Having to make staff redundant can be very daunting for businesses. 

The decision to make redundancies will have an impact not only on your business but also on the lives (and livelihoods) of your employees. 

In our experience, the businesses which not only survive but also thrive through difficult times are those which properly plan a redundancy programme and treat all employees with dignity and respect. 

Employers are mostly aware that when making employees redundant that they need to ensure that they follow the correct procedures and apply them fairly.  However, a lot of employers overlook the impact on remaining staff.  Many businesses assume that it's surviving workforce will work harder, as they are thankful that they weren't let go.  But the redundancy survivors may be experiencing feelings of uncertainty and guilt, or they may be worried about an increase in their workload.

In fact, businesses might be sitting on a new crisis, the one of 'Workplace Survivor Syndrome', or 'Survivors Guilt'.  'Survivor syndrome' is an emotional reaction to redundancies experienced by those who remain with the organisation.

Businesses should pay attention and take this seriously as it can have a substantial effect on the performance of its employees. 

Survivor syndrome can cause:

  • low morale and commitment;
  • reduced loyalty to the business;
  • decreased motivation;
  • diminished performance and productivity;
  • poor client or customer focus;
  • an increase in stress levels;
  • a likelihood to work (excessively) longer hours;
  • greater risk-avoidance and slower decision-making;
  • an unwillingness to learn new skills;
  • increased absence and or increased presenteeism; and
  • increase in staff turnover, meaning the business loses skills it hoped to keep.

There are many things employers can do to support redundancy survivors, including:

  • effective communication, both pre and post redundancy;
  • support from line managers in adjusting to new role;
  • counselling or access to an Employee Assistance Programme;

Employers should be aware that if the process is not managed properly, they may be on the receiving end of a claim for work related stress.  All employers have a duty to take reasonable care for the safety of their employees; they have a duty to see that reasonable care is taken to provide them with a safe place of work, safe tools and equipment, and a safe system of working. 

If you would like a confidential discussion about this, please do not hesitate to contact Charlotte. 

First published here: https://redundancyrecoveryhub.com/redundancy-and-survivors-guilt/

The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.