By Barbara Bowes

Last week I wrote about the disturbing task of downsizing employees, of having to face the daunting fact that work orders and projects have been cancelled and that a company might no longer be able to afford the staffing levels that were once enjoyed. But, the problem doesn’t end there.

Now the company must deal with workplace survivors. Because people in an organization create a whole new set of dynamics, downsizing becomes a lot more than the mechanics of letting people go; it also involves the emotional trauma of the incident, the lingering pain, the low morale and the personal insecurity of the aftermath. Employees who survive the ordeal feel just as deep a sense of loss, a severing of close friendships, and a fear of the future as those who have departed.

As a manager or business owner, you must take quick responsibility to get employees back on track. Lingering productivity problems, low morale and poor teamwork will only further damage business results and so it must be dealt with. But there is hope. In situations such as this, most remaining employees will often put in more effort than you expect. So, ask them for help and take action to:

• Acknowledge the loss of personnel and provide the time and resources for employees to grieve; help them to move through their personal change transition;
• Contract with an external counselor if need be or simply have frequent staff meetings to allow people to bring issues forward for discussion;
• Communicate your vision of where the company is going, what circumstances led to the tough decisions; keep employees up to date on changes or trends in the workplace;
• Describe and define for employees how each can add a valued contribution to your vision;
• Ask employees for ideas on how to cut costs and create more efficiencies; they will surprise you with their creativity and ingenuity;
• Create a specific focus, a problem and/or a special project that can be used to mobilize and motivate employees;
• Continually provide encouragement, and positive reinforcement; seek creative ways to reward dedication during these stressful times and;
• Take fear out of the workplace, be sure that supervisors and managers are as upbeat as possible, walk the talk and don’t forget to say thanks.

As for the displaced, downsized worker, I know your first question was “why me?” and that you experienced great anger and may even harbour resentment toward your former employer. But believe me, this attitude is a waste of time and energy and you can’t afford to lose one minute of your next life. Accept that your employer was facing extreme pressure and don’t take this event personally.

I’m confident that once you are out and away from the workplace, you’ll recognize the tremendous stress you were experiencing and I guarantee you’ll feel a great sense of relief to be away from it all. In fact, in spite of feeling fearful, use this situation to take some time for yourself, a holiday perhaps…..you deserve it! Keep in mind that once you start working again, personal time will be limited to those strict vacation schedules.

My professional experience suggests that most people take themselves for granted, and I truly believe the career transition process is one of the biggest personal learning opportunities an individual can ever experience. It’s a great confidence booster to realize you’re not a former job title nor are you defined by strict job parameters. It’s exhilarating to recognize that natural raw talent, volunteer experience and workplace skills can be reinterpreted and redirected into an entirely new career path.

And so, I teach my career transition clients that this is an exciting time, a time for “taking back the night”, or in otherwords, taking control of your life. It’s a time for reflection and self-exploration. It’s an opportunity to look really hard at what you truly want to be doing the rest of your life. It’s a process that will prepare you to cope with change in the future by creating your own professional and emotional security. It’s a time to work on the most important thing in your life…..YOU! And, you can start by:

• Recognizing and accepting that life change/career transition is a process that you will simply have to go through but that you will indeed be better for it in the end;
• Appreciating your family and friends and being open to accepting help and emotional support; acknowledging there are indeed days when you aren’t so fine after all;
• Finding a positive way to work off stress; for instance starting that exercise program you’ve been promising for months;
• Acquainting yourself with the unique tactics of positive self-talk; bragging to the morning mirror that you are talented, good, excellent, wonderful! Well, …..if you can’t, no one else will;
• Undertaking a hobby you’ve neglected because of work; basking in your accomplishment and then analyzing the unique skills and talents being applied;
• Volunteering at your children’s school or sports event, simply taking the time to share yourself with others and stopping to smell the roses;
• Reading, reading, reading…. self-help books, biographies, business and humour books, professional magazines; just learning and learning and learning….

While it’s difficult to discuss and address the issues facing both workplace survivors and displaced workers in such a small printed space, I really see the situation as quite parallel. In my opinion, it’s a matter of regaining psychic balance, be it personal or corporate. And, without this inner balance, I guarantee, there will no progress toward future success. So, whether you are a manager, owner, survivor, or displaced worker, seize the moment and make it work for you.