Were your colleagues dismissed? Learn how to deal with “Survivor Syndrome”

Business News and Social Media are full of dismissal ads around the world. In 2024, only the technology sector dismissed almost 130,000 employees. Although technology has been severely hit, other industries have also suffered radical job cuts.

Companies often ignore the negative impacts of change on those who remain after a resignation. The emotional, behavioral and psychological reactions of these employees were characterized as “survivor syndrome in the workplace”, a term that lends their name of psychological studies linked to survival to a disastrous or highly traumatic experience.

If you are a resignation survivor, how can you recover the sense of control over your professional life? Once you have a solid understanding of the challenges you are facing, you can take steps to sail your new work situation with clarity and confidence. Here are some specific challenges you can face:

Emotional whip

Survivors of layoffs can see themselves sailing in a sea of ​​emotions that can unexpectedly change overnight. On the one hand, you can experience happiness, gratitude and relief because you have been chosen to remain. At the same time, you can also deal with a deep sense of guilt for having a job when others lost their own and mourn the departure of close colleagues and the organization you thought you knew. You may feel exhausted as you struggle to reconcile and manage these conflicting emotions (for example, “I should be thrilled, but I don’t feel that way”).

Overload of uncertainty

Uncertainty and anxiety about the future can be intensified for those who remain (and even more for remote workers). You may have questions about clarity of functions, organizational direction, job security and “what’s next?” As a survivor, you might ask yourself: What will my future be like here? Do I still fit in this new version of the organization?

In the wake of layoffs, restructuring can lead to ambiguous reporting lines and unfast responsibilities. Some survivors experience an uncontrollable increase in papers, replacing team members. Others must reverse to functions that do not fully capitalize on their skill sets, risking less engagement and performance.

This uncertainty may seem paralyzing, as it directly challenges the underlying human need for predictability and control, leading to a drop in motivation and satisfaction at work and decreasing confidence in leadership.

Social tension

For survivors, sailing the social dynamics of a reduced workplace can be as challenging as managing their internal turbulence. Questions like “How are you doing?” or comments like “you are so lucky to have your job” can inadvertently reinforce feelings of isolation, guilt or resentment. You can also feel judged by colleagues.

Pressure to perform

Regardless of their history, layoff survivors often feel a tacit expectation of “gaining” their place in the organization, especially when the functions were consolidated or the resources are scarce. This pressure can manifest in excess work, perfectionism or a sick impulse to meet impossible expectations.

How to navigate the consequences of layoffs

Facing the consequences of layoffs may seem overwhelming, but it also offers survivors the opportunity to navigate during this period with intentionality and resilience. In addition, it can give you a rare chance of becoming an architect of the new organization. By recognizing the challenges and taking proactive measures, you can recover a sense of control and purpose.

Here are four essential strategies to help you advance the first weeks after the announcement:

Acceptance

The first step in surviving survivor syndrome is recognizing that your feelings and experiences are valid, whether positive or negative. Self -awareness is critical to understanding how these factors are affecting their mindset and behavior. Reflect on challenges – emotional turbulence, uncertainty, strange social dynamics or performance pressures – and identify which scary for you. This reflection helps to avoid the suppression of emotions that, if not treated, can accumulate over time. Writing a diary, talking to trusting colleagues or seeking guidance from a mentor can help you process and prioritize your challenges.

Assessment

Set a balance of your current reality. What emotions are present in you, your team and the place of work in general? How is the organization? Reflect on your own role. How has it changed? What is the new “work to be done”? What are the implications for you?

Investigate the priorities of the organization. Ambiguity thrives after layoffs, so do not hesitate to proactively seek the information you need. Your manager or leadership team may not have all the answers yet, but identify and observe gaps in your own understanding, whether about changes in your function or team, subordination lines or the general strategic direction of the company. Involve in dialogue with your manager or leadership team to understand how your function fits into the company’s revised strategy and how success is in this new context. Proactive engagement will signal your commitment to the new strategic direction and help you align your goals with those of the organization.

Reinvention

Although changes may seem discouraging, amid turbulence, there is often an opportunity to innovate or contribute significantly to the future of the organization. Use this time to reflect on your own value and objectives proposal within the new organization. With which skills, experience and renewed value can you contribute? Are there opportunities to take on new challenges or responsibilities that align with their ambitions? Are there specific skills that will position it for growth in a different function or team?

Reconstruction

Once you get clarity, it’s time to pass from reflection to action. Create a plan for the next 30 days with concrete and manageable goals that will help you regain agency and purpose sense. This plan may include defining priorities, becoming involved with decision makers to signal their aspirations, build relationships with new stakeholders that can support you, and ensure rapid gains that demonstrate your value and create impulse. Having a clear script will help you browse this transition with greater confidence and clarity.

Throughout this process, focus on strengthening your resilience. To operate in the best possible way, be intentional about your social, emotional, physical and spiritual health.

Lay survivors are more than just left -back employees – they are the basis of the future of an organization. However, the emotional, social and professional challenges they face are deep and often neglected. By recognizing the impact of these changes, evaluating the new reality, identifying opportunities, and taking deliberate measures, survivors can transform this moment of uncertainty into a moment of growth and resilience. The way ahead can be uncertain, but with the right tools and mindset, you can emerge stronger on the other side.

HBR: ©.2024 Harvard Business School Publishing Corp./Distribuído por The New York Times Licensing Group