The Emotional Burden of Termination: Mitigating Psychological Harm in the Workplace

We live in an unpredictable world. According to data from Layoffs.fyi, a staggering 98,834 employees have already been let go by 337 tech companies in the first half of this year alone. Workplaces are now focusing more on reducing operational costs and implementing easy replacement options via various automated tools and platforms. 

Termination is a tough process for both employer and employee. However, when it is abrupt and unsupported, it can take a toll on employee mental health and the overall morale of the organization. It helps to have an honest and open conversation with employees to make sure they get a respectable send-off from their position. It is important to let employees know that layoff was the last option for the company and why it was chosen. It is important that employees feel respected and valued throughout this process. By integrating kindness into the termination process, organizations can help minimise emotional distress and maintain a positive and supportive workplace culture. This approach not only benefits the individuals directly affected but also enhances the overall health and cohesion of the team.

Here are a few tips to help employees navigate this change better.

 Allow them time to process and validate their emotions.

Getting laid off is a deeply upsetting transition. Employees might get reactive and might express their raw emotions in front of you. Allow them some time and space to acknowledge and express their feelings. 

Kindness is key

Being direct and communicating things to employees transparently is necessary,but framing your thoughts and delivering them sensitively can make a difference. When delivered with kindness, the message of termination can soften the emotional blow. Employees are more likely to leave the situation feeling respected and valued, even if they are disappointed. This approach can help reduce feelings of bitterness or resentment.

Highlight their contribution and appreciate their strengths

Termination of a contract might lead to a lot of complex emotions within employees such as fear, self-doubt, and lowered self-confidence. Highlighting their strength and stand-out qualities can help them focus and rebuild their self-confidence. Of course, it won’t happen overnight but it is an important first step in rebuilding. You can make them feel valued by sharing what you truly feel about their skills and experience. This will help create a positive environment and help employees feel self-confident when it comes to their professional skills.

Address their fears and allow them to ask questions

Getting laid off can very naturally make employees question their capabilities. Some employees may also start to self-doubt and go in a negative spiral and it is very common for that to happen. The uncertainty and instability are scary and everyone needs to acknowledge that. When you address something, you no longer try to escape it and that helps you build strength to face it. The more you talk about your fears, the less space it takes up in your head.

Offer Professional Support

Offering professional support resources can significantly alleviate the emotional burden of termination. Provide access to Employee Assistance Programs (EAPs) or professional counseling to help employees cope with the emotional impact. We at Manah Wellness offer a unique program, LEAP that assists employees to build resilience and learn effective coping mechanisms. A Mental Health Professional can hold space, offer emotional support, and help people develop resilience to cope better with the layoffs by acknowledging the impact it can have on other areas of their lives. 

Encourages Positive Referrals and Future Opportunities

Try to see if you can offer to provide a positive reference or help with job placements. Express a willingness to support their career growth in other ways.

This can enhance their confidence and motivation as they transition to new opportunities, and it reflects well on your organization’s reputation.

FAQs:

1. How to conduct emotional check-ins with employees after breaking the news to them?

Allow them some time and space to process. Sit with them and offer them a listening ear. Try not to judge or provide quick solutions, simply listen to them. Employees feel much respected and valued when they feel heard and acknowledged. Ask them if they require any additional support. Assess what support systems are available to them and encourage them to express and seek socio-emotional support. By creating a safe environment to express emotions and allowing support through various platforms, you can mitigate the initial shock and disbelief that this news could cause them.

2. How to navigate boundaries during such a process?

Navigating boundaries can be difficult during this time. Even though it is a professional change, it very well affects an individual’s entire life. Therefore it is important to treat this with sensitivity, empathy and kindness. Evaluate your boundaries and see if you want to re-establish them for this period or if you want to be more flexible with them. It is not mandatory to do so. See what works for you and what aligns and falls within your scope of action. You can offer employees support even while respecting professional boundaries.