Job
Loss and emotions – when someone you know is laid off
Elaine Beyer/Human Resource Staffing
When a coworker gets laid off, you may experience relief that
you weren’t the one to leave, but shortly after guilt
often sets in. Other emotions you may feel include sadness
at the loss of a friendship and anxiety about your increased
work load finally your own vulnerability.
When a co-worker leaves, any personal response depends on
your relationship and your company culture. Even a brief expression
of regret helps the healing for both of you. If you can speak
directly, a simple “I’m sorry” is often
enough. If you can’t, consider leaving a card or sending
an email. If you want to provide additional help, you can
offer to review a resume or provide a contact to another organization
No matter how carefully a layoff is handled organizationally,
someone will probably feel hurt and anger. Loss is a strong
emotional generator. Some employees avoid the topic altogether,
while others become irritable and short tempered.
Taking care of your own needs first ensures that you will
be able to offer a professional response. It helps to have
someone to talk to. If you feel uncomfortable about burdening
other coworkers or friends, employee assistance professionals
or counselors within your health plan are trained to deal
with loss and confusion. Before making an organizational response,
take time to write down your feelings and how you want to
act.
Going over the process of layoffs within your company and
the process of loss is helpful. Human Resource professionals
are trained to deal with how others are handling their emotions.
This is a good time to talk with coworkers about their own
vulnerability.
If you plan to ask coworkers how they are doing, be prepared
for what you might hear. It’s probably better to do
nothing if you are going to tune out an answer because you
are flustered – or don’t really want to know.
Prepare for a professional response after you have taken care
of your personal (and human) needs. Preparation might include
reading about loss and possible emotional reactions as well
as asking for advice on how to respond.
Human Resources Departments are at the front lines, assuming
responsibility for the fallout from organizational distress.
While this is a typical human resources role, staff can get
stretched thin helping others cope. If you find you need help,
look for resources that help survivors move forward with change
as well as deal with the emotional aspects of loss.
