The survivors of a layoff are expected to keep going like emotionless beings (machines). Managers redistribute work or worse, show by their actions or what they say that they had not thought through the consequences of their actions.

Giving time to grieve speeds the healing process and consequently would speed people’s return to productivity. Instead, a manager feeling terribly uncomfortable unable to explain why the decisions were made for legal reasons prattles on saying meaningless words about change, budget or the need to do things differently.

There are certain realities that we live with as corporate workers in 2009.

• There will be layoffs.
• There will be legal constraints on what a Manager can say.
• The layoffs will affect each of us emotionally and mentally to varying degrees.
• Layoff decisions will be political and not based on fairness.
• There will be more work if people are let go in your department.

Given the realities, what can a Manager do?

1. Listen.

Part of the grieving process is for people to express their thoughts and feelings (including venting.) Most employees do not care what the Manager has to say unless it will explain what just took place and assure them of some level of security.

2. Pay attention to what you say.

Your staff will be in a heightened emotional state (afraid, angry…) and will pay attention to what you have to say. If your words indicate poor planning or callousness towards those who have been let go, people will remember. Giving a pep talk is not helpful. Talking about pulling together to get the work done shows a lack of compassion.

3. Show you are in control.

Your staff is feeling varying degrees of upset. If you provide guidance, you will provide a safe haven in the storm of feelings that are going on.

4. Acknowledge that people need to grieve and give them the time to do so without judging them as weak of not team players.

What can you do as an employee?

1. Pay attention to what you are feeling. Ignoring feelings can affect your health. If you are feeling angry or betrayed, it does not make sense to talk to your boss about your feelings. Find someone who cares about you.

2. Pay attention to what the change means to you. It could be the loss of camaraderie or that you need to pay attention to more than your work, or that it is no longer a “safe” place to work.

3. Take time to grieve in whatever way works for you. Intense exercise or work in the garden can be very effective with anger.

4. Assess your situation and take action. Determine whether you want to stay or leave. If you choose to stay, determine what you can do to strengthen your position with those in power and those making the decisions.

5. Develop your political skills.