Overcoming Survivor’s Guilt During Organisational Change

By Converge

Organisational change can happen at any stage of a person’s career. It can happen in any workplace, and when mass redundancies, restructures or job losses are announced, it is common for employees to experience stress, anxiety and apprehension about the unknown.

For those who keep their jobs, there can also be another complicated emotion: guilt. Surviving workplace change when colleagues and workmates have lost their roles can be difficult to process. You may feel relieved, grateful, unsettled, anxious and guilty all at once.

This experience is often referred to as survivor’s guilt, and while it can be challenging, there are ways to acknowledge it, manage it and seek support.

COMMON SIGNS OF SURVIVOR’S GUILT

Guilt

One of the most common emotions people experience when those around them have lost their jobs is guilt. You may find yourself asking, “Why them and not me?” or “Why did they lose their job and I didn’t?”

These thoughts can be difficult to sit with. For some people, guilt can become consuming, and in some cases, it may contribute to mental health concerns.

Stress

Change can make us feel stressed. It is a natural response, whether the change was expected or came out of the blue.

When an organisation announces downsizing or restructuring, stress can quickly rise, especially for those who remain employed while others are leaving. Even when your own role is retained, the uncertainty and emotional weight of the situation can still take a toll.

Anxiety

Anxiety can also surface when change is announced. According to a Northwestern University study, anxiety may not only appear during the change process, but can remain long after the change has been implemented.

For employees who keep their jobs, guilt may show up as anxiety or even a “state of shock”. You may wonder whether more change is coming, whether your role is secure, or what the workplace will feel like moving forward.

TIPS FOR OVERCOMING SURVIVOR’S GUILT

It is okay to feel relief and gratitude

Feeling relieved that you have retained your job does not make you selfish. It is natural to feel grateful for your own security, even while feeling sadness or empathy for colleagues who have been affected.

Try to remember that you were kept for a reason, and that the decision made by your organisation was not personal.

Remind yourself it is not your fault

The decision to make roles redundant was not in your hands, and it was not your fault.

It can help to remind yourself that the situation was outside your control. You did not cause it, and you could not have avoided it.

Be there for affected colleagues

Offering emotional support to colleagues who have lost their jobs may help both you and them. During times of change, some people may appreciate having someone to talk to.

However, it is also important to remember that not everyone will want to talk straight away. Give affected colleagues the time and space they need to come to terms with what has happened.

Reach out for help

If the anxiety, guilt or stress you are feeling does not subside, or if it begins to impact your daily life, it is important to reach out for support. You may choose to speak with your GP, a psychologist or your workplace Employee Assistance Program.

FOR LEADERS

Organisational change does not only affect those who leave. It can also have a significant impact on the wellbeing of employees who remain. Employees need to feel supported throughout the transition, whether they are losing their jobs or staying with the organisation. This may include providing informational resources or directing employees to the workplace Employee Assistance Program.

Acknowledge employees’ emotions

Even when organisational change is necessary and layoffs are unavoidable, the emotional impact should still be acknowledged. Leaders should be empathetic to the situation and let staff know they are supported and can talk if they need to.

Clarify the reasons for the layoffs

Taking the time to explain why the organisation is going through change can help employees emotionally adjust.

It is important to explain why roles are changing or being made redundant, and to clearly communicate that the change is about roles, not people. Understanding that the decision is not personal can make a meaningful difference.

This is also an opportunity to explain the company’s new direction and strategic view for the future, which can help reduce feelings of role instability for those who remain employed.

Listen and answer questions

Employees will naturally have questions during and after organisational change.

Providing opportunities for staff to ask questions, particularly after layoffs have occurred, can help reduce uncertainty and mitigate feelings of guilt.

July 26