Left Behind or Let Go: Who’s Better Off?
Although there are signs of economic recovery, experts say that job growth is still 6-12 months down the road. Meanwhile, there are two equally concerning trends – the increasing number of laid off employees, and the increasing number of remaining employees who are struggling with what it means to be left behind.
Business Week recently reported on a study conducted at Boeing between 1996 and 2006, a decade during which Boeing laid off tens of thousands. The study found that laid off employees were often happier than those left behind: less depression, less binge drinking, and fewer chronic health problems. In the Boeing study, those left behind suffered from “executioners lament,” the deep and pervasive grief of being left with a job at another’s expense. Also, the uncertainty of the future, coupled with increased job demands made for an exponential increase in stress.
One difference between now and when this study was conducted is that the overall job market is tougher today, making it harder for laid off employees to find new employement. Nevertheless, several lessons are being learned from this, and other studies of displaced employees.
- If possible, make all necessary layoffs as soon as possible. Stretching it out only extends the uncertainty and prevents everyone from getting on with the process of adapting and coping. Companies that looked ahead, cut early and began the process of reorganizing have generally fared the best during this recession.
- Recognize the emotional aftermath and support those left behind with necessary training, Employee Assistance Programs, and coaching. Remember that conditions following layoffs are devastating for morale, loyalty, and productivity.
Visit Next Element White Papers and additional blog posts for resources to help your employees through tough times.
Download PDF Version
