers allow for open dialogue and support. Transparent communication from leaders can address negative rumours and provide clarity on expectations.

Over to you

As leaders and HR professionals, the redundancy process can be emotionally taxing, but it is also a necessary part of the role and the business lifecycle. Regardless of experience, the weight of such conversations can linger. While we cannot always prevent redundancies, HR professionals can choose how to approach these life-changing discussions and support those who remain.

More information 

My Business Workplace has the documents to help you with redundancies;

Catherine Ngo

Content writer, presenter and podcaster

Catherine is passionate about unravelling the latest news and insights to help HR managers, business owners, and employers.