Promoting Mental Health: 5 Empathetic Approaches Employers Can Adopt During Layoffs
Every day, headlines about layoffs echo across our newsfeeds. Just today, the ride-hailing and food delivery giant Grab announced the laying off of 1,000 employees, citing business changes and automation as the reasons behind the decision. This ongoing narrative of job loss, particularly in the tech industry, brings to light an under-explored dimension of layoffs — the mental health of the employees affected.
Personal Experience
In January 2023, I joined the ranks of those impacted by these headlines when I was part of a wave of layoffs at Wayfair. The sudden transition from having a stable job to searching for a new one is not just a financial challenge, but a profound psychological one. My mental health took a hit as I navigated the tough waters of job seeking amidst uncertainty and anxiety. I grappled with loss and change, common emotions many in my situation face, which triggered a personal exploration into how companies could better manage layoffs to safeguard their employees’ mental health.
The Mental Health Impact
According to a report by the American Psychological Association, about two-thirds of Americans cite work as a significant source of stress (especially during and after pandemic), with job loss amplifying this stress dramatically. This trend can be observed worldwide. A 2019 study published in the Journal of Occupational Health Psychology found that people who are unemployed lose access to job-related benefits such as time structure, social contact, and status, which contributes to increased depression. This data highlights the importance for employers to handle layoffs with empathy and thoughtful strategy.
Here are 5 empathetic approaches that employers can adopt to ease the mental health impact of layoffs:
1.Transparent Communication
Open communication is a crucial factor in mitigating the uncertainty and stress that accompany layoffs. Employers should clearly communicate the reasons for the layoffs, how the affected individuals were selected, and what severance packages or outplacement support are available. A lack of information can lead to rumor-mongering and elevated anxiety levels among employees, while transparency fosters trust and understanding, even in difficult times.
2.Provide Mental Health Resources
Layoffs can significantly affect employees’ mental health, leading to stress, anxiety, and even depression. It’s important for employers to offer mental health resources like counseling services, employee assistance programs, and guides to manage mental health during these stressful periods. Moreover, the provision of these resources shouldn’t just end when the employment does — extending access to these resources can provide a safety net for employees in their transition phase.
3.Support for Future Employment
Helping laid-off employees transition to new job opportunities can ease the stress associated with job loss. This support could include resume-writing assistance, job search resources, career counseling, or provision of references. These actions go a long way towards demonstrating respect and care for employees, fostering goodwill, and reducing the time that employees might spend unemployed, mitigating financial hardship and mental stress.
4.Personalize the Process
Personalizing the layoff process shows respect and understanding towards each employee’s individual circumstances. Rather than a generic approach, employers could conduct individual meetings to discuss the layoff news, allowing for a tailored conversation and giving space for the employee to ask questions and express concerns. A personalized process can make employees feel seen and heard, rather than just a number in a larger layoff plan.
5.Train Managers to Handle Layoffs Empathetically
Managers are often tasked with delivering the layoff news. To handle this responsibility effectively, they should be trained in compassionate communication, be prepared to answer questions and provide necessary support. Training should also include recognizing signs of severe emotional distress and ensuring that the appropriate mental health resources are recommended. Empathetic handling of layoffs can make a significant difference in an employee’s experience of this challenging event.
In a nutshell, While layoffs pose a challenging circumstance for all parties involved, they need not be disastrous for mental health. If employers approach these situations with empathy, they can significantly lessen the psychological impact of job loss. This approach goes beyond good ethics; it’s good business. Employees who feel supported during layoffs are more likely to hold the organization in high regard, which in turn can enhance the company’s reputation and culture in the long run.
Disclosure: The content in this article was aided by artificial intelligence tools for correcting grammatical errors. For ensuring grammatical accuracy, I utilized the AI-driven tool Grammarly.
