When Your Job Remains Secure in Times of Restructures and Redundancies. During difficult economic conditions, restructures and redundancies become increasingly common as organisations grapple with balancing the books. While those who lose their jobs face obvious challenges, there's a lesser-discussed phenomenon affecting those who remain employed within the organisation: survivor's guilt.
Survivor's guilt, perhaps most commonly associated with natural disasters, accidents, or war, can also occur in the workplace when employees feel a sense of guilt or distress for retaining their positions while colleagues lose theirs. This emotional response, though often overlooked, can significantly impact both an individual's wellbeing and job performance, and the collective vibe of the organisation.
As organisations continue to evolve and adapt to economic pressures, more employees find themselves grappling with these complex emotions. Whether you're experiencing this guilt firsthand or managing a team that might be affected, understanding this phenomenon and addressing it head-on is crucial in supporting both individual and organisational wellbeing during times of transition.
Understanding Survivor's Guilt in the Workplace
Survivor's guilt in the workplace is a complex psychological response rooted in our innate sense of fairness and empathy. To fully grasp this phenomenon, let's break it down:
Psychological Foundations
Survivor's guilt stems from our natural tendency to seek equity and justice. When we perceive an imbalance - in this case, keeping our job while others lose theirs - it can trigger feelings of discomfort and guilt. This reaction is closely tied to our capacity for empathy and our social nature as humans.
Individuals experiencing workplace survivor's guilt often report thoughts such as:
- "Why was I spared when others weren't?"
- "Do I really deserve to keep my job?"
- "I feel guilty for feeling relieved it wasn't me."
These thoughts can be accompanied by emotions like:
- Anxiety about future job security
- Sadness or grief for departed colleagues, especially where friendships exist inside or outside of the organisation
- Shame or unworthiness
- Confusion about mixed feelings of relief and distress
Impact on Performance and Wellbeing
Survivor's guilt can have significant effects on both personal and professional life. Productivity may decrease due to preoccupation with guilty feelings (with this decrease in productivity further adding to this guilt). There can be a reduction in job satisfaction and engagement, as well as a hesitancy to take on the responsibilities of those who left. Relationships with remaining colleagues can become strained, especially where feelings of resentment and blame may exist.
All of this can add up to increased stress and a higher potential for burnout. This can be a particular issue for organisations who were perhaps already under resourced prior to restructuring and where high rates of fatigue and burnout were already present. The further loss of capacity out of the organisation might represent the start of a domino effect.
Recognising and understanding these symptoms is the first step towards effectively managing workplace survivor's guilt and maintaining a healthy, productive work life during a challenging time.
It's important to note that the intensity of survivor's guilt can vary greatly among individuals. Factors such as personal relationships with laid-off colleagues, one's perceived value to the company, and individual personality traits all play a role in how strongly one might experience these feelings. Indeed, in some instances staff morale and productivity may increase and there can be a galvanizing effect of everyone being in it together.
Unpacking the Roots of Workplace Survivor's Guilt
Understanding the underlying causes of survivor's guilt can help individuals and leaders better navigate these complex emotions. Here are the key factors contributing to this phenomenon:
Empathy for Former Colleagues
Strong bonds often form in the workplace, making it difficult to witness colleagues lose their livelihoods. Imagining the hardships faced by laid-off coworkers can trigger feelings of guilt in those who remain.
Perceived Inequity
The belief that all employees worked equally hard can lead to questioning why some were let go and others weren't. This perceived lack of fairness can create internal conflict and self-doubt.
Fear of Increased Workload
The anticipation and anxiety of having to take on additional responsibilities without extra compensation can breed resentment. This added stress might make one feel guilty for not being grateful just to have a job, whether such sentiments are expressed explicitly or not.
Uncertainty About Future Job Security
Witnessing layoffs can shatter the illusion of job stability. The constant fear of "being next" can lead to guilt over feeling insecure when one still has a job.
Impostor Syndrome
Some may question their worthiness to keep their position, especially if they perceive others as more qualified or experienced. This self-doubt can intensify feelings of guilt and inadequacy.
Guilt Over Feeling Relief
Feeling relieved about keeping one's job, followed by guilt for experiencing that relief. This emotional conflict can be particularly distressing and confusing.
Cultural and Personal Values
Individual upbringing, cultural background, and personal values around fairness and community can intensify feelings of guilt.
Previous Experiences
Past experiences with job loss or growing up in an economically unstable environment can amplify survivor's guilt.
Understanding these underlying factors is crucial in addressing and managing survivor's guilt effectively. Recognising which of these resonates most strongly can help individuals target their coping strategies more precisely.
Tackling Survivor's Guilt: Problem-Focused Coping Strategies
While survivor's guilt is a natural response, there are practical steps you can take to manage these feelings constructively. Problem-focused strategies aim to address the source of stress directly by channelling your energy into positive actions.
Channel Your Energy into Positive Productivity
During this transitional period, focus on maintaining a sense of purpose and progress. Set clear, achievable goals for yourself and negotiate taking on tasks that align with your skills and interests. This approach can give you a sense of agency and contribute more to the organisation overall. Seek clarity on your role by discussing your responsibilities and expectations with your manager. Understanding your place in the restructured organisation can reduce uncertainty and guilt.
Invest in your professional development to broaden your skillset and increase your value as an employee. This can help alleviate fears about future job security. Remember, if you're struggling with your workload, communicate openly with your superiors. Honest dialogue can lead to solutions and prevent burnout.
Support Former and Remaining Colleagues
- Offer references or introductions for laid-off coworkers
- Share job leads and networking opportunities when possible
- Maintain professional relationships; your network might help them in the future
- If you're in a leadership position, ensure fair treatment for remaining staff
- Speak up about workload distribution and resource allocation if issues arise
Foster a compassionate and collaborative attitude among remaining colleagues. Organise team-building activities or informal check-ins to boost morale and support. If you find yourself coping better than others, use your skills to help them find balance and perspective. These acts of service can not only help your colleagues but also aid in your own processing of the changes.
Remember, these strategies aren't about dismissing your feelings, but about channelling them into productive actions. By focusing on what you can control and actively contributing to your workplace and community, you can gradually alleviate feelings of guilt while fostering personal and professional growth.
Nurturing Emotional Well-being: Emotion-Focused Coping Strategies
While problem-focused strategies address external factors, emotion-focused techniques help manage the internal emotional response to survivor's guilt. These approaches focus on processing and regulating your emotions:
Self-Compassion and Mindfulness
Practice self-compassion by acknowledging that your feelings are valid and normal. Treat yourself with the same kindness you'd offer a friend in a similar situation. Incorporate mindfulness and stress reduction techniques into your daily routine. Regular meditation or deep-breathing exercises can help you stay grounded in the present moment, reducing anxiety about the future.
Seek Support and Express Emotions
Don't hesitate to talk about your feelings with trusted colleagues, friends, or family members. If guilt persists or intensifies, consider professional counselling or therapy. Emotional expression is crucial - try journaling about your experiences or engage in positive creative outlets like art or music to process your feelings.
Reframe Thoughts and Practice Gratitude
Challenge negative self-talk with more balanced perspectives. While acknowledging the difficulties others face, focus on gratitude for your current situation. Use positive affirmations to remind yourself of your value and contributions, countering feelings of unworthiness.
Self-Care and Connection
Maintain a healthy work-life balance and prioritize self-care routines. Ensure you're getting enough sleep, exercise, and nutritious food to support your overall well-being. Connect with others who are experiencing similar situations through support groups or online forums. Sharing experiences and coping strategies can provide valuable support and understanding.
Acceptance and Boundary Setting
Accept that some factors are beyond your control but commit to making the most of your current position and opportunities. While staying informed is important, set boundaries on consuming news about layoffs and economic downturns, as constant exposure can exacerbate feelings of guilt.
Managing emotions is an ongoing process. It's normal to have ups and downs, and different strategies may work better at different times. Be patient and compassionate with yourself as you work on your emotional well-being alongside your professional responsibilities. The key is consistency and self-kindness in applying these strategies.
Long-term Perspective: Growth and Resilience
While challenging, surviving organisational restructures can lead to personal and professional growth. The experience can enhance empathy and leadership skills, increase resilience, and clarify career values. It may also lead to skill diversification as you take on new responsibilities and strengthen your professional network as you maintain connections with former colleagues.
By viewing this experience as an opportunity for development, you can transform a potentially negative situation into a catalyst for advancement. Remember, growth often comes from navigating difficult experiences, and overcoming survivor's guilt can help you emerge stronger and better prepared for future career challenges.
While survivor's guilt is a complex and often overlooked aspect of workplace restructures, understanding and addressing it is crucial for both individual and organisational wellbeing. By recognising the signs, understanding the causes, and employing effective coping strategies, you can navigate this challenging period with resilience and empathy, potentially emerging with enhanced skills and a clearer perspective on your career journey.
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