Layoff Survivor Guilt or Syndrome impacts Employee Engagement
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
?? A new kind of syndrome becoming commonplace in workplaces: Layoff Survivor Syndrome - This syndrome is often experienced as guilt, #stress depression and/or #anxiety after others in your department or company have been let go.
?? A survivor Guilt/Syndrome is also often seen in the #workplace?when workers are made redundant or laid off, with those who remain feeling guilty that they still have a #job - One-third of employees are affected by this syndrome, according to a #research published by The Myers-Briggs Company
? Also another research published recently by Culture Amp found that Layoff impacts negatively key #EmployeeEngagement indicators although it's not significant:
?? Motivation : -6%
?? Pride: -5%
?? Recommendation: -4%
?? Present commitment : -2%
?? Future Commitment: -3%
?? This is one of the reasons why the employees who survive #downsizing rarely #perform as well as organizations expect them to.
? 74% of employees who kept their job amidst a #corporate #layoff say their own #productivity has declined since the layoff, according to an interesting research published by Leadership IQ using data from 4,172 workers who remain employed following a corporate layoff from 318 companies that have undertaken layoffs in the past 6 months.
Thank you ?? The Myers-Briggs Company Culture Amp Leadership IQ researchers team for these insightful findings:? John Hackston
People Experience Strategist | Board Advisor
1 年Timely conversation. Appreciate the guidance from Dave Ulrich and Nicolas BEHBAHANI for getting this topic out there. I’m working on an article to be posted later this week on my RE:FOCUS HR Solutions Inc. page. I’ve been involved in restructuring, M&A, and consolidation efforts for 20+ years. I got my start in HR through a restructuring initiative. I was not pleased with the way things were done, and have taken great care to ensure that people impacted are dealt with dignity and respect. I’ve been on the other side as well much earlier in my career, being let go. Survivor guilt is real, and handling this with discretion is key to moving the company forward. And we should all commit to working with company leaders to provide support and financial resources for those who experience job loss. Dealing with those who are leaving with care is not only the right thing to do, but begins the process of restoration after a significant event like layoffs.
People experience (PX) specialist - Business psychologist - Delivering business transformation through progressive people practice.
1 年Super interesting food for thought. Thank you for sharing.
Speaker, Author, Professor, Thought Partner on Human Capability (talent, leadership, organization, HR)
1 年Nicolas BEHBAHANI Thanks again for sharing. I have read about survivor guilt in hostile situations, but not seen it applied to organization layoffs, so this is interesting. The data presented remind me that when downsizing, it is important to pay attention to: 1. the process so that all involved understand why downsizing is required 2. the need for fairness so that all involved recognize the criteria for letting people go 3. the pace of doing the downsizing to be bold (and reinforce fair) 4. pay attention to those who leave so that they ca find other opportunities 5. pay attention to those who stay as this research confirms. As this research confirms what one would expect ... those who stay may feel a loss of both colleagues and commitment. 6. redesign work to remove work so that those who stay don't feel punished for having to work of those who left. see post: https://www.dhirubhai.net/pulse/seven-lessons-past-insights-today-managing-people-recession-ulrich/