Not to be forgotten: The Survivors

Many stakeholders are often taken into account in separation management, but the focus is usually on those directly affected and the decision-makers. The remaining employees (survivors) often receive too little attention, even though they are crucial to the company's success, especially in times of crisis.

Frequent consequences for survivors:

Feelings of guilt

Additional workloads

Anticipated unemployment

Career slumps

Loss of control

Increased competitive and performance pressure

Survival strategies (opportunism)

Internal termination

According to a study by the Johannes Kepler University Linz, non-terminated employees even suffer in terms of their health after staff cuts. Within a year and a half of the redundancies, there were 2.4% more prescriptions for medication and 12.4% more sick days per quarter.

Retention management is surprisingly only carried out by 29% of companies, as a study by Kienbaum shows.

In order to reduce the negative consequences of a reorganization, companies should focus on the following:

GuidanceLeaders should be more than just managers and be more present and accessible. Communication, listening, leadership, appreciation, involvement and coaching are important.

CommunicationYou can never communicate enough when it comes to downsizing. Developing a solid change story and communicating proactively, respectfully and appreciatively is essential.

Job and process optimization: The dismissal of a colleague often affects the workload of other employees. Early job and process optimization with the involvement of those affected is important, even if the overload is only temporary.

Retention managementEffective measures such as remuneration and training strengthen individual performance in times of crisis and the resilience of employees.

Conclusion: Survivors must be the focus of a reorganization, even if only a few people are involved. The better the changes are prepared and accompanied, the faster those remaining will return to full productivity and the health effects will be reduced.

This might also interest you:

• Loopings networks around the topic of working with 45+
• "Survivors" are often lost during reorganization measures
• Outplacement as added value for employees