Survivor’s Guilt at Work

When organisations go through restructurings or redundancies, the focus is often on those leaving the business. But what about the employees who remain? Many experience ‘survivor’s guilt’—a mix of relief, sadness, and even anxiety about their future. If left unaddressed, these feelings can lead to disengagement, stress, and lower productivity.

HR plays a crucial role in helping employees navigate these emotions and maintain a positive workplace culture. Here’s how to approach it.

Acknowledge the Emotional Impact

Employees may feel uneasy talking about survivor’s guilt, worrying it makes them seem ungrateful. Creating an open environment where they feel safe to express concerns is key. HR can initiate one-to-one check-ins or group discussions to validate these feelings and reassure employees that they are not alone.

Communicate Clearly and Consistently

Uncertainty breeds anxiety. Employees often fear further job cuts or question what the future holds. Regular, honest updates from leadership help to ease concerns and rebuild trust. If roles have changed, outlining new responsibilities clearly can prevent confusion and help employees regain a sense of control.

Provide Emotional and Mental Health Support

Adjusting to a smaller team or new working dynamics can be stressful. Offering access to mental health resources, such as counselling services or employee assistance programmes, gives employees an outlet to process their emotions. Encouraging peer support through mentoring or informal check-ins can also help strengthen workplace relationships.

Help Employees Reconnect with Their Purpose

When teams feel uncertain, motivation can drop. HR can play a key role in reminding employees how their work contributes to the bigger picture. Recognising achievements, setting meaningful goals, and aligning individual roles with the company’s future direction can restore engagement and a sense of purpose.

Building a Resilient Workplace Culture

Survivor’s guilt isn’t just an individual issue—it can affect overall morale and productivity. By fostering an open, supportive culture where employees feel valued and secure, HR can help teams move forward with confidence.

How has your organisation handled these challenges? What strategies have worked well for you? Let’s start a conversation.