"If you set your own agenda, and don't allow others to dictate your pace too much, you will have much more time to be calm." Little Book of Calm.
Unfortunately people are loosing their jobs. The fact is that redundancies and other cost reduction methods, can only work if those remaining raise their game. But, all too often organisations have not considered the impact of the changes on the surviving workforce, and "survivors syndrome" can seep into the organisation.
Relief. "thank God it's not me"..
Guilt. "did I really deserve to keep my job",
Envy. "that's a huge severance settlement, I wish I'd left".
Resentment. "I'm sick of doing all this extra work for the same pay".
How to manage the situation carefully?
This requires the organisation not only helping those leaving to find new work so that they stay motivated to perform and complete important handover activities, but also re engaging survivors and demonstrating that, while painful, the changes will ultimately make the organisation stronger and their jobs more secure and rewarding.
Source:
James Fitzsimons MCIPD
Managing Director, LCG LifeChanges Global
Email: jamesfitzsimons@lcglifechanges.com
Web: www.lcglifechanges.com