Survivor Syndrome

I’ve been reading more and more lately about survivor syndrome. Per dictionary.com, survivor syndrome is “a characteristic group of symptoms, including recurrent images of death, depression, persistent anxiety, and emotional numbness, occurring in survivors of disaster.” However, rather than a syndrome occuring in survivors of disaster, layoff survivor syndrome is occuring in those ‘left behind’ in companies after they have downsized or had layoffs.

Characterized by such symptoms as a lack of loyalty, mistrust of management, low self esteem, fear of the unknown, and high stress levels, survivor syndrome can manifest as low productivity, increased absenteeism, lack of motivation, low morale, and even acts of sabotage.

Commen sense, right?

Yet many companies, even global ones, continue on as if nothing has happened, ignoring the effects of layoffs, or even the threat of layoffs, on current, or ’saved’, employees. Employee communications, human resources, and, perhaps most importantly, upper management should focus on open, honest communication to foster transparency and rebuilt trust with employees. Develop a survivor communication plan, one that is heartfelt, and you just may reap the benefits.

Rethink Your Approach to Employee Communications

How do you communicate to your employees? Do you post signs on the bathroom doors? Send out a mass e-mail? Hang up posters in the break rooms? Or, are you more advanced, with an employee newsletter, executive blog, and/or intranet site? Honestly, I’ve been at companies that have used all these approaches, from the bathroom signs to the dynamic intranet site.

Depending on the make up of your company, any and all of these methods can be effective. However, you should also consider utilizing social media. Develop a group for your company on LinkedIn and FaceBook, set up a Twitter feed, and even utilize YouTube and Wikis.

Hey, your employees are on these sites - rather than ignoring that fact, embrace it and use it to your advantage.