|
The ranks of the guilty are growing in Hamilton. Not the convicted type, but the type left behind after layoffs hit their workplaces.
"Survivor guilt" used to be associated with those who lived through combat, natural disasters, crime or other traumatic events that killed other people.
Survivor guilt is not recognized as a specific diagnosis of mental illness, but considered a significant symptom of post-traumatic stress disorder.
It was first found among Holocaust survivors.
.
But now it's also widely apparent among those left working after layoffs. And given that many local companies have resorted to layoffs recently (The Spectator's job loss tracker estimates close to 5,000 people have lost their jobs in Hamilton since last fall), it's clear that many employed Hamiltonians are coping with anxiety, grief and guilt.
"People are left looking over their shoulder, wondering if they're next," said Fred Hopkinson, president of human resources consultancy Career Partners International in Hamilton.
"In some ways, the people released are better off than those left behind because fear of the unknown is the greatest problem."
After surviving a layoff, help others, don't burn out
* Make yourself indispensable. Focus your efforts on projects that help boost your firm's bottom line. Take courses to learn skills that allow you to contribute in new ways.
* Build visibility. In uncertain times, it's important to be noticed for the right reasons. Volunteer for projects that no one wants to tackle or that fall outside your job description.
* Adapt to change. Managers appreciate employees who can roll with the punches and maintain productivity when faced with adversity. Demonstrate your ability to stay positive, motivated and focused on doing good work.
* Avoid the rumour mill. While increased water cooler chatter is inevitable after layoffs, avoid contributing to the gossip. Also, don't believe everything you hear.
* Be generous with praise. After downsizing, employees may begin to doubt their abilities and question their own future with the company.
* Reach out. Offer assistance to those who have experienced a job loss by introducing them to your professional network and helping them with their job search.
* Look out for yourself. Layoff survivors often experience increased workloads, which can lead to burnout. Talk to your manager about setting priorities, delegating projects or bringing in temporary professionals.
Source: Administrative staffing firm OfficeTeam
Maybe you avoid talking to a laid-off colleague because you don't know what to say. Maybe every time an e-mail arrives from your boss, the pit of your stomach churns.
Perhaps you watched a loyal, laid-off employee being unceremoniously escorted out of the building and feel resentment towards your bosses or the company. Those negative feelings hit the bottom line, lowering productivity, boosting absenteeism and increasing worker turnover.
"After a round of layoffs, there is a tendency to feel relief if you still have your job, and that relief is coupled with guilt for feeling the relief," said Aaron Schat, who teaches human resources at McMaster's DeGroote School of Business.
There is a sense of grief for colleagues and friends hit by layoffs. Then there's the feelings of anxiety and helplessness. "Often these decisions are or seem arbitrary. People think, 'it could have just as easily been me or it should have been me,'" said Schat.
And as the economy seems to spiral downward, workers will continue to worry about their own security, says Schat. They'll wonder how layoffs will add to their own workloads or change their own enjoyment of the workday as friends leave, he says. And a job goes well beyond income. It's a source of identity and an important social network. Layoff survivors may even envy their dismissed colleagues for getting out of a declining company and getting a chance to do something else.
Emotions are only ramped up if an employer mishandles the layoffs by appearing to be unfair or unfeeling or failing to reassure those left behind.
"If a colleague who has been dedicated to the company is dismissed out of hand or not shown compassion, that builds resentment among those leaving and those staying," said Schat.
If the layoffs seem ill-considered or hasty and not part of a clear, long-term plan for the company's future, existing employees may just start dusting off their resumes. Lynn Lochbihler and Doris Lowell are two of the busy partners at Hamilton's HR-Fusion, which specializes in helping companies and employees cope with layoffs and terminations. In sectors like manufacturing, layoffs are an expected part of the game for workers, they say. But many white- and pink-collar workplaces are facing job losses for the first time.
It's critical that employers handle the displaced employees with respect and dignity and offer all the information and resources they can, says Lowell.
Many employers hire outside human resources experts to offer support to laid-off workers. But many don't bring in professional help for remaining staff. Lochbihler says there must be an immediate and reasonable plan to reallocate the work and an effort to reignite some sort of team spirit.
"Those remaining are left with the responsibility to keep the ship afloat for the sake of the future of the company, their laid-off colleagues and the community. There's a lot of stress in that."
mmacleod@thespec.com
905-526-3408
Credit: The Hamilton Spectator
Reproduced with permission of the copyright owner. Further reproduction or distribution is prohibited without permission. |
